unlock the magic of onboarding
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UNLOCK THE MAGIC OF
OnboardingOnboarding
You’ve spent
t ime and money to find the
perfect candidate. Once they’ve accepted
an o�er, making sure they are prepared and
confident to do their job successful ly is the
next v i ta l step.
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Importance of OnboardingImportance of OnboardingRESEARCH SHOWS THAT ACTIVE ONBOARDINGMEANS NEW HIRES ARE:
oriented faster competent and
product ive quicker retained on the
job longer
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MORE REASONSTO UP YOURONBOARDING GAME:
20% of new hires leave within the first 45 days.
60% of managers who fa i l to onboard successful ly c i te fa i lure to establ ish e�ect ive working relat ionships as the main reason.
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Time to Full Productivity for New Hires and TransfersTime to Full Productivity for New Hires and Transfers
Training Industry Quarter ly
2012 Workforce Mobi l i ty Survey
“The First 90 Days”
24 MONTHS
8-12 MONTHS
6.2 MONTHS
ORGANIZATIONS WITH A STANDARD ONBOARDING PROCESS EXPERIENCE 54% GREATER NEW HIRE PRODUCTIVITY AND 50% GREATER RETENTION.
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onboarders are 2x as l ikely to reduce new hire t ime to proficiency.
INVESTED
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THE REASONS WHY EXECUTIVESFELT THEY FAILED IN A NEW ROLE
Poor understanding of how organizat ion
funct ions
69%
Ine�ect ive decis ion making
31%
Disagreement over strategy
28%
Lack of exper ience or ski l l
26%
Misfit with cul ture
65%
Di�culty a l igning with peers
57%
Lack of understanding with
business model
48%
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“A study of the onboarding process at Texas Instruments found that employees who went through an improved onboarding process were ful ly productive two months faster than
employees in a tradit ional program.”
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WHERE HR EXECUTIVES SAY THEIR COMPANIES SPEND TIME ONBOARDING.. .
88% Administrative86% Business Orientation85% Compliance & Legal52% Expectation Alignment33% Stakeholder Meetings29% Cultural Integration
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Steps Smart Companies Employ in Onboarding Steps Smart Companies Employ in Onboarding
Communicate pr ior to the
first day – and throughout
the onboard-ing process
1Concentrate
on the company’s culture and
values
2
Set expectat ions
for performance and career
paths
4Evaluate and measure to
ensure success and
to refine processes
5
Make t ime to train for
performance
3
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SOURCES:1 . Jenna Fi l ipkowski , P. (2016) . Onboarding Outcomes: Fulfi l l New Hire Expectat ions. Human Capita l Inst i tut ion , The Global Associatoin of Talent Management. Cincinnat i : Human Capita l Inst i tut ion.
2. Mark Byford, M. D. (2017, May-June - - ) . Harvard Business Review. May-June 2017, pp. 78-86. Retr ieved from hbr.org: ht tps: / /hbr.org/2017/05/onboarding- isnt-enough.
3. Olson, B. (2017, Apr i l 20) . The Simple Truths About Onboarding. Retr ieved from essium.co: ht tp: / /essium.co/2017/04/the-s imple-truths-about-onboarding/ .
4. Talya N. Bauer, P. (2010) . Onboarding New Employees: Maximiz ing Success. SHRM Foundat ion. Alexandr ia : SHRM Foundat ion.
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