ONBOARDING
& OWNERSHIP:
The Journey From Rock-star Candidate To rocking Employee AMBER L. USHKA SPHR, SHRM-SCP Director, Human Resources ONVIA President VERTE SQUAREAGENDA
Case for Onboarding
The Recruiting-HR Relationship Engineering the Onboarding Vision
• Plan the trip
• Experience
• Reflect Making it Real
BUILDING THE
BUSINESS
THE CASE
US working population experiences career transitions
Senior outside hires fail within 18 months in a new position
Half of all hourly workers leave new jobs within the first 120 days
Billion lost yearly in US /UK as a result of employees not understanding their jobs Onboarding improves retention rates
Onboarding improves time to productivity
Days employees get to prove themselves in new jobs
25%
50%
50%
$37
52%
60%
90
THE CASE
THE RELATIONSHIP
Application Evaluation Interview Decision Negotiation Acceptance Welcome
Traditional Recruiting Cycle
Candidate
New Hire
Paperwork Orientation 90 –day check-in Integration to PM
Performance Reviews
Traditional HRM Cycle
Employee
THE
VISION
THE VISION
Plan the trip
Experience
Reflect
• Who is involved? • What’s the budget? • Where are you going? • How long to get there? • How to get there? • Where to stay? • What to do while
you’re there?
• Where to eat while you’re there? • Arriving • Checking in • Acclimating to the temperature • Knowing the amenitites • Unpacking • Engaging in activities • Meeting people • Creating relationships • Taking pictures • Writing in journal • Posting pictures and
sharing experience • Looking at pictures • Reminiscing
• Evaluating your experience
• Reaching out to keep in touch with those you met
THE VISION
Evaluation Interview Decision Negotiation Acceptance Welcome
Traditional Recruiting Cycle
Candidate
New Hire
Paperwork Orientation 90 –day check-in Integration to PM
Performance Reviews
Traditional HRM Cycle
Employee
Onboarding Plan
Envision Engage Gather Insights Plan the Trip Experience Reflection
The Onboarding Cycle
Individual
Back-End Work HR & Recruiting
Front End Work Employee Experience
MAKING IT REAL
Envision
The Onboarding Cycle
Individual
• What are we trying to solve for?
• What do we want the onboarding experience to look like? • Who should be involved in making it happen?
• Who is responsible for delivering the experiences?
• What is the timeframe for a fully on-boarded employee? • How do we make it easy for the individual?
• How do we make it special for the individual? • Is this scalable? Is this sustainable?
• What does success look like?
• How do we measure it, how often do we measure it? • How and when do we change it?
• Who needs to support/approve this and what is the mechanism for obtaining buy-in approval?
MAKING IT REAL
Engage
The Onboarding Cycle
Individual
• Formalize your business case • Formalize your program design
• Build your walking deck (program level)
• Meet with resources needed to support program and build consensus • Meet with contributors and obtain commitment
• Create/revise materials – Passport? • Set program review dates
MAKING IT REAL
Gather Insights
The Onboarding Cycle
Individual
• How was the company differentiated during recruiting? • How was the team, the role positioned during recruiting?
• What were the critical success factors for the role obtained during the requisition review, before recruiting even started?
• What was the feedback from the interview team? • What was the feedback from the candidate?
• What did the candidate’s references say about success for the individual?
• What kind of introduction is done from recruiting to HR? • How is the new employee engaged before start date?
MAKING IT REAL
Plan the Trip
The Onboarding Cycle
Individual
• Pre-arrival touch-points with new employee • Workspace procured
• Equipment procured • Access procured
• Workspace clean and set • First day lunch
• New hire paperwork
• Passport built and plan set – kickoff activities and spark curiosity
• Compliance – how-to’s; procedures; policies; business operations
• Clarification – role objectives; goal-setting; systems to support success, dependencies on departments, individuals, processes
• Culture – organization, department, team norms; how feedback is obtained, measured
MAKING IT REAL
Experience
The Onboarding Cycle
Individual
• Map of building, surrounding area • Tour
• Meeting immediate co-workers
• New hire arrival mail to organization (including picture) • Passport Travel
• Clarification – Meeting with direct manager and skip manager; Rhythm of the Business overview; Tool training on systems for role
• Culture – Review employee satisfaction data; discuss listening systems and feedback networks; set expectations about culture involvement
• Connections – Meetings with peers; meetings with subordinates (if manager); meet with department heads to drive understanding of the business; meet with external partner companies
MAKING IT REAL
Reflection
The Onboarding Cycle
Individual
30 days
• Landing 1:1 with HR 90 days
• Landing 1:1 with HR & Recruiting • Manager Check in with HR
• Goals Set 120 days
• Onboarding Survey 180 days
• Acclimation 1:1 with HR
• Acclimation Check in with Manager/HR 365 days
• Integration 1:1 with HR & Recruiting