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    Onboarding Best Practices

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    pmgomez
    Onboarding best practices are important for employee retention and reducing costs. Proper onboarding reduces turnover through engagement and connecting new hires to others in their first year. Companies introduce their brand through pre-boarding activities like virtual tours and welcome packets. They provide extended onboarding programs and mentoring to reinforce the decision to join. Embedding culture involves positive learning environments and relationships. Surveying new hires allows improving the onboarding customer experience.

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    Onboarding Best Practices

    Uploaded by

    pmgomez
    121 views11 pages
    Onboarding best practices are important for employee retention and reducing costs. Proper onboarding reduces turnover through engagement and connecting new hires to others in their first year. Companies introduce their brand through pre-boarding activities like virtual tours and welcome packets. They provide extended onboarding programs and mentoring to reinforce the decision to join. Embedding culture involves positive learning environments and relationships. Surveying new hires allows improving the onboarding customer experience.

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    best practices when onboarding people

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    onboarding best practices

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    Onboarding best practices are important for employee retention and reducing costs. Proper onboarding reduces turnover through engagement and connecting new hires to others in their first year. Companies introduce their brand through pre-boarding activities like virtual tours and welcome packets. They provide extended onboarding programs and mentoring to reinforce the decision to join. Embedding culture involves positive learning environments and relationships. Surveying new hires allows improving the onboarding customer experience.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    121 views11 pages

    Onboarding Best Practices

    Uploaded by

    pmgomez
    Onboarding best practices are important for employee retention and reducing costs. Proper onboarding reduces turnover through engagement and connecting new hires to others in their first year. Companies introduce their brand through pre-boarding activities like virtual tours and welcome packets. They provide extended onboarding programs and mentoring to reinforce the decision to join. Embedding culture involves positive learning environments and relationships. Surveying new hires allows improving the onboarding customer experience.

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    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 11

    Onboarding Best

    Practices
    March 2016
    Why is proper onboarding
    important?
    Welcoming new employees properly is not only good for morale, but financially
    prudent.

    —  The cost of replacing an entry-level employee is 30-50 percent of the


    person’s annual salary. And, for mid and senior-level employees it can reach
    150 - 400 percent respectively. Onboarding done right, reduces turnover.1

    —  Proper onboarding also reduces time-to-productivity therefore within weeks


    new and veteran employees are working on close to the same level.

    —  On-boarding and engraining employees into organizational culture and


    workplace is particularly important for diverse new hire retention, particularly
    when they are under-represented. The first year is often the most telling.
    Why is proper onboarding
    financially important?
    On Boarding Plan Best Practices- Engaging and retaining diverse talent
    Its important to note that first year is a critical time when diverse talent assesses whether they should stay or go.
    Engage and connect talent to others early, in the first year.
    Pre
    Pre Hire First Day First week 30-90 Days 3-9mth
    Establish Ensure building Schedule meetings Invest in Training Review
    comfortable work access, security with team and key and allot time for objectives
    space- tech, ID, clearance stakeholders job shadowing if and create
    connectivity, needed development
    phones, etc. plan
    Plan agenda for Provide tour of Review all key Facilitate Connect high
    first week- mtg facilities, including processes/ meetings-ERG’s, potentials to
    key leaders, introductions to responsibilities networks, key decision
    including ERGs key stakeholders philanthropy makers
    If relocating, Provide small Review and establish Build regular Discuss
    offer to provide welcome gift-could role and objectives. feedback and longer term
    info on local include company Include review of check-in career
    ethnic businesses, logo tchotchke performance process opportunities objectives
    schools, etc
    Prepare Plan lunch with Review calendar for Conduct Check in with
    communications team key meetings, events, performance HR
    to introduce activities review (60 days)
    Provide any pre- Plan managers Ensure orientation, Assign a Assign to
    reads, materials meeting with team review of benefits, “buddy”/”peer cross
    that may be employee mentor functional
    helpful communications project team
    How do companies introduce their
    brand to new hires?
    The introduction of your brand to a new hire is accomplished in “pre-boarding”
    activities.

    —  Ernst & Young provides an onboarding portal that includes an online virtual
    tour that provides their new hires with information about their firm, it walks
    them through the onboarding process and it answers the questions that are
    most frequently asked by previous new hires.

    —  Warby Parker sends an electronic welcome packet, with the company history,
    core values, press clippings and what a new employee should expect during
    their first day, week and month. Also, the night before starting, new
    employees get a call from their direct supervisor to make sure that they know
    “where to show up and when”.

    —  MasterCard, immediately after a new employee is hired, sends a welcoming


    email which includes links to company videos, and access to a website where
    new hires can update their employment information, upload a photo for their
    badge, read about learning opportunities and complete paperwork for
    benefits enrollment, taxes and direct deposit.
    What do companies do beyond day one activities to provide
    additional touch points for new hires to reconnect and reinforce
    their decisions to join the company?
    Extended Onboarding

    —  Facebook requires 6 weeks at their onboarding “boot camp” and Rackspace and Zappos
    offer a 4-week long onboarding program.

    —  Morgan Stanley’s Multicultural Professional Development Series provides African


    Americans and Hispanic Analysts and Associates hired in the past 12 months with
    engaging professional development sessions and interactions with senior leaders.

    —  L’Oréal offers a full 2 year long comprehensive onboarding process.

    —  Succeeding@IBM is the 2 year on-line learning continuum that provides new hires with
    information covering corporate values, strategy, tools, and the resources necessary to be
    successful.

    —  JPMC High-Touch Gold Desk supports veteran new hires. For the new veteran hire the
    Military Human Resources group provides full-time support during the onboarding
    process and beyond to facilitate successful assimilation and professional development.
    This includes training for JPMC managers to help them understand the unique strengths
    veterans bring to the workplace, and training for newly hired veterans focused on the
    unique aspects of the firm’s corporate culture, norms, and processes.
    What do companies do beyond day one activities to provide
    additional touch points for new hires to reconnect and reinforce
    their decisions to join the company?
    Mentoring Programs

    IBM Royal Blue Ambassador

    —  Provides every new hire with an experienced employee mentor for 30 days in order to help
    them adapt quickly to working at the firm. Beyond these 30 days, IBM has a volunteer
    collaborative group known as the “grassroots community” which continues to help new
    hires transition into IBM.

    EY Unplugged

    —  This program brings together the ethnically diverse staff from around the US to network,
    connect and be mentored by minority executives within their first four months with EY.

    Intel First Year TouchPoint

    —  Matches new black hires with more experienced black professionals for the first year of
    employment. The mentor shares the “unwritten rules”, helps to navigate roles, getting work
    done, making introductions. The program is run and managed by the Black ERG.

    General Mills

    —  A dinner is scheduled with an appropriate the ERG representative prior to start date or
    within the first week. The representative provides cultural unwritten rules in the office as
    well as social and community resources (events, religious, hair, social, sorority) as needed.
    What do companies do beyond day one activities to provide
    additional touch points for new hires to reconnect and reinforce
    their decisions to join the company?
    Listen to Feedback

    —  In order to reduce early turnover by ensuring that new hires are satisfied with
    their first job assignment, Facebook (for all employees) and Cisco (new
    college grads) allows new hires after completing onboarding to choose the
    team that they join.

    Address Professional Baggage

    —  Cisco’s Emotional Onboarding Program helps employees break their


    emotional ties to their old company. It is a structured program aimed to more
    deeply engage employees at the start of the job and reduce premature
    turnover. Managers assign the new employee some sort of project to
    complete in their first week. Also, managers schedule lunch partners for their
    new employee.
    How do you embed company culture
    into the onboarding process?

    —  Employees learn the company culture through the onboarding process –
    new hires are becoming familiar with the company’s place in its industry,
    learning project goals, reviewing training materials and beginning to
    contribute.

    —  Culture is embedded into the onboarding through the people the new
    hire interacts with. The goals is to create a positive learning environment.

    —  One of the keys to a new hire embracing the company culture is the
    connections and/or relationships they make with tenured employees.
    This increases an employee’s desire and influence within the
    organization. 
    How do companies provide a customer
    experience for new hires?

    A customer experience for new hires is achievable through ensuring new hires
    have the opportunity to express their thoughts on the on-boarding process.

    —  Survey new hires after 1, 6 and 12months. This data can be used to see
    where improvements can be made.

    —  An advanced practice of onboarding includes letting new hires know that if
    they do eventually quit, the company wants them to remain in contact in hope
    that they may return as a “boomerang rehire.”
    Additional Resources
    —  Are There Any Best Practices For Developing Gen Y/Young Professionals? – Cornell
    University

    —  Extreme Onboard: How to WOW Your New Hires Rather Than Numb Them -Dr.
    John Sullivan, HR Thought Leader

    —  Is New Employee Orientation Good Business Strategy? – MindTickle Research

    —  The Powerful Way Onboarding Can Encourage Authenticity – Harvard Business
    Review

    —  Onboarding 2013: A New Look at New Hires – Aberdeen Group

    —  Onboarding New Employees: Maximizing Success – SHRM Foundation

    If you have any other questions please do not hesitate to contact us by


    email (lindsey.clark@diversitybestpractices.com) or phone
    (212-219-7451).

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