Assimilating new hires into your culture is straightforward when the employees work in a central location. However, what happens when the new hires work remotely, either at a global location or home office, or the employee works on a different schedule? Can an organization engage and train new hires during onboarding, regardless of location and circumstance?

1. Make Your Onboarding Inclusive
& Engaging
Daria Friedman Shelley Trout
With: Moderated by:
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2. We believe great businesses are powered by great people. Guided by
decades of experience and innovation, Kronos® offers the industry’s
most powerful suite of tools and services to manage and engage your
entire workforce from pre-hire to retire. And because workforce needs
are constantly changing, Kronos solutions are designed to evolve with
you to help meet the challenges you face every day — regardless of
your industry or where you do business.

3. 3
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www.recruitingbrief.com/webinar-series/managing-the-modern-workforce
www.humanresourcestoday.com/webinar-series/managing-the-modern-workforce

4. About Daria Friedman
Daria Friedman is the Principal Analyst for the Talent Acquisition and Engagement practices at Brandon Hall Group.
As an Analyst, Daria analyzes trends in the market, advises clients on how to improve their practices/programs,
conducts solution provider briefings, leads webinars and workshops, and has authored numerous blogs and research
studies.
Before joining Brandon Hall Group, Daria led the research practice for Bernard Hodes Group, a recruitment solutions
agency, and Findly, a talent acquisition software service provider that has been re-branded as Symphony Talent.
Daria conducts research on topics such as talent acquisition practices, talent acquisition technology, onboarding,
candidate experience, recruitment marketing, hiring practices, sourcing, employee engagement, pre-hire and post-hire
assessments, employee value proposition, diversity and inclusion, next practices in reducing the talent shortage,
rewards and recognition, and more.
About Shelley Trout
Shelley went to UC Berkeley and majored in Anthropology & Archaeology. After working at the Center of Digital
Archaeology, she became fascinated with digital representations of personality and culture, and now leads Webinar
Production at Aggregage, providing some of the most interesting thought-leaders across a wide variety of industries with
a space to celebrate the diversity, depth, and experience of their professional cultures, personalities, and passions.

5. 5
Agenda
Make Your Onboarding Inclusive
& Engaging
What does it take to successfully onboard new talent?
Engaging, assimilating new hires
Award-winning, case studies for inclusive onboarding
Q & A

6. © Brandon Hall Group 2018 6
MEMBERSHIP
STRATEGIC
CONSULTING
EXCELLENCE
AWARDS
PROFESSIONAL
DEVELOPMENT
Learning
& Development
Talent
Management
Leadership
Development
Talent
Acquisition
Workforce
Management
About Brandon Hall Group

7. 7
Poll
Make Your Onboarding Inclusive
& Engaging
Do most of your employees within each of these segments
participate in engagement efforts and promote the organization
internally and externally? Check yes if applicable.
New grad hires
Other new hires
Remote workers
Diverse talent
Executive leadership
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey

8. 8
Make Your Onboarding Inclusive &
Engaging
Source: Brandon Hall Group 2018 Employee Engagement Survey
*Highly engaged defined as most employees in segment participating in engagement efforts and promoting the organization internally and externally.
Other New HiresNew Grad HiresExecutive Leadership
Remote WorkersDiverse Talent
Percent of Organizations with Highly Engaged* Employee Segments
60% 27%
32% 15%
24%

9. Brandon Hall Group Employee Engagement Definition
• Engaged employees are committed to, aligned with,
and enthusiastic about their work and the
company culture.
• Engaged employees make personal
contributions to drive organizational
success and excellence.
Make Your Onboarding Inclusive
& Engaging
9
Source: 2018 Brandon Hall Group Employee Engagement Survey

10. 10
What Does Successful Onboarding Look Like?

11. The primary goals of
onboarding are to
optimize new hire
engagement and
time-to-proficiency.
11
Make Your Onboarding Inclusive
& Engaging
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey

12. 12
Make Your Onboarding Inclusive
& Engaging
The Brandon Hall Group
Onboarding Framework
How do you ensure all
employees benefit from
onboarding?
©2018 Brandon Hall Group

13. 13
Why Onboarding is Critical to New Hire Success
Make Your Onboarding Inclusive
& Engaging
Employee Engagement Journey
RECRUITMENT
ONBOARDING
DEVELOPMENT
OFF-BOARDING

14. Poor Onboarding Can Lead to Less than Optimal Results
Source: Brandon Hall Group 2017 Evolution of Onboarding and Hiring Practices and Internal Mobility Surveys.
*On average.
The Current Situation:
10.2%
51%
12.6%*
28%*
New-hire average
voluntary attrition rate
Most new hire voluntary
attrition occurs during
first six months
Bad hires in past year
Of bad hires attributable to
sub-optimal hiring practices
Make Your Onboarding Inclusive
& Engaging
14

15. Brandon Hall Group Onboarding Maturity Model
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
15
Make Your Onboarding Inclusive
& Engaging

16. 13%
37%
26%
38%
46%
44%
29%
48%
50%
50%
56%
63%
Employee Retention
Customer Retention
Employee Engagement
Customer Satisfaction
Revenue/Performance
Market Penetration
Percent of Organizations by Maturity Level Seeing
Improvement in KPIs Over Past Year
Levels 3 & 4 Onboarding Levels 1 & 2 Onboarding
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
16
Make Your Onboarding Inclusive
& Engaging

17. Characteristics of a Level 4 Onboarding Process
• Fully-dedicated onboarding technology
• Onboarding integrated with Learning/LMS
• Assessments used during onboarding
• High-potential new hires are identified
• Engagement and assimilation practices implemented
• Mentors, coaches provided
• Continuously look to improve practices
17
Make Your Onboarding Inclusive
& Engaging
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey

18. 30%
33%
33%
35%
36%
68%
70%
82%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
To support a dispersed or global workforce
To enable better reporting
To improve time-to-proficiency
To improve assimilation
To improve training
To alleviate manual tasks
To improve management of process
To improve new hire experience
Drivers for Onboarding Technology Adoption
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
18
Make Your Onboarding Inclusive
& Engaging

19. 38%
30%
43%
47%
46%
44%
48%
51%
53%
59%
0% 10% 20% 30% 40% 50% 60% 70%
Customer Retention
Employee Engagement
Customer Satisfaction
Revenue / Performance
Market Penetration
Organizations Seeing Improvement in KPIs Over Past Year
Have Onboarding Technology Does Not Have Onboarding Technology
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
19
Make Your Onboarding Inclusive
& Engaging

20. Best Practices for Making Onboarding Inclusive
• Electronic documents and signatures.
• Onboarding technology with mobile access.
• Personalization is key (location, role, etc.).
• “Train the trainer.” Leaders need to know when to welcome, encourage new
hires.
20
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group.

21. Best Practices for Making Onboarding Inclusive
• New hires should be able to meet each other and their managers in person.
• Have frequent virtual meetings during onboarding.
• Recognize new hires and explain recognition program.
• Encourage collaboration through software, such as Google Docs, Basecamp,
Yammer, etc.
21
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group.

22. Best Practices for Making Onboarding Inclusive
• Explain diversity and inclusion program / values during onboarding.
• Introduce and encourage participation in Employee Resource Groups / Affinity
Groups during onboarding.
• Describe, if applicable, any employee mobility programs at organization.
22
Make Your Onboarding Inclusive
& Engaging
Source: 2017 Brandon Hall Group.

23. Onboarding Practice Trends
Average duration of onboarding:
• 28 days
• 57% want duration to be longer
• 35% shorter
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
23
Make Your Onboarding Inclusive
& Engaging

24. Most-Important Onboarding Metrics
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
73%
62%
58%
24
Make Your Onboarding Inclusive
& Engaging
Time to Productivity
New Hire Retention
New Hire Engagement

25. Most-Desired Improvements for Onboarding
New Hire Experience Assimilation Practices Collaboration
64% 57% 52%
Source: 2017 Brandon Hall Group Evolution of Onboarding Survey
25
Make Your Onboarding Inclusive
& Engaging

26. 26
Engaging and Assimilating New Hires

27. The Basic Onboarding Practices
93%
86% 86% 84% 80%
53%
73%
46%
32%
69%
0%
20%
40%
60%
80%
100%
Orientation Employment
documentation
Training,
product/service
Assimilation Benefit enrollment
How Well Do Organizations Implement Important
Practices?
Important or Critical Practices Effective or Very Effective Implementation
27Source: 2017 Brandon Hall Group Onboarding Survey
27
Make Your Onboarding Inclusive
& Engaging

28. More Strategic Onboarding Practices
28
73% 73%
65%
60%
55%
31%
39%
18%
31% 33%
0%
10%
20%
30%
40%
50%
60%
70%
80%
Goal-setting Diversity and
inclusion
Mentoring,
coaching
Recognition of new
hires
Assessments
How Well Do Organizations Implement Important Practices?
Important or Critical Practices Effective or Very Effective Implementation
Source: 2017 Brandon Hall Group Onboarding Survey
28
Make Your Onboarding Inclusive
& Engaging

29. Onboarding Engagement and Assimilation Practices*
Source: Brandon Hall Group 2017 Evolution of Onboarding Survey
*Among organizations with effective assimilation practices.
Meet
Leadership
Explain
Rewards &
Recognition
Socialization
Time
Lunch with
peers,
mentors
Welcome
Letter
84%
78%
78%
69%
69%
Explain
Growth
Opportunities
64%
Provide
Feedback
on
Progress
59%
Provide
Swag
60% 55%
Set
Career
Goals
59%
Introduce
Coaches53%
Explain
Exciting
Aspects of
Job
Make Your Onboarding Inclusive
& Engaging
29

30. Effective Assimilation Practices Favorably Impact Talent Metrics
• Organizations with effective assimilation practices are more likely to
see improvement in these metrics over past year as compared to
cohorts:
Source: Brandon Hall Group 2017 Evolution of Onboarding Survey
30
Make Your Onboarding Inclusive
& Engaging
52%
28%
vs.
34%
12%
vs.
9.4%
10.5%
vs.
Employee
Engagement
Employee
Retention
Average New Hire
Voluntary Turnover

31. Consider what is relevant to all employees before
instituting an engagement program.
31
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group.

32. Activities Considered Highly Valuable for Engagement
Overall “Younger” Workforce Mix “Older” Workforce Mix
Engagement surveys 58% 58% 62%
Team-building activities 51% 54% 46%
Formal employee recognition 40% 44% 29%
Performance reviews 32% 33% 25%
Source: Brandon Hall Group 2018 Employee Engagement Practices Survey
*Younger workforce mix = 75% or more of employee population are not Baby Boomers. Older
workforce mix = 26% of more of employee population are Baby Boomers.
32
Make Your Onboarding Inclusive
& Engaging

33. Activities Considered Highly Valuable for Engagement
Overall “Younger” Workforce Mix “Older” Workforce Mix
Work / life balance support 51% 44% 59%
Career development paths 48% 38% 56%
Coaching, mentoring 47% 40% 51%
Wellness / well-being 34% 30% 40%
Source: Brandon Hall Group 2018 Employee Engagement Practices Survey
*Younger workforce mix = 75% or more of employee population are not Baby Boomers. Older
workforce mix = 26% of more of employee population are Baby Boomers.
33
Make Your Onboarding Inclusive
& Engaging

34. Benefits of Measuring New Hire Engagement Levels
• Understand effectiveness of onboarding program; assess
assimilation; gauge extent employment experience meets
expectations; and be able to address problems quickly.
Frequency of Measuring Engagement Surveys During First Year
2+ times 44%
One time 23%
Ad hoc 10%
None 23%
Source: Brandon Hall Group 2017 Evolution of Onboarding Survey
34
Make Your Onboarding Inclusive
& Engaging

35. 35
Award-Winning, Inclusive Onboarding Case Studes

36. Capgemini’s Separate Portal Makes Onboarding Cool
• Situation: Every region had its own way of onboarding new hires.
There was no consistent messaging.
• Goals: Onboarding needs to be attractive to millennials; must be
social, digital and have uniformity. Program for Insights & Data group.
• Solution: Capgemini University decided on a separate portal for both
onboarding and learning. There was an introductory welcome video,
a learning journey/courses, new hire profiles, Yammer integration,
and gamification (points for completion of each segment).
• Metrics: High usage of portal, increased engagement levels, and
learner analytics.
36
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group

37. Canadian Tire: Delivering a Consistent, Engaging Onboarding Experience
• Situation: Onboarding was a full-day in-class training event in one location
which was not available to all new employees. New hires are diverse in
terms of roles, capabilities, location, etc.
• Goals: Consistent onboarding experience for all new hires that provides an
engaging way to communicate values.
• Solution: Web-based onboarding program that: appeals to multi-
generations, has a blended learning approach, ensures learning sticks, and
includes methods for measuring effectiveness of each onboarding
component. Includes pre-boarding with info about company and what to
expect (pay, benefits), required new hire learning, and manager training.
• Metrics: High onboarding portal usage, high net-promoter scores, and cost
efficiency.
37
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group

38. Key Takeaways
• Strive to develop an optimized onboarding process.
• Use onboarding technology that provides mobile functionality,
personalization, electronic documents, and a streamlined process.
• Make sure assimilation/engagement onboarding activities are
relevant to the new hires.
• Measure new hire engagement levels.
• Follow best practices for inclusive onboarding.
38
Make Your Onboarding Inclusive
& Engaging
Source: 2018 Brandon Hall Group

39. 39
Q&A
Shelley Trout
With: Moderated by:
Principal Analyst, Brandon Hall Group
Linkedin page: in/dariafriedman
Email: daria.friedman@brandonhall.com
Website: brandonhall.com
www.recruitingbrief.com/webinar-series/managing-the-modern-workforce
www.humanresourcestoday.com/webinar-series/managing-the-modern-workforce
Daria Friedman
Editor, Human Resources Today & Recruiting Brief
Linkedin page: /in/shelleytrout
Twitter ID: @hrposts/ @recruitingbrief
Email: shelley.trout@aggregage.com
Website: www.aggregage.com