1.
UNLOCK THE MAGIC OF
Onboarding
Onboarding
You’ve spent
time and money to find the
perfect candidate. Once they’ve accepted
an offer, making sure they are prepared and
confident to do their job successfully is the
next vital step.

2.
Importance of OnboardingImportance of Onboarding
RESEARCH SHOWS THAT ACTIVE ONBOARDING
MEANS NEW HIRES ARE:
oriented faster
competent and
productive quicker
retained on the
job longer

3.
MORE REASONS
TO UP YOUR
ONBOARDING GAME:
20% of new hires leave within
the first 45 days.
60% of managers who fail to
onboard successfully cite failure
to establish effective working
relationships as the main reason.

4.
Time to Full Productivity for
New Hires and Transfers
Time to Full Productivity for
New Hires and Transfers
Training Industry Quarterly
2012 Workforce Mobility 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.

5.
onboarders are 2x as likely to reduce
new hire time to proficiency.
INVESTED
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6.
THE REASONS WHY EXECUTIVES
FELT THEY FAILED IN A NEW ROLE
Poor understanding
of how organization
functions
69%
Ineffective decision
making
31%
Disagreement over
strategy
28%
Lack of experience
or skill
26%
Misfit with culture
65%
Difficulty aligning
with peers
57%
Lack of
understanding with
business model
48%

7.
“A study of the onboarding process at Texas
Instruments found that employees who went
through an improved onboarding process
were fully productive two months faster than
employees in a traditional program.”

8.
WHERE HR EXECUTIVES SAY THEIR COMPANIES
SPEND TIME ONBOARDING...
88% Administrative
86% Business Orientation
85% Compliance & Legal
52% Expectation Alignment
33% Stakeholder Meetings
29% Cultural Integration
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9.
Steps Smart Companies Employ
in Onboarding
Steps Smart Companies Employ
in Onboarding
Communicate
prior to the
first day – and
throughout
the onboard-
ing process
1
Concentrate
on the
company’s
culture and
values
2
Set
expectations
for
performance
and career
paths
4
Evaluate and
measure to
ensure
success and
to refine
processes
5
Make time to
train for
performance
3

10.
SOURCES:
1. Jenna Filipkowski, P. (2016). Onboarding Outcomes: Fulfill New Hire Expectations. Human
Capital Institution , The Global Associatoin of Talent Management. Cincinnati: Human Capital
Institution.
2. Mark Byford, M. D. (2017, May-June --). Harvard Business Review. May-June 2017, pp. 78-86.
Retrieved from hbr.org: https://hbr.org/2017/05/onboarding-isnt-enough.
3. Olson, B. (2017, April 20). The Simple Truths About Onboarding. Retrieved from essium.co:
http://essium.co/2017/04/the-simple-truths-about-onboarding/.
4. Talya N. Bauer, P. (2010). Onboarding New Employees: Maximizing Success. SHRM Foundation.
Alexandria : SHRM Foundation.
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