How to digitally onboard new hires for increased employee retention, faster productivity, reduce cost, better employer branding and reduced no-show rate.

1. First Impressions Matter
Presented by
Anubhav Ahuja

2. “Average employee turnover was 4.2 years in 2018, down from 4.6 years in January 2014.
Today, the average person changes jobs ten to fifteen times (with an average of 12 job
changes) during his or her career. “
-BLS 2018
“Between 16-17 percent of the respondents left between the first week and the third
month of starting their new job.”
- SHRM Apr 2015
“The average annual voluntary attrition is 13.1 % for 2018-19. Highest attrition is reported by
retail sector. With e-commerce being at the top with 18.5%
- KPMG 2018-19 Survey

3. ` ` `
Source: Aberdeen Group On-boarding Benchmark Index

5. Employee
Lifecycle
Recruit
Select
Onboard
Develop
Retain
Separate
Alumni

6. • Phase starting from Day 1 till they are
assigned to their job function
• Typically involves tasks around
welcoming them, orientating them to the
organization culture and services
provisioning
• Time frames might vary from 1-2 days
to couple of weeks covering Products /
Skills training, mandatory trainings and
policies awareness
OnboardingPre-Onboarding
• Phase between the offer letter
acceptance and joining date
• Inspire new hires during the uncertain
phase from offer acceptance till the day
of joining. It also reduces operational
overhead by automating administrative
and logistical tasks.
• Provides opportunities for the new hire
to feel welcomed and valued, and to
begin ramping up for Day 1.
Date of Joining
Compliance Culture Clarify Connect Educate Engage Enable Evaluate

7. Comply
Clarify
Culture
Connect
Deals with administrative cost of managing the compliance part of
Onboarding
• Organizational forms
• Statutory Forms
• Access Authorizations
Clarification refers to ensuring that employees understand their new
jobs and all related expectations.
• Questions and Doubts
• Job Description
• Roles and Responsibilities
Culture is a broad category that includes providing employees with
a sense of organizational norms— both formal and informal.
• Company Policies
• Organizational Hierarchy
• Business Structure
Connection refers to the vital interpersonal relationships and information
networks that new employees must establish.
• Assigning Mentor
• Assigning a buddy in HR and team
• FAQ’s
4C’s
of
Pre-Joining

8. Engage
Educate
Evaluate
Enable
• Keep the new hires engaged during their early days to ensure they feel
connected with the enterprise culture and goals.
• The engagement helps build trust with the organization
• Very few new hires are productive straight out of their orientation.
They must unlearn a lot of old ways and learn the current ways of the
organization.
• This learning journey is easy if the learning plan is structured and
measured frequently.
Evaluate the new hire performance and provide regular coaching and
feedback to accelerate performance. The employee should be assigned a
coach to help him/her develop their skills and
meet their performance goals.
Enable the new hires to reach new heights faster. Organizations should enable
them to focus on learning and acquiring skills for the job rather than filling
lengthy forms or waiting for that elusive desk or computer. Provisioning of
assets enables them to focus on their tasks.
4E’s
of
Onboarding

9. 9/30/2018 9
DAY 1
Celebrate the Day.
60 DAYS
Be a contributor and start sharing your
ideas about improvements.
1ST YEAR
Continue to learn and deliver.
Celebrate success .
30 DAYS
Be a sponge and absorb as much as
possible.
90 DAYS
Take a lead and start contributing for
the role you were hired.

12. • Airlines technology arm, and a Japanese IT/ITES company
• Challenges
– Weak employer branding and high offer drop ratio
– Multiple locations without a standardized onboarding process
– Delayed BG Verification process due to paper copy sharing
• Post MyJoining scenario
– Joining day process brought down from 1 day to 2 hours
– Offer drop ratio reduced by ~40% over 6 months, over 10,000+ hiring
– Integrated process for BG initiation and data transmission into HRMS
"There were savings achieved to the tune of 50% in terms of the manpower
required to complete the Onboarding process and also the time taken was
reduced from a couple of days to less than an hour."

13. Reduce the
administrative cost of
Onboarding
Improved Employee
Retention
Reduce No-show rate
after offer acceptance
Improved Employer
Branding
Increased
Hiring manager
satisfaction
Improved
Communication
Clear understanding
of performance
expectations
Reduce first day
anxiety
Builds Loyalty and
stops candidates from
second guessing
Compliance Improved
Performance
Faster
Productivity

14. Visit us at www.myjoining.in and register for a free
One week trial.

15. REINVENT ONBOARDING
www.myjoining.in
https://www.linkedin.com/in/anubhavahuja/