The Case for Automating Onboarding

1. Automating
Employee
Onboarding
Talking
Points
By
David
Berz
Learning
&
Talent
Development
Consultant

2. The
impetus
for
this
discussion
Ê Pulse
surveys
demonstrate
disconnect
between
new
hires
and:
Ê Expectations
Ê Company
identity
and
information
Ê The
organizations
culture
and
norms
Ê Logistics
(everything
from
benefits
to
compliance)
Ê Consider
the
business
drivers
such
as
Ê Technology
firm
that
offers
their
engineers
a
paperless
solution,
is
this
expected?
Ê The
high
cost
of
turn
over
Ê Delayed
productivity
for
new
hires
Ê New
employees
cost
the
company
money
the
first
90+
days.
What
can
you
do
to
shorten
this
time
and
help
them
to
become
productive
quickly

3. Definition
Ê Simple
Definition
“Onboarding
is
the
process
of
helping
new
employees
become
productive
within
the
new
organization”
http://en.wikipedia.org/wiki/Onboarding
Ê For
the
purpose
of
our
discussion:
It
should
include
knowledge
of
the
organization,
socialization
into
the
culture,
information
for
logistical
purposes
and
skill
building
to
team
or
peer
standards.

4. A
few
numbers
to
consider
Ê 86%
of
new
hires
make
their
decision
to
leave
or
stay
within
the
first
6
months*
Ê 89%
of
new
hires
say
they
do
not
have
the
optimum
level
of
knowledge
and
tools
necessary
to
do
their
job.*
Ê
79%
of
those
who
quit
their
jobs
cite
lack
of
appreciation
as
the
main
reason.**
*The
Aberdeen
Group
**
SHRM

5. Cost
of
Turnover
–
A
Quick
Calculation
Ê A
generally
accepted
conservative
number
for
turnover
is
the
cost
can
be
upwards
of
approximately
150%
of
the
employee’s
salary
Ê Lets
assume
the
average
employee
salary
is
$50K
*
@
150%
the
cost
is
75K
per
exiting
employee
Ê For
a
mid-­‐size
of
of
about
1000
employees,
and
the
company
who
has
the
annual
turn
over
rate
at
10%
the
annual
cost
of
that
turnover
is
$7.5
Million!**
Ê This
is
million
dollar
problem
*52K
in
California
according
to
the
US
Dept.
of
Labor
**
http://www.isquare.com/turnover.cfm

6. The
Case
for
Self-­‐Service
&
Automation
Ê Self-­‐service
and
automation
allows
for
the
employee
to
connect
early
with
the
company.
Ê Catching
the
new
employee
at
their
highest
point
of
anticipation
and
excitement
Ê They
feel
“in”
with
their
new
organization
Ê Ability
to
ask
questions
early
increasing
knowledge
retention
(as
opposed
to
the
fire
hose!)
Ê Ability
to
spend
first
day
with
a
more
engaging
and
impactful
orientation
such
as
Cultural
Continuity
Ê Consider
first
day
orientation
being
an
opportunity
to
learn
through
emersion
the
companies
culture

7. Solution
–
Streamlining
the
Experience
Ê Pre-­‐first
day
portal
that
contains
company
vision,
history,
FAQ,
a
window
into
what
they’re
employee
type
needs
to
complete
in
the
first
90
days
(different
for
each
e.g.
manager,
IC,
Security
Access
etc.)
Let
them
pull
this
info
as
needed,
with
multiple
access
Ê Shorten
the
first
day
orientation
requirement/Change
the
experience
Ê Managers
hated
not
having
their
employees
the
first
day
Ê Employees
hated
siting
through
long
orientations
Ê Focused
on
culturally
immersive
experience
Ê Hiring
Manager’s
Onboarding
program
to
engage
teams
to
own
functional
and
skill
onboarding
for
beyond
the
first
day
Ê Job
Aides,
templates,
L&D
support
to
create
coaching
and
mentoring
programs

8. The
ROI
Ê Less
time
in
the
classroom
Ê Less
time
by
HR
team
answering
general
and
non-­‐specific
questions
Ê Greater
ownership
by
teams
=
better
engagement
by
teams
Ê Better
engagement
leads
to
greater
feeling
of
inclusion