This document discusses how companies can improve their employee onboarding processes through the use of psychometrics and personality assessments. It provides an overview of an onboarding report that is generated using a personality questionnaire. The onboarding report highlights a new employee's strengths and preferences in areas like interaction style, motivation, work environment preferences in order to help them integrate into their new role and get up to speed more quickly. It also provides managers with advice on how to best support the new hire based on their personality traits, such as providing encouragement to those who may need reassurance or getting the most out of employees with more expedient work styles. The document advocates for using psychometrics to create a personalized onboarding process tailored to each individual employee

1. Psychometrics and
Onboarding: how to maximise
your onboarding process
• Renu Gundala | Founder of Talent
Grader
• Laura Harrison, Head of Consultancy,
Clevry

2.  Talent Grader is a dedicated assessment platform that supports SMEs, HR
& Recruitment professionals to
 Find valid and reliable talent assessments easily
 Recruitment Specialist for SMEs
+44 (0) 773 0444 949
Renu@talentgrader.com https://www.talentgrader.com

3. 3
Webinar
Psychometrics and
Onboarding: how to
maximise your
onboarding process

4. What is on-boarding?

5. On-boarding is the process
through which new
employees are inducted
into an organisation.
*Gallup survey

6. POLL QUESTION
How would people in your
business rate your on-
boarding process?

7. 88%* of employee’s did not
think they had a great on-
boarding process
*Gallup survey

8. So what’s the problem?
*Gallup survey

9. 22% of
organisation
s spend no
money on
onboarding
Focus on
processes and
paperwork
Inconsistent
application

10. Does it matter?
*Gallup survey

11. *Gallup survey
Employee
Retention
improved by
82%
58% more
likely to be
with the
organisation
3 years on
Gain full
proficiency 4
months faster
54% more
engaged in
their role

12. 12
Good on-boarding is good
for business!

13. So, what are you missing?
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14. Effective on-boarding
establishes the relationship
with the employer. Truly
great on-boarding is
psychological
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15. Psychological on-boarding
Use an understanding or your new
hires preferences for how they like
to work, liked to be managed, and
how they perform at their best to
create a lasting and successful
relationship between them, their
manager and their employer
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16. THE ON-BOARDING
REPORT
16

17. 17
 Build rapport with new
manager
 Support manager to
integrate new recruit into the
team
 Highlights new employees’
strengths to help them hit
the ground running
 Build self-awareness
What does the On-boarding report do?

18. 18
Interaction
Our interpersonal style shapes how we enjoy
working with others.
Stimulation
We embrace tasks which allow us to work
in ways we find stimulating.
Reward
Our motivational priorities determine thekinds of
work that we find most fulfilling.
Environment
We thrive in a cultural environment
whichnurtures our key values

19. 19
 Build rapport with new
manager
 Support manager to
integrate new recruit into the
team
 Highlights new employees’
strengths to help them hit
the ground running
 Build self-awareness
What does the On-boarding report do?

20. Getting the best from you
20
Stimulation
Mikel readily embracestaskswhich allow himto be...
Expedient
Mikel likesto get on with tasks
and will look forquick and
beneficial waysto do this.
Reward
Mikel feelsrewarded and fulfilled by...
Realism
Mikel valuesworking inan
environment in which practical
and commercial realities take
some precedence.
Intuitive
Mikel drawson hisinspiration
and experience when solving
problems.
Encouragement
Mikel isstrengthened when the
support and feedback offered by
othershelpshimto build hisinner
confidenceand self-esteem.

21. Getting the best from you
21
Stimulation
Mikel readily embracestaskswhich allow himto be...
Expedient
Mikel likesto get on with tasks
and will look forquick and
beneficial waysto do this.
Reward
Mikel feelsrewarded and fulfilled by...
Realism
Mikel valuesworking inan
environment in which practical
and commercial realities take
some precedence.
Intuitive
Mikel drawson hisinspiration
and experience when solving
problems.
Encouragement
Mikel isstrengthened when the
support and feedback offered by
othershelpshimto build hisinner
confidenceand self-esteem.

22. 22
Wary On-boardingadvice:
Mikel describes himself ashaving a strong tendency to bepessimistic and to
anticipateproblemsin his work.Hewill look ahead to identify barriersorother
challengesthat may be faced in his role.This may mean that he is prepared,
ahead of time,to tackle them.Heis likely to need someencouragement,on
occasions,to be moreoptimistic and to takeon board where things havegone
well or outcomes have been reached successfully.
Get value from Mikel 's caution by
inviting himto anticipate problems
and obstacles.
InviteMikel to participatein tasks
whereundueoptimismwould be
problematic.
Encouragement On-boardingadvice:
Mikel describes himself assomeonewho sometimes needs encouragement
fromothersto build up hisinnerconfidence.Hemay occasionally doubt his
capabilitiesand bea littleself-critical.Mikel may benefit fromoccasional
support when taking on newroles,tasks orchallenges.Receiving appropriate
positivefeedback on aspectsof a task that went well will help himto identify
his strengthsand build up his confidence in the role.
Maketimeto build Mikel 's
confidencewhen hetakeson
difficult challenges.
ProvideMikel with support,
assuranceand feedback to build
hisself-belief.
Expedient On-boardingadvice:
Hisresponses indicate that he has a strong tendency to look forways to get a
task doneasquickly aspossibleratherthantaking amethodical and highly
rigorousapproach.He showsa preference for identifying the most expedient
way to approacha taskandwill focushisattentionongetting essential tasks
completed.He will be well suited to tasks that requirea quick response,but
may also benefit fromworkingalongsideotherswho takea slower,more
rigorousapproach where this isneeded.
Make the most of Mikel ’s
expedient approachontaskswhich
need to becompleted quickly.
EncourageMikel to considerwhen
a morethorough and considered
approach may benecessary.

23. Try it
yourself..
The Clevry Personality Questionnaire
(talentgrader.com)
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24. Questions
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