A recent study by the Human Capital Institute (HCI) shows most employers are missing an important opportunity to capitalize on the energy and enthusiasm new hires bring to their organizations through effective onboarding. In fact, nearly a quarter of organizations surveyed said they have no onboarding strategy or process at all.[1] Register for this webinar, hosted by HCI and sponsored by Kronos, where you’ll learn how onboarding processes can be leveraged to engage and retain new hires and increase organizational productivity. Our experts will explore: Why onboarding is a critical component for employee engagement and new hire retention The elements of effective onboarding programs and their organizational outcomes The 3 P’s of onboarding you can’t overlook How to design onboarding programs with specific goals and success measurements How to delegate tasks cross-functionally to ease burdens on managers and smaller teams [1] Human Capital Institute and Kronos Incorporated, New Hire Momentum: Driving the Onboarding Experience (2017), at 3.

1. New Hire
Momentum:
The 3 P’s of
Onboarding You
Can’t Miss
STACEY KERVIN
SHRM-CP | MARKET DEVELOPMENT MANAGER | KRONOS INCORPORATED
JENNA FILIPKOWSKI
HEAD OF RESEARCH | HUMAN CAPITAL INSTITUTE (HCI)

2. Jenna Filipkowski
SPEAKERS
PHD | HEAD OF RESEARCH |
HUMAN CAPITAL INSTITUTE
(HCI)
Stacey Kervin
SHRM-CP | MARKET
DEVELOPMENT MANAGER |
KRONOS INCORPORATED

3. Why This Research
People are every organization’s greatest asset. It’s
important to capitalize on moments that matter with your
employees.
To understand the current state of onboarding—what’s
working and what’s challenging.
To produce some actionable recommendations for those
focusing on onboarding in their company.

4. HCI Research Method
Secondary
Research
Interviews Survey
• 356 respondents
• 72% manager or above
• 64% in HR or Talent
Management
• 61% under 1,000 employees
• 76% in North America

5. Key Objectives for Today
Understand the ways employers are focusing on candidate and
employee experiences and how onboarding is the critical connection
between the two
1
2
3
Learn the 3Ps of onboarding programs: people, performance, and
paperwork
Solve your common onboarding challenges with recommendations from
our latest research

6. 6
The Experience

7. • Drive talent attraction
• Align to your employee
value proposition and
values and culture
• Critical in a candidate-
driven job market
The Candidate
Experience

8. Candidate Experience Recommendations
• Consider the emotional, physical, and cognitive needs of your
candidates
• Use technology to manage processes and be human and build
relationships
• Have timely and transparent communication
• Distribute easily accessible information about the role and the company
• Gather feedback and track progress

9. • Drive engagement and
performance
• Align to your employee
value proposition and
company values and
culture
• Retention is the number
one talent priority for
2018 (HCI, 2017)The Employee
Experience

10. Employee Experience Recommendations
• Build a Mindful Organization that offers policies and benefits
appropriate to their workforce and builds a supportive culture that
encourages workers to reach their performance potential
• Address the holistic view of your people
− Money
− Health and well-being
− Career growth
− Work environments
− Family
− Time

12. What has been your best and worst
onboarding experiences?

13. Why Onboarding Matters
Imagine if all internal and external hires were set up for
success…
What would the impact be?
Invested onboarders are twice as likely to report reductions in new
hires’ time to proficiency and see reduced turnover (HCI, 2016)
47% report that
their onboarding
program is effective
in retaining new hires
76% of HR
practitioners say
onboarding has been
underutilized
20% of new hires
leave in the first 45
days (SHRM, 2017)

14. “We are at the very basic level in
onboarding; we have come to
realize that orientation (paperwork
and location of break rooms/
bathrooms) is just not enough!”
— Survey Respondent
14

15. The Three Ps of Onboarding
• Informal social events
• Group onboarding
• Buddy/ambassador
assignment
• Senior leader exposure
• Team building
• Mentoring
• Meetings with stakeholders
• Job shadowing
• Training
• Check-ins with HR
• Customize onboarding to
role
• Career goals discussion
• Coaching
• Expectations and feedback
• First-day agenda
• Company orientation
• Rules orientation
• Resources orientation
• Forms with electronic
signatures
People Performance Paperwork

16. Most Common Onboarding Challenges

17. Finding Solutions
ONBOARDING CHALLENGES
ConsistencyCapacity
Accountability/
Measurement Resources

18. Capacity
ONBOARDING CHALLENGE #1

19. Consistency
ONBOARDING CHALLENGE #2

20. Onboarding Program Length

21. Sample 90-day Onboarding Roadmap
People Performance Paperwork
Pre-boarding
First-day agenda
Forms with electronic
signatures
1st Day
Informal social
events
Buddy/ambassador
assignment
One Week
Meetings with
stakeholders
Company orientation
Expectation setting
and milestones
1st Month
Check-ins
Team building
Job shadowing
Career goals
discussion
2nd Month
Check-ins
Senior leader
exposure
3rd Month
Check-ins
Performance review
Welcome message
or video
Benefits information Office Set Up
Lunch!
Establish goals

22. Accountability and Measurement
ONBOARDING CHALLENGE #3
• 33% agree reducing time to proficiency is an onboarding
goal but only 7% measure it. Ways to capture it are:
− New hire’s knowledge of methodologies and
processes
− Clarity on the organizational structure and “who’s
who”
− Current project duration from assignment to
completion
− Frequency of project delays and/or advances, etc.
• Check-in with your new hires

23. Resources
ONBOARDING CHALLENGE #4
• 36% of companies have insufficient technology to
automate or organize the process
• 30% of companies intend to increase their onboarding
budget in 2018
− Most plan to invest in program consistency and
software solutions

24. Key learnings from the study
Onboarding is a missed
opportunity for the
majority of employers.
Managers frequently lack
sufficient time and
bandwidth to single-
handedly support or
implement onboarding
efforts.
Organizations that design
onboarding programs with
explicit goals and
measure success
experience more positive
organizational and
business results.

25. Questions?
Jenna Filipkowski, PhD
Head of Research, Human Capital Institute (HCI)
jenna.filipkowski@hci.org
Stacey Kervin, SHRM-CP
Market Development Manager, Kronos Inc
Stacey.kervin@kronos.com
Today’s Presenters

26. Research Report
Available on
kronos.com/onboarding