The document focuses on the importance of effective talent onboarding as a comprehensive process rather than a mere orientation, emphasizing its role in integrating new employees into an organization. It highlights the negative outcomes of inadequate onboarding programs, such as high turnover rates and low employee engagement, and contrasts traditional onboarding with successful strategies implemented by leading organizations. The key takeaway is that onboarding should be viewed as a personalized experience that aligns with talent management objectives, supports employee success, and ultimately serves as a competitive advantage.

1. Optimizing Your Workforce
Through Effective
Talent Onboarding

2. Who We Are
Joe Minaudo
Practice Leader,
Talent Strategy &
Transformation Advisory
@aTalentCompany
@JoeMinaudo
www.thetalent.co

3. Who We Are
Simon Parkin
Practice Leader,
Human Resources
Solutions
@aTalentCompany
@SimonParkin1
www.thetalent.co

4. So what makes us so
knowledgeable?

5. Talent Onboarding
VIDEO #1 – Interesting First Day Employee Welcome
http://www.youtube.com/watch?v=ae8Vv9Iplok

6. A quick show of hands…….

7. Does This Describe Onboarding
at your Organization?

8. Does This Describe Onboarding
at your Organization?
“There’s your desk, the
restrooms are down the hall
and lunch is at noon……..
but my office door is always
open if you have any questions”

9. Does This Describe Onboarding
at your Organization?
“How many more forms
do I have to complete?”

10. Does This Describe Onboarding
at your Organization?
“All this company information
on the intranet is interesting
but.....?”

11. Does This Describe Onboarding
at your Organization?
“Let me drop you off at HR as
New Hire Onboarding is
HR’s responsibility”

12. Does This Describe Onboarding
at your Organization?
“I know it’s only the first week,
but did I make the right
decision to join this company?”

13. Defining Onboarding
Onboarding is a business process
that enables, facilitates, and ensures
new employees successfully
integrate into an organization.

14. Defining Onboarding
Onboarding is a human experience
which solidifies an impression made
and sets a path of expectations for
what’s to come.

15. One of our key findings……
…..many organizations today say
they have an Onboarding program
when in fact they are simply providing
new hire Orientation.

16. Onboarding vs. Orientation
Orientation is a:
• One time “starting event”
• Welcome and introduction
• Quick intro into the key things
new hires need to know
• Fails to improve retention,
productivity and engagement

17. Onboarding vs. Orientation
Onboarding:
• Prepares new hires to succeed at
their job and within the organization
through individual and targeted
learning
• Involves frequent touch points
• A series of milestones rather than a
one day event

18. Onboarding vs. Orientation
Onboarding:
•
•
•
Accommodates for learning and integration
at a different pace
Provides opportunities to engage, socialize
and understand the culture and embrace the
core values of an organization
Designed to accelerate and enhance new
hire performance

19. Onboarding vs. Orientation
Onboarding:
• Enables networking with others
within the organization, building
relationships and inter-departmental
awareness for collaboration and
success.

20. Is 2014….finally the Year of Hiring?
Many organizations are back
to a focus on hiring in 2014……….
…..more pressure on both
Recruitment & Retention
for your organization!

21. Is 2014….finally the Year of Hiring?
We only want to hire “A” players!
• Does your Onboarding
program support “A”
players?
• Will “A” players become
your best
ambassadors?

22. Is 2014….finally the Year of Hiring?
Your external Employment Brand must
mirror your internal Employment Brand
• Do you practice what
you preach internally?
vs
• How will new hires view
your organization once
joining?

23. Your external Employment Brand must
mirror your internal Employment Brand
Think its not necessary?
Think again!

24. Onboarding Program Statistics
50% of Hiring Organizations or the
new hires themselves regret the
decisions they’ve made*
*The Recruiting Roundtable 2013

25. Onboarding Program Statistics
46% of new hires fail within 18
months*
*Leadership IQ 2013

26. Onboarding Program Statistics
Over 50% of organizations’ Onboarding
programs last one week or less.
Only 15% of organizations have an
Onboarding program that lasts more than 3
months.
*PWC Saratoga 2013 Report

27. Onboarding Program Statistics
Only 13% of organizations
actually have a dedicated budget
for Onboarding new talent.
*2013 Workforce Mobility Survey

28. The impact from a positive or negative
Onboarding experience directly impacts
employee retention, performance and
succession opportunities.

29. So What Are Leading Organizations
Doing with Onboarding Programs?
Research shows that employees who are engaged earlier
through Onboarding are more productive and stay longer.

30. So What Are Leading Organizations
Doing with Onboarding Programs?
• They have a formal Onboarding
program for the new hire’s first year.
• Onboarding touch points are more
spread out – they don’t try to cram
too much in a small period of time.
• Their Onboarding program is considered an
organizational accountability – not HR’s
responsibility.

31. So What Are Leading Organizations
Doing with Onboarding Programs?
•
Dedicated individual(s) managing
Onboarding – with stakeholders from
across the organization.
•
They recognize that every new hire
has varying needs and Onboarding
has to be flexible and allows for adjustments.
•
Onboarding is integrated into the talent management
process and overall organizational talent
strategy.

32. Leading organizations have
Onboarding programs with elements
that include:
• Mentoring & Coaching
• Networking Opportunities
• Formal Goal Setting &
Career Development Plans
• Training & Development Programs
• Management Accountability

33. How Do They Achieve Success?
Multiple
engagement
assessments for
new hires usually
at 1 month and 6
month intervals
It takes practice!

34. How Do They Achieve Success?
• The Executive team
supports and
participates in
Onboarding.
• It is considered as
important as new
client Onboarding
Treat employees - they will treat your clients well!

35. Talent Onboarding
VIDEO #2 – New Employee Video - Novartis
http://www.youtube.com/watch?v=x43sDW0kHvk

36. How Do You Know When Your
Organization is in Need of an
Onboarding Refresh?
• Problem with New Hire Retention
• New Hires Show Up With Nowhere
To Go
• Social Media
• Ask New Hires
• Ask Your Recruitment Agency Partners

37. The Business Case for a Successful
Onboarding Program
• New hires become Brand Ambassadors
• New hires help build candidate pipelines
• Opportunities for employees to expand skills
beyond functional expertise.
• Employee engagement scores increase
• Robust talent management program
• Leadership team becomes more “connected”
with the employee base

38. The Bottom Line
• Onboarding is not a
task nor a one time
event. It is a personal
experience.
• It must be treated as
an opportunity to align,
engage and foster
cohesion.
• It can be a competitive
advantage

39. Talent Onboarding
VIDEO #3 – ROMA Moulding
http://www.youtube.com/watch?v=_OXghIn3HFI

40. Contact us
For further information or assistance contact:
Joe Minaudo
The Talent Company Ltd.
(905) 475-5978
joe.minaudo@thetalent.co
www.thetalent.co
Simon Parkin
The Talent Company Ltd.
(905) 475-8562
simon.parkin@thetalent.co
www.thetalent.co