The document discusses the importance of onboarding for new employees. It defines onboarding and lists some key elements of an onboarding program such as orientation, training, coaching, mentoring, and establishing a 30-60-90 day plan. Effective onboarding helps new employees learn about company culture and values, reduces turnover, and leads to higher engagement and performance. The document provides strategies for onboarding excellence such as personalized programs and using onboarding portals. It also discusses getting onboarding back on track and provides a case study of Zappos' intensive 5-week onboarding program.

1. The New Business of Onboarding
Tony WigginsTony Wiggins
The HR Architect
The HR Architect

2. What is Onboarding?
Induction
Culture
NewEmployee
Values
Orientation
Pre-boarding
OnlineLearning
Buddies
30-60-90 day plan
Coaching
Engagement
CareerPath
Welcome
KnowledgeSharing
Culture
SocialMedia
BusinessOutcomes
Mentoring Touchstone
TransitionAccelerators
Training
CrossSiloConnections
ROI
The HR Architect

3. Importance of Onboarding
• Employees are your biggest asset
• New hires are on a high…good time to build
emotion and commitment
• Only one chance to make a good impression
• Send the message that you are expecting
greatness…and new hires will respond
• Immerse new hires in the culture from day one
• Turnover costs reduced
The HR Architect

4. Onboarding Excellence
Strategies
• “Absolute” Onboarding Strategy
• Personal Onboarding Programs (POP)
• Transition accelerators
• Onboarding portals
• Speed development - critical relationships
• Rapid ROI
• CEO as a champion
The HR Architect

5. Onboarding Success
• Communicate expectations
• Model the “right” behaviours for the new hire
• Pepper your onboarding with opportunities to:
• Offer feedback
• How the new hire can add value
• Identify ideas for improvement in their first 90 days
• Integrated strategy - HR/Manager/Coach
The HR Architect

6. Getting Back on Track
• Turn your onboarding around so new hires are
set up to succeed
• Recognise the pitfalls and implement ROI
measures with the business
• Yes, prepare, prepare, prepare!!!
The HR Architect

7. ZAPPOS Case Study:
Intensive Onboarding at Zappos
New employees at Zappos learn about the organisation’s
values and procedures in an intensive five-week training
course, during which new hires are offered $2,000 to quit if
they feel they are not a good fit for the organisation.
Only about 1% of trainees have taken this offer.
This is why even though Zappos has more than 1,300
employees, the company has been able to maintain a
relatively flat structure and prides itself on its extreme
transparency.
The HR Architect
SOURCE: Bauer, T., & Erdogan, B. (2010). Organizational Behavior. Nyack, NY: Flat World Knowledge

8. Lay the Ground Work
• Onboarding begins with the click of a mouse
• Organisational websites, customer and
employee experiences all send a potent
message about what an organisation values,
and how they treat their workforce.
• Smart organisations have learned firsthand how
to be proactive…lay the groundwork for an
onboarding program that engages the best and
brightest talent before they even walk through
the door.
The HR Architect

9. To get your onboarding back on track …
contact
Tony Wiggins
The HR Architect, Australia
M: 0401 458 573
E: thehrarchitect@optusnet.com.au
LinkedIn: Tony Wiggins
Twitter: @Tony Wiggin
References
6 Reasons Why Employee Onboarding is Important, Jill Donnelly.
Onboarding, The Human Capital Institute
The Top 5 Employee Onboarding Mistakes, Jill Donnelly
The HR Architect

10. To get your onboarding back on track …
contact
Tony Wiggins
The HR Architect, Australia
M: 0401 458 573
E: thehrarchitect@optusnet.com.au
LinkedIn: Tony Wiggins
Twitter: @Tony Wiggin
References
6 Reasons Why Employee Onboarding is Important, Jill Donnelly.
Onboarding, The Human Capital Institute
The Top 5 Employee Onboarding Mistakes, Jill Donnelly
The HR Architect