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The Essentials of Employee Onboarding Marc Belaiche, CPA, CA President, TorontoJobs.ca 3/7/2017 Essentials of Employee Onboarding 1
The Essentials of
Employee
OnboardingMarc Belaiche, CPA, CA
President, TorontoJobs.ca
3/7/2017 Essentials of Employee Onboarding1
AGENDA - ONBOARDING
• Definition / Statistics
• Stakeholders
• Advantages/Disadvantages
• 10 Best Practices
• Automated Systems
• Measuring Success
• Conclusion / Questions / Comments
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WHAT IS ONBOARDING?
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TEXTBOOK DEFINITION?
Wikipedia calls onboarding
“organizational socialization” - the
mechanism through which new
employees acquire the necessary
knowledge, skills, and behaviors to
become effective organizational
members and insiders
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BUT WHAT IS IT?
• New hires adjust to their jobs
• Knowledge, skills, and behaviours
• Organizational members and insiders
• Social and performance aspects
• Necessary resources and culture
• Productive and contributing members
• Crucial to retaining new staff
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IMPORTANCE/STATISTICS
(FROM VARIOUS
SOURCES)
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IMPORTANCE/STATISTICS
– New employees were 69% more likely to
remain at a company up to three years.
– 35% of companies spend zero dollars on
onboarding, while spending an average of
$11,000 in hiring someone.
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IMPORTANCE/STATISTICS
– 60% of companies indicated that they do
not set any milestones or concrete goals
for new hires to attain.
– 71% of companies are currently in the
process of updating their onboarding
programs
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IMPORTANCE/STATISTICS
–Half of all senior outside hires fail
within 18 months in a new position
(SHRM)
–Half of all hourly workers leave new
jobs within the first 120 days (SHRM)
–86% of new hires make their
decisions to stay or go in the first 6
months of their job
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WHO ARE THE
STAKEHOLDERS?
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STAKEHOLDERS
• Employees – new and existing
• Manager(s)
• Owner(s)
• Shareholders
• Co-workers
• HR
• Need to get buy-in from everyone!
• Anyone else?
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ADVANTAGES OF AN
ONBOARDING PROGRAM
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ADVANTAGES OF AN
ONBOARDING PROGRAM• Good PR
• Can only make a good first impression once
• Will result in referrals
• Lower turnover/improved retention
• Employee “feels good” that company has taken time to do it right
• Better morale
• Others?
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DISADVANTAGES OF AN
ONBOARDING PROGRAM
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DISADVANTAGES OF AN
ONBOARDING PROGRAM
• Cost/budget
• Senior management support
• Unique requirements make it
difficult?
• Time
• Lack of automation
• Others?
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DESIGNING A PROGRAM
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EFFECTIVE ONBOARDING
PROGRAMTailored
• Role/job
• Department
• Location
• People
• Culture
• Full-time or part-time, contract,
student, etc.
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EFFECTIVE ONBOARDING
PROGRAM• Is it flexible enough to change mid-way
through?
• How long should it last?
• Group or individual?
• Formal or informal?
• Short or long training?
• Online? Seminars? Webinar?
• Lectures?
• Videos?
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EFFECTIVE ONBOARDING
PROGRAM• Printed materials or computer-based
orientations?
• Mentor? One on one? Group?
• Executive buy-in?
• Put yourself in their shoes?
• Who is responsible?
• Time frame?
• Employee takes responsibility/ownership?
• Anything else?
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10 BEST PRACTICES
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Best Practice #1
HOW THEY WANT IT
DELIVERED / OPTIONS!
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Best Practice #2
CONNECT EMPLOYEE’S
WORK TO ORG’S GOALS
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Best Practice #3
DON’T HAVE TO
BUILD A HUGE
TECHNOLOGICAL
PROCESS2017-03-07 The Essentials of Employee Onboarding
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Best Practice #4
HOLD PEOPLE
ACCOUNTABLE
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Best Practice #5
TAILOR TO
INDIVIDUAL &
POSITION2017-03-07 The Essentials of Employee Onboarding
26
Best Practice #6
PLAN PLAN PLAN AND DON’T
STOP!
– BEFORE PERSON STARTS
– DURING THEIR FIRST 90 DAYS
– AFTER 90 DAYS
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Best Practice #7
TREAT THEM LIKE
YOU WOULD WANT
TO BE TREATED!
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Best Practice #8
ONE-ON-ONE
TIME
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Best Practice #9
STRESS
IMPORTANCE
TO MANAGERS
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Best Practice #10
VARIETY!
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AUTOMATED
ONBOARDING
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Advantages of Automated
Onboarding• Cuts down on admin time
• Cuts costs
• Enhances productivity
• Improves data quality
• Keeps on track
• Automated forms
• More effective communication
• Can measure processes
• More accessible to stakeholders
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Disadvantages of Automated
Onboarding
• Costs
• Time
• Design something that won’t be used
• Too complicated
• Little perceived benefit
• Packaged vs. Designing in house?
• Any others?
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SOFTWARE AVAILABLE
In the Cloud Options Available
• Icims Onboard
• Clear Company
• Bamboo HR
• Others?
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HOW TO MEASURE
SUCCESS?
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Measuring Success
• Turnover year before and year after
• Cost to implement the program?
• Asking employees how effective it
was?
• Set objectives before starting
• Report results to management
• Other ways to measure?
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Why Onboarding Doesn’t Work
• No buy in from management
• Interpersonal skills
• No follow through
• No commitment
• Don’t have experience
• No budget
• Manager isn’t confident
• Lack of time
• Other?
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FOR YOU:
WHAT ARE YOU DOING
IN YOUR
ORGANIZATION?
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CONCLUSION
• Get Stakeholders on board
• Tailor it
• Communicate
• Automate
• Measure success
• Adapt as needed
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About TorontoJobs.ca
TorontoJobs.ca– Web
– Recruitment Division
– Outplacement
– Job Fairs
TorontoEntrepreneurs.ca
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Questions & Final Thoughts?
Marc Belaiche, CPA, CA
President
TorontoJobs.ca
905-812-5627 ext. 2873
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Thank You
For
Attending!
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