talent talk webinar onboarding and socialization for better retention

Cytiva Software, Inc.

“Onboarding and Socialization for Better Retention”

Hosted By: David FreemanTalent Management Solutions ConsultantCytiva Software Inc.

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“ Onboarding and Socialization for Better Retention”

How to use technology to organize tasks and maximize time to productivity

The top reasons why socialization continues to drive increased retention

How to build an onboarding portal that will engage and socialize new hires

“ Retention: The Key to a Successful Recruiting Strategy”

What is onboarding?The process of acquiring, accommodating, assimilating and

acceleration of team members, whether they come from outside or inside the organization. It is used to refer to the administrative work involved with setting an employee up in a new job or role. Onboarding is now more broadly defined as the entire process of aligning an organization around a need for a new employee to recruiting, hiring, and helping the new employee reach full productivity as quickly as possible.- wikipedia


What is onboarding? My Definition.Everything that needs to happen between the time the new

hire has accepted the offer and the time that they become a fully functional, long-term member of the team. This includes;

• Forms Management• Orientation to company information• Tasks management• Training• Socialization


The cold, hard truth…According to Aberdeen Group over 94% of employers include

forms management, orientation to company information and tasks management in their onboarding process. This is commonly referred to as “Transactional Onboarding”.

Unfortunately for most, training and socialization don’t enjoy a similar level of buy-in across most organizations including those that are considered “Best-in-Class”.


Why a focus on onboarding?• Up to 4% of new employees quit in as little as one day• 22% of new employee turnover occurs in the first 45 days of employment• New employees make their decision whether or not to stay with a company within the first 6 months on the job• New employees who go through a structured onboarding program are 58% more likely to be with the organization after three years• The cost of losing an employee in the first year is estimated to be at least three times their annual salary• Bottom line…it saves money, it saves time, it increases productivity, and it improves retention

- The Wynhurst Group


It’s time to evaluate your onboarding plan• Only 62% of all organizations have a formal onboarding

strategy (Aberdeen)

Build an onboarding plan road map (6 month plan)• What are all the tasks that need to be completed to get the

new hire to full productivity?

• What is our goal for “time to productivity”?

• What is our employment brand and company culture, and how do we want to introduce the new hire to our environment?


Build an onboarding plan road map (cont’d)• How can we make employees feel welcome from

day one? Inspire a sense of pride?

• How can we connect the new hire with our company’s goals and objectives?

• How can we create a sense of community/team work?

• How can we make sure new employees feel respected, rewarded for their efforts and ensure they understand the requirements of the job?


Build an onboarding plan road map (cont’d)• How can we use technology to organize tasks

and maximize time to productivity?


How can we use technology to organize tasks and maximize time to productivity? • Incorporate a solution that will enable you to track

the results of your hiring and onboarding efforts. • Completion rates of tasks

• Time to receiving tools and equipment

• Time to completion of training

• Time to productivity

• Retention


Engage the hiring managers• Auto-notifications

• Requests for activity

• Reminders of key milestones

• Capture electronic feedback on new employee performance

Keep all departments aligned with onboarding goals• Ensure all equipment/tools are in place prior to 1st day

• Communicate and remind all of new hire start date

• Schedule dedicated time for new hire with appropriate people


Manage data capture and new hire paperwork• New hire forms completed electronically. (Prior to day 1)

• Requests for internal information made electronically

• Ex: Computer requested and serial number recorded

• Data easily transitioned from hiring process to onboarding and from onboarding to HRIS/Benefits/Payroll

Compliance Management• Government forms completed properly

• E-verify (if required)


Engage the new hire• Allow the new hire to focus on adapting to their new company

instead of buried in paperwork the first day

• Solicit feeback from the new hire at various stages. Give the new employee the opportunity to have a voice.

• Gives them a common place to access information. Provides a feeling of security

• New hire portal


The top reasons why socialization continues to drive increased retention• Over ½ of employees state the reason that they stay or

leave a company is based on their relationships with others at the organization

• New employees get settled into their new roles more quickly. They become comfortable more quickly shortening their time to productivity

• The period between acceptance of the offer and their start date is more protected. New employees begin to be indoctrinated into the culture before they come in for their first day.


Best Practices for Socialization• Socialization begins after the offer is accepted

and carries through at least 6 months

• Hiring Managers take the lead in the onboarding process

• Mentorship programs are used to help the new settle in to their new role.

• New hire’s first day is celebrated!


How to build an onboarding portal that will engage and socialize new hires• Focus on ease of use – easy to navigate, self

explanatory

• Personalize the portal to the new employee. Custom messages, content specific to their department and/or team, etc.

• Don’t overload them with tasks – small bites

• Include fun tasks to break up the monotony of paperwork


How to build an onboarding portal that will engage and socialize new hires• Include fun tasks to break up the monotony of paperwork• Introduce them to their team – corporate officers, immediate

leadership team, key contacts, team members/co-workers.

• Tell a story with the information. Keep selling what you were selling during the recruiting process.

• Incorporate video when possible – keep ‘em short

Cytiva’s Free Webinar series

• Performance Management in a Down Economy

• Uncovering Hidden Cost Savings in Your Recruiting Process

• Recruiting 2.0

• Communicating Your Employment Brand

• Career Center 101

• Rethinking Your Recruiting Metrics for a Down Economy

• Tips and Tricks for Effective E-Recruiting

• Talent Acquisition Systems: Building a Strong Business Case

Download at: www.sonicrecruit.com/company/events.htm#1


Cytiva Software Inc. offers a wide variety of products and services to help you get the most out of your recruiting efforts.

Talent Acquisition System• Custom career sites• Employee referral management• Career agents• Ad posting and tracking • Manager self-service• Contact management/Outlook integration• EEO/OFCCP compliance• Vendor Management Module• Onboarding and New Hire Portal • Hourly Recruiting System

Consulting SonicPerform Performance Management System

To learn more contact: David FreemanTalent Management Solutions Consultant877-775-0888www.sonicrecruit.com

talent talk webinar onboarding and socialization for better retention

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