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• 70% of new hires make the decision
to stay at or leave an organization
within their first six months (HCI 2012)
• 25% of all turnover occurs in the first
45 days (People Fluent Research 2012)
• Delivering on Brand Promise is the
No1 Employee Engagement factor in
Asia in 2013 (Aon-Hewitt Engagement Survey)
• Formal Onboarding increases the
chance of keeping a new employee for
at least 3 years by 69% (Aberdeen Group 2013)
• Meeting strategic objectives
• Building engagement, fast
• Accelerating “Time to Perform”
• Build your brand in the market place
• Educate on culture, values, roles
• Allow self selection for fit
• Manage a great candidate experience (treat all
candidates like you would a customer)
Candidates have always talked, now they can do it online.
Pay Attention to Glassdoor. It’s your Brand!
“The people here [OCBC] are extremely great! Every single day was filled with activity! You will
enjoy working here! Caring and Understanding Employers! Learn a lot about banking and
customer service. You wont regret working here! Everyone is more going along with the flow,
there are community feeling.”
“Anyone considering Microsoft. Think twice whether you want to be at a place where people
have little to no respect for you as an individual. This experience solidified my position that I will
never work for this company. Horrible candidate experience just means it sucks even more on the
“The entire process took about 3 weeks. The communication was perfect, beyond perfect. I've
interviewed at many top tech firms ……Yahoo! was an exception. The recruiter guided me through
each step. I knew from the very beginning the timeframe which was then continuously updated.
There was no mystery. No weird subcommittees and internal processes I wasn't privilege to. It
was all crystal clear.”
“Nothing difficult or unexpected. [BCG] Only unexpected thing was the unprofessionalism of both
HR and interviewers (multiple reschedules, turning up late, lack of structure, not adhering to
scheduled time slots, etc)”
What are companies doing?
Building candidate links to the Brand – make it
fun, make it useful, be helpful
• Marriot Careers and Jobs on Facebook and My
• Barclays communicating brand and managing
• Dominos Pizza, Americas Army Game
• Leveraging LinkedIn company pages
• Marriott Careers and Jobs Facebook page is a leading example
of the effectiveness of social media recruiting.
• 1 Million likes on facebook
• 50000 people interacting with the page every week One of
the most surprising leaderboards of the decade.
Interacting with the company during hiring is often the
employees first experience of the company’s values in
DDI/Oracle Survey 2013:
• Of those who did not receive accurate job preview
information, 14% said they were highly engaged and
88% said they were looking for another job.
• Of those who did receive accurate job preview info,
93% said they were highly engaged and only 22% said
they were looking for another role.
What new hires wished they’d known?
• “The exact assigned position, the expectations and requirements of the
position, and the culture. Honesty goes a long way toward preparing new
leaders for the reality of their new position.”
• “More information about the job.”
• “The true state of the department and the lag of technology at the company.
It would not have deterred me from accepting, it would, however, have better
prepared me for what challenges I would be faced with.”
• “Opportunities within the company, international relocation possibilities.”
• “A more realistic preview of the current state of the organization and the
anticipated future challenges. The organization has little infrastructure, which
makes every task cumbersome and almost impossible to complete in an
effective, efficient manner. Had I known, I would not have accepted the offer.”
• “How my job relates to the bigger picture.”
• “I really didn’t know what my job was going to be until I was mostly through
orientation. I didn’t end up staying in that position past the first three
Communicating brand, culture, values and
expectations during hiring:
• What is your best possible outcome?
• How can you get it?
• Who or what can help?
Before they Start
• Send new hires all key documents to complete
(Facebook Employees complete all required
paperwork before their start date).
• Getting to know colleagues. Research shows new
workers stay on the job longer when they're
plugged into a social group early on and
recommends that managers connect new
workers with colleagues and mentors with
complementary skills, instead of assuming ties
will form naturally.
• Prepare the Desk
Social Media Before and During Induction:
LinkedIn or Facebook Groups
Secret Groups on facebook or private groups on LinkedIn: you can keep the group
activities hidden from the network, thereby addressing the issue of
confidentiality. Secret groups can be leveraged well for the following:-
• Controlled Distribution List – You can include only those participants who are
relevant for new hire orientation.
• Publishing Content, guides, materials, forms
• Assessments – Facebook and LinkedIn groups allow you to create polls and
multiple choice questions. Though limited, this functionality can be used for
assessments of new hires or for feedback.
• Employee Engagement – While new hires can definitely interact with one
another, the new hire onboarding manager can create opportunities, new
hires can also interact with key management team members in the same
• Connecting New Hires to Management Team – During pre-onboarding or on
Day 1, the new hires could send LinkedIn connection requests to the
company’s management team, briefly introducing themselves.
Week 1: Induction
• Making Induction personalized can boost retention and performance:
In a study of 605 employees at Wipro in India went through an
orientation that focused on their individual strengths. Newcomers
shared stories in their lives when they felt "born to act." and discussed
how to enable this at work. Those workers were even given
sweatshirts emblazoned with their names, and not the company's. Six
months later, those who went through the employee-centered
orientation were up to 32% less likely to have quit than those who sat
through a typical company-focused onboarding process.
• Google which onboarded some 5,000 new hires in 2012, has
experimented with its orientation procedures to help new staffers,
dubbed "Nooglers," make more social connections and get up to
speed more quickly. The company has tested whether the size of an
orientation group affected how new workers assimilate. Workers who
went through orientation in cohorts of about 12 people felt the most
comfortable and created stronger social bonds than those put into
larger or smaller groups.
DBS Bank - Induction Program - Online Game
• An induction training designed for new recruits. The course is based on a travel
theme and is driven by a mentor. The journey begins by issuing a boarding pass to
the learner and starts from banks' global branches to the branches within India
and further to the corporate HO and eventually concluding at the office desk
allocated to the learner. During the journey, it talks about organization values,
growth data, multiple setups, internal systems, and policies that govern the bank
• The course is woven within a maze and the learner would clear the maze to
proceed from one stage in the journey to another. During each stage, the learner
would collect souvenirs by visiting various interactivities on course frames which
would qualify him/her to attempt the maze game.
• To maintain learner interest, Stereoscopic 3D effects have been built on select
screens and these provide a newness and an element of inquisitiveness to the
induction program. Engaging videos, personalized welcome messages from
department heads, rich media, and select screens in 3D ensure learner interest
throughout yet cover the details in a cost and time effective manner.
Onboarding at L’Oreal
Starting with a first-day welcome, global beauty company
L’Oreal says, “Our aim is to develop successful, committed
and mutually beneficial relationships with each of our
employees.” The company supports onboarding with a
two-year, six-part integration program called “L’Oreal Fit.”
The program includes:
• Training and roundtable discussions.
• Meetings with key insiders.
• On-the-job learning supported by line management.
• Individual mentoring and HR support.
• Field and product experiences such as site visits and
Situation: No specific onboarding programme just training courses/seminars.
Relevant info existed on different websites. There was also a lack of commitment
from senior leaders who did not understand the full benefits of onboarding.
• Online solution called Fast start aimed at providing all the relevant
information a new hire would require.
• Comprehensive company overview, with links to organizational resources.
• General and role specific info
• Roadmap for learning including milestones and rewards.
• A library of online videos.
• On line discussion groups and mentors to help answer questions.
• Networking and senior executive seminars provided the opportunity to “press
100% of new employees said it had helped the transition.
Zappos extreme onboarding
One organization that engages in intensive onboarding
during orientation is Zappos.com
Zappos managed to move from 23rd place on Fortune
magazine’s “100 Best Companies to Work For” list in 2009
to 15th place in 2010.
• New employees at Zappos,com learn about the
organization’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 organization.
• To date, only about one percent of trainees have taken
IBM’s “Assimilation Process”
IBM created the Assimilation Process, which consists of three steps: affirming, beginning and
connecting. Clear timelines for each step became part of the new process.
• Affirming occurs prior to a new employee’s start date and includes welcoming the new employee,
preparing a workstation and assigning a coach.
• Beginning occurs during the employee’s first 30 days. On the first day, strict rules are in place to
ensure that the new worker is met in person, introduced to the team, has a functional area in which
to work, completes paperwork and is introduced an intranet onboarding platform, known as “Your
IBM.” During this crucial first month, managers make sure that any needed resources are available,
clarify roles and responsibilities, encourage the newcomer, and schedule “check in” times to be sure
that the new employee is making progress with “Your IBM.”
• Connecting occurs during the employee’s first year on the job and consists of three phases. After
two months, an “ask coach” checks in to make sure things are on track. At this stage, networking is a
priority, so the employee is encouraged to find interest communities within the company. Between
four and six months into the newcomer’s tenure, the focus becomes his or her accomplishments and
understanding IBM’s way of getting things done. By the end of one year, IBM considers new
employees to be fully integrated. One of the most valuable elements of the Assimilation Process is the
individual assigned as a new employee’s coach—a friend to answer questions, reinforce concepts,
share processes and tools, and help transmit the intangible cultural values of the firm.
BOA Merrill Lynch
BOA’s Six Month Programme has clear stages and timelines
4 Focus Areas in Best Practice
What does the new employee need?
• Self-efficacy, or self-confidence, in job performance. To the degree that
a new employee feels confident in doing the job well, he or she will be
more motivated and eventually more successful.
• Role clarity—how well a new employee understands his or her role and
expectations. Measuring role clarity can help organizations stop
potential performance problems before they get worse
• Social integration - Meeting and starting to work with organisational
“insiders”. Employees must own and facilitate their own building of
strong relationships. Useful tactics include:
– Making time to engage in conversations with colleagues.
– Arranging informal social interactions, such as lunches or coffee breaks.
– Participating in voluntary company functions.
– Building a relationship with a stakeholder in taking on new responsibilities
and successfully completing assignments.
• Knowledge of and fit within an organizational culture. Understanding
an organization’s politics, goals and values, and learning the firm’s
unique language are all important indicators of employee adjustment
and down the line are associated with commitment, satisfaction and
The four C’s of onboarding
The building blocks of successful onboarding are often called the Four
• Compliance is the lowest level and includes teaching employees basic
legal and policy-related rules and regulations.
• Clarification refers to ensuring that employees understand their new
jobs and all related expectations.
• Culture is a broad category that includes providing employees with a
sense of organizational norms— both formal and informal.
• Connection refers to the vital interpersonal relationships and
information networks that new employees must establish.
NoLimits Onboarding Professionals