What is Onboarding?
The process of integrating employees into their new work
Onboarding is continuation of the recruitment process.
Onboarding is the most important steps in retention.
Why “Onboarding” is important?
o Reduces Time-to-Productivity
o Reduces Stress
o Reduces Turnover
o Develops Job Knowledge
Reasons for improving
Only 30% of employees work happily
Disengagement seen during first day
Nearly 1/3 job searching within 6 months
80% of turnover attributed to onboarding
More than 30% of new hires exit before 2 years
33% of employees decide to stay onboard with a firm
or jump within their first 30 days of employment.
“On boarding” issues
Onboarding takes time away
Less participations of people and departments
Onboarding doesn’t provide enough information or
Less interactive because of digital involvement.
Company combined Onboarding with Orientation.
Onboarding doesn’t last long enough.
The process of acquiring,
and accelerating new team
Provides a framework…to
productivity, engagement, and
retention (Lavigna 2009).
Industry onboarding objectives
Industry onboarding workflow
New employee onboarding
In its employee onboarding process, Google focuses on
practical learning, so that they can create a sense of
connection between the employees.
Their employee onboarding strategy also focus around
activities which require team effort and coordination so that
there is no sense of isolation felt among the new recruits.
Just in time alert
Employee onboarding process is the just in time alert system
that Google follows.
Under this system, a reminder mail is sent to just that manager
under which an employee is supposed to be joining the next
The goal of this just-in-time reminder checklist is to prompt
managers about five small tasks that have proven to have the
highest impact on the productivity of their new hire.
1. Having a discussion about roles and responsibilities
2. Matching the new hire with a peer buddy
3. Helping the new hire build a social network
4. Setting up employee onboarding check-ins once a month
for the new hire's first six months
5. Encouraging open dialogue
This approach works because managers receive mails only
when their sense of urgency is the highest and when they can
take immediate action rather than mass mailing.
Only the managers who have a new hire receive it. Also, rather
than sending a comprehensive manual, information is sent to
new hires in a comprehensive and engaging format.
This process has improved employee onboarding results by
Apple’s employee onboarding process for a new hire starts even before the
employee is hired.
Employees do not know what position they are going to join till their actual first
day, which is always a Monday (unless there is a holiday).
The employees are welcomed with big company packets and stickers, HR forms
and T-shirts that say, “Class of” with the year of joining.
Every new employee is given a shiny new iMAC, which they have to set up
The basic idea behind this is to let employees find their own way out by
interacting with their co-workers
Apple also has a presentation on secrecy which he
calls “Scared Silent” where the head of security comes in
and tells employees
that any kind of leaks are strictly forbidden and it is made
clear on day 1 that if any secret is leaked out intentionally
or unintentionally, employees will be fired immediately.
Facebook's employee onboarding starts early and is quick as it
focuses on the first 45 minutes.
Planning of activities behind the successful implementation of this
Such activities mostly focus on getting devices and systems right
- from an employee's PC to their phones.
All this is done much before the employee joins. Secondly, on the
day of joining, talks focus more on practical aspects of the job role
- like how to set up a meeting or where the printer is.
Bootcamp for engineers
Another very successful employee onboarding strategy of
All the engineers who join Facebook, irrespective of their
previous training, product focus, office location or seniority,
are made to participate in a six week long bootcamp at the
Menlo Park headquarters.
Here, engineers get acquainted not only with Facebook's
codebase, but they also get a glimpse into the culture of the
As a tool of engagement, engineers are given to write codes to provide
solutions to problems on their very first day - typically publishing code
on the live site.
This gives them real, hands on experience. It also serves as a source of
tremendous motivation and gives them a sense of instant gratification.
Bootcamp also ensures that the employees get a hang of all the
opportunities that Facebook can potentially offer to its employees.
This serves as a source of inspiration and motivation for the new
Facebook also practices freedom of choice during its
employee onboarding process.
Instead of assigning each employee to a team, Facebook
allows employees to choose their own teams and projects
which they feel most passionate about at the end of the six
week boot camp.
Facebook's employee onboarding bootcamp process has
been very successful and has given rise to a motivated and
skilled workforce of engineers.
Effective Onboarding process
It should be Social.
It should be Interactive.
It should be Simple.
Create for individuals.
schedule, Date of joining,
First 90 Days
Introduction about company ,
Job , Profile, Seat, line
Start training and development
First 40 Days
First 90 days
Introduction about company , Job ,
Profile, Seat, line management./
Start training and development
process./ Manager’s handshake / Post on
FB with pics and small write-ups.
feedback./ Goal sheet
should be Sign by
the new joiner s.
We can use onboarding software.
We can start pick and drop facility for new joiners on the
We can provide individual Mentoring.
We can extend onboarding process and feedback time.
We can arrange first day meeting with line management.
We can conduct survey for onboarding and get
information from new joiners and hiring managers.
Provide career support in onboarding process./
We can create documentary for onboarding process and
share the stories of employees with new joiners.
Plan fun activities (quizzes )for new joiners with their
Arrange soft skills classes/training for one month
related to communication, leadership, teamwork,
influencing, negotiations, social engineering and
Replacement cost is very high than employee’s annual income.,, 86 % employment decision made in 6 months , new hires are very expensive, w have to protect recruitment nvestment,, 4) teaching new hirers about the mission, vision, value, culture of the company, to understand their role , expectation,
Keep it Individual
Like is it to make good team ? Or to increase productivity ?
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