ONBOARDING & OWNERSHIP:

Transcription

1 ONBOARDING & OWNERSHIP: The Journey From Rock-star Candidate To rocking Employee AMBER L. USHKA SPHR, SHRM-SCP Director, Human Resources ONVIA President VERTE SQUARE

2 AGENDA Case for Onboarding The Recruiting-HR Relationship Engineering the Onboarding Vision Plan the trip Experience Reflect Making it Real Measuring Success

3 BUILDING THE BUSINESS CASE

4 THE CASE 25% 50% 50% $37 52% 60% 90 US working population experiences career transitions Senior outside hires fail within 18 months in a new position Half of all hourly workers leave new jobs within the first 120 days Billion lost yearly in US /UK as a result of employees not understanding their jobs Onboarding improves retention rates Onboarding improves time to productivity Days employees get to prove themselves in new jobs

5 THE CASE Source: CEB Recruiting Leadership Council New Hire Survey

6 THE RELATIONSHIP Traditional Recruiting Cycle Candidate Application Evaluation Interview Decision Negotiation Acceptance Welcome Traditional HRM Cycle Employee Onboarding Plan New Hire Paperwork Orientation 90 day check-in Integration to PM Performance Reviews

7 THE VISION

8 THE VISION

9 THE VISION Plan the trip Experience Reflect Taking pictures Who Arriving is involved? Writing in journal What s Checking the inbudget? Posting pictures and Where Acclimating sharing are experience you to the going? How temperature Looking long at to pictures get there? Knowing the How to get there? amenitites Reminiscing Where to stay? Unpacking Evaluating your What experience to do while you re Engaging there? in activities Reaching out to keep Meeting people Where in touch to with eat while those you you re Creating met there? relationships

10 THE VISION Traditional Recruiting Cycle Candidate Evaluation Interview Decision Negotiation Acceptance Welcome Envision Engage Gather Insights Plan the Trip Experience Reflection Back-End Work HR & Recruiting Front End Work Employee Experience The Onboarding Cycle Individual Traditional HRM Cycle Employee Onboarding Plan New Hire Paperwork Orientation 90 day check-in Integration to PM Performance Reviews

11 MAKING IT REAL

12 MAKING IT REAL The Onboarding Cycle Individual Envision What are we trying to solve for? What do we want the onboarding experience to look like? Who should be involved in making it happen? Who is responsible for delivering the experiences? What is the timeframe for a fully on-boarded employee? How do we make it easy for the individual? How do we make it special for the individual? Is this scalable? Is this sustainable? What does success look like? How do we measure it, how often do we measure it? How and when do we change it? Who needs to support/approve this and what is the mechanism for obtaining buy-in approval?

13 MAKING IT REAL The Onboarding Cycle Individual Engage Formalize your business case Formalize your program design Build your walking deck (program level) Meet with resources needed to support program and build consensus Meet with contributors and obtain commitment Create/revise materials Passport? Set program review dates Meet with stakeholders who need to support/approve

14 MAKING IT REAL The Onboarding Cycle Individual Gather Insights How was the company differentiated during recruiting? How was the team, the role positioned during recruiting? What were the critical success factors for the role obtained during the requisition review, before recruiting even started? What was the feedback from the interview team? What was the feedback from the candidate? What did the candidate s references say about success for the individual? What kind of introduction is done from recruiting to HR? How is the new employee engaged before start date?

15 MAKING IT REAL Plan the Trip The Onboarding Cycle Individual Pre-arrival touch-points with new employee Workspace procured Equipment procured Access procured Workspace clean and set First day lunch New hire paperwork Passport built and plan set kickoff activities and spark curiosity Compliance how-to s; procedures; policies; business operations Clarification role objectives; goal-setting; systems to support success, dependencies on departments, individuals, processes Culture organization, department, team norms; how feedback is obtained, measured Connections interpersonal relationships and information networks

16 MAKING IT REAL The Onboarding Cycle Individual Experience Map of building, surrounding area Tour Meeting immediate co-workers New hire arrival mail to organization (including picture) Passport Travel Clarification Meeting with direct manager and skip manager; Rhythm of the Business overview; Tool training on systems for role Culture Review employee satisfaction data; discuss listening systems and feedback networks; set expectations about culture involvement Connections Meetings with peers; meetings with subordinates (if manager); meet with department heads to drive understanding of the business; meet with external partner companies

17 MAKING IT REAL 30 days Landing 1:1 with HR 90 days Landing 1:1 with HR & Recruiting Manager Check in with HR Goals Set 120 days Onboarding Survey 180 days Acclimation 1:1 with HR Acclimation Check in with Manager/HR 365 days Integration 1:1 with HR & Recruiting Integration Check in with Manager/HR 365 days The Onboarding Cycle Individual Reflection

18 MEASURING SUCCESS

19 MEASURING SUCCESS New Hire retention New hire performance Employee movement (i.e. new hires) Onboarding experience survey results Anecdotal feedback during touchpoints

20 QUESTIONS?

21 Amber Ushka SPHR, SHRM-SCP Director, Human Resources Onvia ofc President Verte Square mobile