Onboarding: The Key To Launching Talent. Christine Chriscoe, SilkRoad technology Michelle Strader, SPHR, RCC, Silverpop Systems, Inc.

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1 Onboarding: The Key To Launching Talent Christine Chriscoe, SilkRoad technology Michelle Strader, SPHR, RCC, Silverpop Systems, Inc.

2 Session Topic o What and Why of Onboarding o Formalize Your Onboarding Process o Leverage Technology o Customer Examples o Next Steps

3 Onboarding Defined Strategic process designed to attract new employees, reaffirm their employment decision, acclimate them into the organization's culture, and prepare them to contribute to a desired level as quickly as possible. Aberdeen Group

4 What are Your Onboarding Goals?

5 Why is Onboarding Important? The cost of attracting talent approaches 30% of a new hire s annual salary. Companies experience approximately 13% attrition of new hires in the first year. Regrettable attrition (productive recruits with great prospects who choose to leave) as opposed to Non-regrettable attrition (unproductive and low prospect workers leaving the firm). Opportunity costs of regrettable attrition (30% salary + Cost of Lost Results

6 Onboarding Experience

7 Where Are Most Firms Today? 80% or more of medium and large businesses have onboarding processes that are: Tedious and paper based, Require multiple steps of manual administration, Are deployed across the enterprise in inconsistent ways, Lead to haphazard and wasteful outcomes, Inefficiently deploy resources challenging new hire readiness, and create Frustrating experiences for new hires and hiring managers.

8 Onboarding Process Framework Start Before Day 1 Make it Interactive and Fun! Socialization Extend it Beyond Day 1 Assign a Mentor Get the Manager Involved Measure the Impact Automate the process Source: Creating an Onboarding Process a SilkRoad technology ebook

9 First Steps: Tactical Onboarding Decrease time and money spent on new hires Eliminate administration of paper-based forms Reduced time in orientation

10 Strategic Onboarding Objectives o Retaining more of the people you want to keep o Reducing the proportion of your head count loss that is made up of regrettable attrition o Improving short-term getting new hires up to productivity levels faster o Improving long-term productivity retaining those key employees who s contributions are significant o Engaging high potentials, high performers (and others) o Helps new hires connect with the organization s larger objectives o Provides employees with a sense of fitting in at work A study of professional services firms found that offices with engaged workers were over 40% more productive.

11 Strategic Onboarding Yields Business Results

12 Get Engaged! 25% Onboarding Drives Greater Results Successfully OnBoarding employees during their first year of service increases engagement and can raises retention by as much as 25 percent. Percentage of Percentage of new Percentage of new employees employees new employees who are achieving first "exceeding" "highly performance performance engaged" milestones on expectations time 60% Greater year-over-year Improvement in revenue per FTE. Organizations with a formal Onboarding process. Aberdeen

13 Effective Onboarding Reduces Time to Full Productivity

14 Simple & Repeatable Onboarding Processes Streamline the onboarding process Significantly reduce administrative burden Automate task workflow through an easy point and click interface Provide quick and easy visibility into all onboarding tasks Electronic forms eliminate errors and speed completion Reduce hard and soft costs Reduce costs associated with administrative tasks, paperwork and processing Electronic signature functionality for new and transitioning employees Eliminate duplicate data entry, postage & printing costs Accelerate new hire time to productivity Increase employee engagement Provide multiple easy to use personalized new hire portals Deliver the right information to the right person at the right time Self-manage content and create new portals without vendor interference Electronic completion of all new hire paperwork prior to the first day on the job

15 Onboarding Technology at Silverpop o New Employee Portal o Onboarding Coordinator/Administrator View o Hiring Manager/Internal Associate View

16 Customer Examples & Results

17 Welcome From CEO

18

19 Global Content & Languages

20

21

22 Customer Results

23 Success Story Business Overview World leading designer, manufacturer and distributor of emission and ride control systems for transportation. Fortune 500: 22,000 employees, $6.0B+ in revenue, 100+ locations. Challenges Day One Readiness Manual Process Paper-Driven Inconsistent Global Standards Poor Engagement SilkRoad RedCarpet Results Eliminated 95% of Paper and Faxes Utilize for Post-Hire Activities Average Savings Per Hire = $1,135.00

24 Next Steps

25 First Impression

26 Focus on the right things

27 Q&A

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