Experience Ebook

THE ONBOARDING EXPERIENCE EBOOK

© 2018 Paradigm Learning, Inc. PARADIGMLEARNING.COM 727.471.3170 ONBOARDING IMPORTANT? WHY ISEMPLOYEE © 2018Paradigm Learning, Inc. and underproductive employees. onboarding can lead to disengaged inadequate, and/or disorganized workplace.of theirnew Boring, contribute hire’s to anew opinion first day, andtheinitialtraining all organization. Thehiringprocess, the employee’s tenure withtheirnew Onboarding sets thetone for an

onboarding process. impact that reaches far the beyond on thewrong foot can haveanegative can’t beignored. Infact, starting off crucial step it’s right, anarea that With onlyonechance to get this The Onboarding Experience

HERE ARE 4 AREAS TO CONSIDER WHEN DEVELOPING AN ONBOARDING PROGRAM. EACH AREA IS A MAJOR FACTOR IN ANY ONBOARDING SCENARIO.

01. COST The average U.S. employer spends $4,000 to hire a new worker. This average includes sourcing, background checks, marketing, pre-hire assessments, and recruitment technology. That price tag only covers up to day one. It doesn’t include training and administrative costs associate with onboarding.

Those costs average $400 per employee.

*Glassdoor, HROnboard

02. TIME It takes time to find the right person and train them for the job.

Jobs that require judgment, creativity and technical skills generally require a longer, more intense job-screening process. Since 2010, the average U.S. hiring time has been on a steady rise. As talent pools shrink and unemployment numbers dwindle, qualified workers are harder to find.

This lengthier recruitment window adds to the overall hiring cost.

*Glassdoor

03. PRODUCTIVITY A typical new hire doesn’t reach full productivity until their 8th month on the job.

This lack of productivity is successfully combatted by organizations that extend the onboarding process well beyond the first few days, weeks, or even months. In fact, organizations with the longest onboarding programs saw new hires gain full proficiency 34% faster. Over a year, the shortest duration of the programs sampled, that’s 4 months!

*HBR, Forbes

04. REPUTATION A good reputation can drive talent to an organization, just as a poor reputation will deter them.

The onboarding process sets the tone for organizational culture, processes, and values.

Failing to hit the mark during this critical period can have consequences that stretch far beyond the walls of the organization.

THE NEW HIRE EXPERIENCE

The following is a common new It’s easy to envision the similarities hire scenario. A recent graduate is between this fictional scenario and searching for a career. He has a lot most real life new hires. of variables to consider and his level of satisfaction, productivity, and even tenure could all hinge on his onboarding experience.

© 2018 Paradigm Learning, Inc. PARADIGMLEARNING.COM 727.471.3170 © 2018Paradigm Learning, Inc. the depth andduration ofonboarding. role, andindividual.Withthelargest factor being 24 months!Thisvaries widelybetween industry, His ramp up timecan take anywhere from 3to than just ajob. and productive workspace, that feels like more worthwhile. Heneedsto beapart ofaengaging just makingmoney, hewants acareer that feels the best jobpossible.Interested inmore than of themarketplace andshoppingaround for $50,000 annually. Heplansonmakingthemost what histalent isworth Moe hasdonehisresearch andknows COLLEGE GRADUATE MEET MOE:RECENT – anaverage of from 3to 24months. can take anywhere ramp uptime Employee The Onboarding Experience

MONTHS TABLE OF CONTENTS 3 05. Infographic 04. 03. 02. 01.

Meet Moe:Recent College Graduate Hire ExperienceThe New anOnboardingDeveloping Program 4 Areas to ConsiderWhen Why isEmployeeOnboarding Important? TO PARADIGMLEARNING.COM

24 727.471.3170 9 © 2018Paradigm Learning, Inc. actions, Moewillhitfullproductivity innotime. his responsibilities andtheprocesses behindhis Withacomprehensivecurve. understanding of vision, culture andvalues, he’ll beahead ofthe that introduces himto hisorganizations mission, If Moeexperiences engaging onboarding, If he’s leftinthedark, until hissecond year onthejob. Moe won’t beableto reach hisfullpotential consume most ofhispotential productivity. and organizational structure solowill himself. Figuringoutcomplicated processes structured onboarding, he’ll have to fend for without any The Onboarding Experience

TABLE OF CONTENTS 05. Infographic 04. 03. 02. 01. Meet Moe:Recent College Graduate Hire ExperienceThe New anOnboardingDeveloping Program 4 Areas to ConsiderWhen Why isEmployeeOnboarding Important? PARADIGMLEARNING.COM 727.471.3170 10 © 2018Paradigm Learning, Inc. market improves, compared with organization inthenext 12monthsifthejob they willlookfor ajobwithdifferent on better opportunities: Millennials are alsothemost willingto act of non-millennialworkers whosaythesame. percentage points higherthanthepercentage are opento adifferent jobopportunity–15 non-millennials who saythesame. experience, Backed by agreat onboarding MoereachesAs hisfullproductivity, (6 -9months’ salary). cost to replace himwould be$25,000-$37,500 In fact, ifMoedecidesto job, findanew the value to theorganization willcontinue to rise. Gallup found that majority ofhisdemographic. onboarding program, hecould fall into the If Moedidn’t have thebenefitofthisgreat biggest factors whenaccounting for attrition. workplace friendships,theseare thetwo with hisorganization. Coupledwithhealthy Moe is 60 50 % of millennialssaythey % 36 more likely to stay % report that 21 % of his opportunity. to adifferent job say they are open 60% ofmillenials 60 The Onboarding Experience % TABLE OF CONTENTS 05. Infographic 04. 03. 02. 01. Meet Moe:Recent College Graduate Hire ExperienceThe New anOnboardingDeveloping Program 4 Areas to ConsiderWhen Why isEmployeeOnboarding Important? PARADIGMLEARNING.COM 727.471.3170 11 The Onboarding Experience 12

If Moe’s new organization fails to engage him during the onboarding process, he may checkout and start job hunting by his first lunch break.

See the importance of Is your onboarding structured onboarding program designed to keep in our Infographic. employees engaged?

* Bureau of Labor Statistics, Gallup, Huffpost