Good morning everyone. I’m Laura Alldis, an account manager here at CIPHR. And I’m here to welcome you to CIPHR’s onboarding for success webinar. This morning we’ll be looking at three things. Why effective onboarding is essential, what great onboarding looks like, and how CIPHR’s onboarding can help you.
As existing customers, you may already be familiar with our employee life-cycle wheel. Onboarding as a process sits within the first quadrant of the employee life-cycle. It’s a critical stage, bearing in mind all of the effort you will have gone through to recruit the successful candidate as they embark on a very exciting journey with you. Optimising onboarding will capitalise on the momentum created during the recruitment process and stand your new employee in great stead for their career with you.
Human capital is one of our biggest assets and challenges. According to a study conducted by the corporate executive board, about 4% of employees leave a new job after a disastrous first day. Think of all the wasted time and money spent on the recruitment process if your new hire jump ship early on.
The Human Resources Corporate Leadership Council found that increasing an employee’s level of engagement could potentially improve performance by 20% and reduce the employee’s probability of departure by a whopping 87%. Since it can cost up to 150% of a departing employee’s salary to replace them, taking into account lost productivity, recruiting fees, retraining, and other outlays, it doesn’t take long to see how cost-effective and effective onboarding program can be.
So whilst the interview process will have been a huge investment of your time and energy, the onboarding process needs to match those efforts with its intensity. Early engagement shows you’re focus on the employee success, capitalising on the successful candidates piqued excitement and desire to pay more attention. Engaging in your new hires as soon as they’ve accepted the offer and wasting no time in bringing them into your tribe and introducing them into your company culture can only be a good thing. What was historically a two to four week blackout period means the new employee’s first day has become a window of opportunity for early engagement.
Onboarding helps you define your reputation. Building a strong employer brand is a foundation of successful talent recruitment and retention. From the minute your new employees accept an offer, they will be forming opinions that will collectively become the basis of your company’s external reputation. Support your onboader with enough to challenge them but not too much to overburden them. Be current. Allow them to self-serve and feel empowered. Let them update their bank details and emergency contact details. Protect them. Allow them to read and digest your policies in their own time. Show them your culture. Use videos, photos to welcome them and ignite their excitement to contribute to furthering the success of your business. Excite them more by sharing the benefits they’ll receive and let them see who they’ll be working alongside for and with. All of this can be done in their time and not yours. Support them so they succeed without leaving them to fail. What do all of these things lead to? A more impactful asset to your business.
This also leads to a more supportive culture. The tricky part about company culture is that while the HR team can influence it, it’s the broader team that define it. Company culture is everything, and encouraging the right behaviour is an increasing focus for most organisations. Many organisations cite culture and engagement as one of their top challenges for 2018.
A company with a hundred people may only have a handful of people in the HR team, but if the framework and practices the HR team puts in place will drive the momentum of company values and behaviour. By deploying simple and scalable onboarding practices, HR teams can create a virtuous cycle of reinforcing company culture. New employees that have a great onboarding experience are likely to offer the same courtesy to those who will come into the organisation after them. The culture you show your new hires will be the culture that’s reinforced as your company scales, a win-win.
How can CIPHR help? Please put yourself in the shoes of the new hire. The lucky chosen ones who have accepted your offer of employment. They’re at home, possibly on garden leave, or even waiting to start their new job. This is a big moment for them. They could be feeling anxious, excited, possibly both. What you can be sure of is that they’re more likely than not to want to learn about their new job, new colleagues, and new company. What we’re about to show you now are some of the examples of the many ways onboarding can help that person and capitalise on their eagerness to impress and learn.
Meet the team. See who you’re working with and the roles that they do. Understand the organisational structure, see the bigger picture of who works where and how they fit into that structure. Hear from colleagues, get to know them on a more personal level and hear from them about their experiences. Become comfortable with the environment. See where each department sits within the building. Explore the learning hub where you can have access to different learning tools. Hear about vision and values and how you can bring them to life. This can be done through words, photos, and videos, or a mixture of all three. Understand rewards and benefits that are being offered to you. Find relevant documents, whether that be interview notes or training documents.
Protect through policy acceptance. Download and read the policies that are relevant to you. Update personal information. Let the employees create icebreakers by telling a little bit about themselves before they’ve even started. Edit personal details being in control and empowered to use self-service. Reduce administration through one online secure portal which saves paper copies from flying around.
CIPHR’s capabilities of personalisation is extensive. We understand what’s right for you today may evolve tomorrow. We pride ourselves on building longer-term partnerships to work with you on the evolving HR landscape. You have the support of HR experts to help you build the right onboarding platform for your organisation. And it doesn’t stop there with onboarding, we’re here to help you with all aspects of your employee life-cycle. If you are interested in seeing specifically how our onboarding tool can be used within your organisation, our account management team would be more than happy to arrange a one-to-one demonstration with you.
We’ve had some questions come through, we will make sure that each question is responded to and the account management team will get in touch with you each individually as follow-up. One of the first questions is, “How easy is it to change onboarding?” So, completely understand that onboarding is gonna be an evolving piece and we can work with you to change it. We understand that changes will need to be made, for example, things like policies, videos, and photos. We can change all of those for you with ease. So that’s certainly achievable.
Next question, “How easy is this to set up?” So we can provide you with a framework in which to glean content. We do need you to provide us with the content. We can of course share ideas, but it’s up to you to tell us exactly what you want from the images to the words. You can be as creative as you want, but we provide you with the framework to fill.
We’ve had a question about learning hub. CIPHR has the capability to integrate with other systems. So that might be a learning management tool, or the learning hub could be an area that gives the onboarder access to materials, tools, or documents to really help them be as impactful as they can on their first day.
Thank you so much for your time this morning. Have a great day.
Free webinar: how CIPHR can help you onboard and retain employees
CIPHR account development manager Laura Alldis explains how CIPHR can help you deliver a fantastic onboarding experience for new employees in this short webinar.
To find out more or schedule a CIPHR demo, call us on 01628 814 242 or email firstname.lastname@example.org.