1. Employee Onboarding:
Attracting and Retaining Talent
October 9, 2013
Presented by: Maysa Hawwash,
National Manager for Talent Management Solutions
Drake International
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2. For more information, call 416.216.1067
Free Offer
We’re offering a free 30-minute consultation on how to
improve your onboarding and orientation practices.
Contact Maysa to take advantage of this exclusive offer!
mhawwash@na.drakeintl.com
416.216.1067

3. For more information, call 416.216.1067
Agenda
• Current Trends
• Orientation vs Onboarding
• New Employee Perspective
• Why Invest in Onboarding?
• Where to Start
• Metrics

4. For more information, call 416.216.1067
Did You Know? (Trends)
• “25% of Fortune 500 managers change jobs each year.”
• “6.2 months is the breakeven point for new managers.” –
Monster.com, 2007 Survey
• “22% of staff turnover occurs in the first forty-five days of
employment.” – The Wynhurst Group
• “46% of rookies wash out in their first 18 months” found a
study of 20,000 new hired employees.” – Leadership IQ1

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Did You Know? (Trends)
• “New employees who went through a structured on-boarding
program were 58% more likely to be with the organization after
three years.” – The Wynhurst Group12
• “Many companies leave executive on-boarding to chance, and
as a result experience failure rates in excess of 50% when it
comes to retaining new executive talent.” – Egon Zehnder
International, 20075
• “The cost of losing an employee in the first year is estimated to
be at least three times salary.” – The Wynhurst Group12

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Orientation vs Onboarding
Orientation is a structured event that focuses on the
information the new employee needs to know to get
started, such as an introduction to the organizational
structure, policies, and procedures. It is once piece of the
on-boarding process.

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Orientation vs Onboarding
Employee onboarding is the process of getting new
employees adjusted to the social and performance aspects
of their new jobs quickly and smoothly.

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New Employee Perspective
• Showing Up
– Time, place, tools, desk, commute
– First impression
• Self-Efficacy
– Can I do the job?
• Role Clarity
– Do I understand what’s expected of me?

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New Employee Perspective
• Social Integration
– Do I feel welcome and socially accepted by
my peers?
– Do I like my boss?
• Cultural Fit
– Do I understand and fit in with the company’s
politics, goals and values?

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Why Invest in Onboarding?
• Competitive market makes it hard to find
qualified talent
• Growth agendas
• Increase Employee Engagement
• Reduce Employee Turnover
• Getting new hire productive faster
• Better employee social assimilation

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Changes in Onboarding Practices
• One size does not fill all
• Need to go beyond the checklist
• It’s not just about HR
• Strategic onboarding goes beyond the classic 3-
6 months
• Pressure to provide metrics to measure ROI

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Where Do We Start?
First step is establishing stakeholders:
• Executive sponsors, business unit engagement,
L&D, as well as HR
• Main Components of Onboarding
– Administrative
– Job Related
– Social and Cultural Integration

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Administrative
• Set up on system, equipment, tools, etc…
• Onboarding schedule
• Employee data
• Payroll and benefits forms
• OHS and compliance paperwork
• Official orientation

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Job Related
• Roles and responsibilities
• Formal job training
• On the job training
• LMS
• Goal setting
• Set up with a buddy and/or mentor

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Social and Cultural Integration
• Communication to peers and department
• Personal welcome
• Introduce to peers and stakeholders
• Personality style onboarding
• Lunch
• Unofficial knowledge repository
• Social media, forums, groups, committees
• Social events
• Multiple touch points and check ins

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Metrics

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Drake Research Paper
• Please contact me for the latest paper

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QUESTIONS?

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Upcoming Webinar
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20. Thank You For Attending
For questions, please contact Maysa Hawwash
National Manager for Talent Management Solutions
mhawwash@na.drakeintl.com
416.216.1067