5 companies with leading onboarding practices
TRANSCRIPT
5HIGH
PERFORMANCE ONBOARDING
PRACTICES
EXCELLENCE S n a p s h o t
Onboarding is an organization’s first chance to make an impact on new hires by orienting them to corpo-rate culture, explaining common processes, and es-tablishing a foundation of development. Here are five leading onboarding practices by organizations that have won Brandon Hall Group Excellence Awards.
2 © 2016 Brandon Hall Group
Key Stats: Employees: 20,000HQ: Downers Grove, IllinoisRevenue: $2.2 billion
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Leading Practice:As a rapidly growing organization, the firm needed a flexible technology solution to sup-port its hiring practices. The onboarding pro-gram was designed to create the right first im-pression for new hires, easing socialization into organizational culture, and accelerating time to productivity. The experience is augmented through The Commons, an internal social net-working experience unique to DeVry.
Results:The institution has been able to reduce volun-tary turnover to less than half that of the indus-try’s 90-day average.
4 © 2016 Brandon Hall Group
Key Stats: Employees: 4,000HQ: Washington, DCRevenue: $5.9 billion
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Leading Practice:The onboarding process is a one-year pro-gram designed to make new hires produc-tive, contributing members of the organi-zation from Day One. It is supported by the Onboarding Tracking System, a tool created by in-house developers. The five phases as-sist the new employees, not only with knowl-edge and resources, but the important rela-tionships necessary for success, beginning before they ever set foot in the office.
Results:New hire surveys indicate that employees feel more connected to the organization’s mission and more aware of performance ex-pectations than ever before.
LearnMORE
6 © 2016 Brandon Hall Group
Key Stats:Employees: 8,000HQ: Mountain View, CaliforniaRevenue: $2.2 billion
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Leading Practice:LinkedIn radically shifted its new hire program from “Death by Pow-erPoint” to increase social con-nections and learning through an immersive experience. The pro-gram helps LinkedIn to maintain its hyper-growth by quickly ramp-ing up new hires with whiteboard challenges, social experiences, and LearnIn—the company’s in-house learning system.
Results:Net Promoter Scores for the pro-gram increased by 12%.
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8 © 2016 Brandon Hall Group
Key Stats:Employees: 21,000HQ: Schaumburg, Ill.Revenue: $8.7 billion
Leading Practice:The First Moments program helps new sales hires understand required knowledge, skills, sales methodologies, tools, processes, and collateral necessary for success. Created with vendor part-ner Strategy to Revenue, the program teaches key concepts through 30-, 60-, and 90-day check-points.
Results:The learning team is working with finance, sales, and HR to collect and analyze the business data to determine overall ROI.
10 © 2016 Brandon Hall Group
Key Stats:Employees: 44,000HQ: British Columbia, CanadaRevenue: $12 billion
Leading Practice:Telus’ Customers First priority requires employees to have a relentless focus on the needs of subscribers.
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The onboarding program, geared toward front-line technicians, trains workers to the degree that they earn a “high likelihood to recommend” rating from their customers. The program is managed within the company’s LMS and uses SharePoint collaboration sites to maintain program assets.
Results:Telus has demonstrated that workers trained through the onboarding program have higher technical profi-ciency, reducing repeat visits, and increasing custom-er satisfaction.
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