Increasing New Hire Success - From Orientation to Onboarding

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'Onboarding' is a new term compared to its older sibling, 'orientation', but while they are complementary, onboarding goes further and explores the unwritten and informal life of a new employee. This Psych Press graphical presentation takes a short look at this long process and what it involves for Human Resource Practitioners.

Business Technologie

Orientation to Onboarding:
Magnifying New Hire Success

Psych Press News

What is Onboarding?
Onboarding is a processs
that introduces new hires to
your organisation’s culture.

Onboarding

Orientation

Recruitment

“The best onboarding
strategies provide a fast
track to meaningful,
productive work, and strong
employee relationships”
– Ndunguru, 2012

© Copyright Psych Press 2013

Orientation and Onboarding
• Orientation and
onboarding are
complementary
• Orientation is a starting
‘event’ covering formal
requirements such as
legal obligations
• Onboarding is a longerterm even lasting weeks
or months aimed at
enhancing a new hire’s
potential for success

More
Onboarding
Onboarding

Orientaton

© Copyright Psych Press 2013

Even More
Onboarding

Maslow Meets Onboarding
Growth

• Career aspirations,
professional development

Esteem

• Expectations, what’s
rewarded (and what’s
not)

Belonging

Safety

Physiology

• Unwritten rules,
who’s who

• Health &
safety, policies
& procedures
• Workplace
layout,
where
things are

Orientation is focussed on
formalities and avoiding
problems, onboarding
encompasses how to
achieve excellence.
“Ask two questions: what
emotional take-away does
the onboarding process
create? What perceptual
take away does the
onboarding process create?”

© Copyright Psych Press 2013

– Ndunguru, 2012

Value of Onboarding
Thus, onboarding should
achieve…
• Belief and acceptance of
organisational goals and
values
• Commitment and effort
towards the organisation
• Desire to remain
connected with the
organisation
© Copyright Psych Press 2013

Employee

Culture
Vision

Growth of Onboarding
• Pre-GFC, implementation
of onboarding grew
strongly
• Intention or
implementation went
from around 40% to 76%
of Aberdeen Group
surveyed businesses
• By this time, orientation
programs were in nearly
93% of businesses

80%
70%
60%
50%

40%
30%
20%
10%
0%

– Dai & De Meuse, 2007
© Copyright Psych Press 2013

2005

2006

Successful Onboarding
Best-in-class onboarders use
strategies such as…
• Creating new hire checklists
• Introducing new hires to the
‘go to’ people
• Provide forms to new hires
before their first day
• Create peer networking
opportunities

Employee

– Laurano, 2013

“Onboarding fails when it’s
viewed as an event instead of a
process…”
– Vargas, 2013

© Copyright Psych Press 2013

Employer

Implementing Onboarding

“There are two key
performance indicators of
successful onboarding: time
to productivity, and
engagement and retention”
– Dai & De Meuse, 2007

Success Factors…
• Emotionally engage
starting day one
• Articulate expectations
and your reasoning
• Addressing cultural fit is a
journey, not a destination
• Link expectations to skills
and relationships
• Onboarding is about
helping hires form new
habits

© Copyright Psych Press 2013

If you’re serious about Onboarding...

We encourage you to visit our website at
http://psychpress.com.au/psychometric/talentdevelop.asp?employee-induction to see more about how we
can assist your induction and onboarding process.
Alternatively, contact Dr. Gavin Didsbury on +61 3 9670 0590
or email info@psychpress.com.au to discuss your needs.

© Copyright Psych Press 2013

References
Dai, G., & De Meuse, K.P. (2007). A review of onboarding
literature.
Laurano, M. (2013). Onboarding 2013: A new look at new
hires. Aberdeen Group, Boston.
Ndunguru, C.A. (2012). Executive Onboarding: How to hit
the ground running. The Public Manager, 41(3), 6-9.
Vargas, J. (2013). Generation Y: Yearns for challenging and
satisfying government work. T+D, 67(3), 9.
Vernon, A. (2012). New-hire onboarding: Common
mistakes to avoid. T+D, 66(9), 32-33.

© Copyright Psych Press 2013

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Increasing New Hire Success - From Orientation to Onboarding

1. Orientation to Onboarding: Magnifying New Hire Success Psych Press News

2. What is Onboarding? Onboarding is a processs that introduces new hires to your organisation’s culture. Onboarding Orientation Recruitment “The best onboarding strategies provide a fast track to meaningful, productive work, and strong employee relationships” – Ndunguru, 2012 © Copyright Psych Press 2013

3. Orientation and Onboarding • Orientation and onboarding are complementary • Orientation is a starting ‘event’ covering formal requirements such as legal obligations • Onboarding is a longerterm even lasting weeks or months aimed at enhancing a new hire’s potential for success More Onboarding Onboarding Orientaton © Copyright Psych Press 2013 Even More Onboarding

4. Maslow Meets Onboarding Growth • Career aspirations, professional development Esteem • Expectations, what’s rewarded (and what’s not) Belonging Safety Physiology • Unwritten rules, who’s who • Health & safety, policies & procedures • Workplace layout, where things are Orientation is focussed on formalities and avoiding problems, onboarding encompasses how to achieve excellence. “Ask two questions: what emotional take-away does the onboarding process create? What perceptual take away does the onboarding process create?” © Copyright Psych Press 2013 – Ndunguru, 2012

5. Value of Onboarding Thus, onboarding should achieve… • Belief and acceptance of organisational goals and values • Commitment and effort towards the organisation • Desire to remain connected with the organisation © Copyright Psych Press 2013 Employee Culture Vision

6. Growth of Onboarding • Pre-GFC, implementation of onboarding grew strongly • Intention or implementation went from around 40% to 76% of Aberdeen Group surveyed businesses • By this time, orientation programs were in nearly 93% of businesses 80% 70% 60% 50% 40% 30% 20% 10% 0% – Dai & De Meuse, 2007 © Copyright Psych Press 2013 2005 2006

7. Successful Onboarding Best-in-class onboarders use strategies such as… • Creating new hire checklists • Introducing new hires to the ‘go to’ people • Provide forms to new hires before their first day • Create peer networking opportunities Employee – Laurano, 2013 “Onboarding fails when it’s viewed as an event instead of a process…” – Vargas, 2013 © Copyright Psych Press 2013 Employer

8. Implementing Onboarding “There are two key performance indicators of successful onboarding: time to productivity, and engagement and retention” – Dai & De Meuse, 2007 Success Factors… • Emotionally engage starting day one • Articulate expectations and your reasoning • Addressing cultural fit is a journey, not a destination • Link expectations to skills and relationships • Onboarding is about helping hires form new habits © Copyright Psych Press 2013

9. If you’re serious about Onboarding... We encourage you to visit our website at http://psychpress.com.au/psychometric/talentdevelop.asp?employee-induction to see more about how we can assist your induction and onboarding process. Alternatively, contact Dr. Gavin Didsbury on +61 3 9670 0590 or email info@psychpress.com.au to discuss your needs. © Copyright Psych Press 2013

10. References Dai, G., & De Meuse, K.P. (2007). A review of onboarding literature. Laurano, M. (2013). Onboarding 2013: A new look at new hires. Aberdeen Group, Boston. Ndunguru, C.A. (2012). Executive Onboarding: How to hit the ground running. The Public Manager, 41(3), 6-9. Vargas, J. (2013). Generation Y: Yearns for challenging and satisfying government work. T+D, 67(3), 9. Vernon, A. (2012). New-hire onboarding: Common mistakes to avoid. T+D, 66(9), 32-33. © Copyright Psych Press 2013

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