1. Onboarding and Employee Retention
HumanKind HR
Onboarding and Employee Retention

2. Presentation Overview
COMPANY
THE NUMBERS 
RETENTION
ONBOARDING
HumanKind HR - Who We Are and What We Do
The Financial Impact of Onboarding
The Relationship Between Onboarding and Retention
How to Build an Effective Onboarding Program

3. HumanKind HR OUR STORY 20+ years of experience in the legal and HR
    fields
HumanKind HR provides HR recruiting, consulting services, and tools to businesses to create high- performing, innovative, and sustainable cultures
Clients across all industries nationally and internationally 
HumanKind HR Leadership Groups
CHRO Leadership Forum
HR Leaders Networking Group
SHRM and HRCI Certified
WBENC Certified
Conscious Capitalism Advisory Council
60%
83%
73%
83%

4. Company Purpose and Cultural Pillars
WHO WE ARE & WHAT WE DO
OUR PURPOSE
To enrich the lives of people across the world
OUR CULTURAL PILLARS
People:  We look at your employees as people first
Purpose:  We keep people and culture at the core of what we do
Passion: Our passion is to enable companies to unlock the potential of their employees and grow their business

5. The Numbers WHY IT MATTERS Average cost-per-hire: $______ (SHRM)
Average time it takes to fill any given position: ______ days (SHRM)
 ______% of turnover happens in the first 45 days after hiring a new employee (SHRM)

6. The Numbers WHY IT MATTERS Average cost-per-hire: $4,129 (SHRM)
Average time it takes to fill any given position: ______ days (SHRM)
 _____% of turnover happens in the first 45 days after hiring a new employee (SHRM)

7. The Numbers WHY IT MATTERS Average cost-per-hire: $4,129 (SHRM)
Average time it takes to fill any given position: 42 days (SHRM)
 _____% of turnover happens in the first 45 days after hiring a new employee (SHRM)

8. The Numbers WHY IT MATTERS Average cost-per-hire: $4,129 (SHRM)
Average time it takes to fill any given position: 42 days (SHRM)
 20% of turnover happens in the first 45 days after hiring a new employee (SHRM)

9. The Numbers WHY IT MATTERS
69% of employees are more likely to stay with a company for three years if they experienced a great onboarding (SHRM)
Organizations with a standard onboarding process experience 50% greater new hire productivity (SHRM)

10. Onboarding Program ONBOARDING AND RETENTION What Onboarding is:
A structured program designed to provide information to new hires about:
The company
The culture
Their role
The knowledge they need to be successful
What Onboarding is Not:
A morning of filling out paperwork
Giving the new hire supplies/equipment and Employee Handbook
One day
Just about the role

11. Benefits of a Structured Onboarding Program
ONBOARDING AND RETENTION
Consistent new hire onboarding experience across the organization
Cost savings tied to retention
New hires become productive faster
New hires are assimilated into the organizational culture
Increased engagement of new hires
Seamless transition from new hire to productive team member

12. Building an Onboarding Program
ONBOARDING AND RETENTION
Leadership needs to be aligned and support the program
Team to design and build it
Structured over a one year period
Build it into your accountability system (performance reviews)

13. Onboarding Program – Key Components
ONBOARDING AND RETENTION
 Articulate the Company's purpose, vision, and values
Explain job accountabilities and how new hire's role fits into the company
Periodically check-in with new hires
Familiarize new hire with all team members and other departments' members 
Set goals and follow-up on progress of goals 
Integrate new hires into the company culture
Provide new hire with information to quickly become productive in their role
Share organizational goals

14. Pre-Onboarding
Ensure all necessary equipment has been ordered and work space is ready on day 1
Prepare first week Agenda
Team is informed and prepared to welcome the new hire
New hire has been informed of all relevant documents needed for day 1

15. Day 1
Greet the new hire, explain the Company purpose, vision, culture, values, and organizational goals
Take new hire on a tour of the office space/building/parking
Go over the job description, expectations of the role, and how the job impacts the business

16. Week 1 Discuss short-term and long-term goals and objectives
Attend relevant team meetings
Schedule weekly one-on-one meetings for the first 30 days
Celebrate successful completion of first week 

17. 30 Days
Ensure new hire understands Company purpose, vision, culture, and values
Confirm new hire understands their role and how their role fits within the Company
New hire will have met everyone on the team
Performance coaching - set 60 day goals

18. 60 Days
Performance coaching - discussion of achievement of 60 day goals and setting of 90 days goals
Refresher on information shared in the first 30 days and confirm any additional training needs
Continue introducing new hire to key people and bring him/her to relevant Company meetings and/or events

19. 90 Days Performance coaching - review 90 day goals
Continue giving new hire assignments that are challenging yet achievable 
90 day celebration and lunch 

20. 6 Months
Conduct mid-year review - discuss achievements, areas of opportunity, and leader support
Confirm new hire understands their role and how their role fits within the Company
Create an opportunity for new hire to attend or be involved in an activity within the Company

21. One Year Celebrate one year anniversary
Discussion of achievements and challenges over the last year
Plan goals and learning and development opportunities for the upcoming year

22. Next Steps
Gather data on the number/percentage of new hires that are employed after one year
Review your current onboarding program and solicit feedback from recent hires regarding their onboarding experience
Redesign or enhance onboarding program

23. QUESTIONS?

24. Contact Us HOW WE CAN HELP YOU WEBSITE AND SOCIAL MEDIA TELEPHONE
LOCATION
Website:
Facebook:
LinkedIn:
3500 Oak Lawn Avenue
Suite 375
Dallas, TX 75219
Direct:

25. Thank You