HRO Today April 2019 - 39

Talent Acquisition
track the relationship between our programs to reduce
turnover. "
Measuring and reporting workforce trends with factbased
evidence also makes it easier to implement
changes that will make a difference, says Wolfsen.
57%
of study participants say people managers
simply lack the bandwidth to execute a
proper onboarding program.
including what HR will handle, what's expected of
managers, and what pieces other functions will own.
Continual Improvement
Perhaps one of the most surprising findings from the
New Hire Momentum onboarding study was that 55
percent of organizations say they simply don't measure
the effectiveness of their program, regardless of its level
of maturity or sophistication.
More HR organizations are shifting to data-driven
decision making as they get a bigger seat at the
proverbial table to demonstrate the value they deliver
to the business. While they may be measuring talent
acquisition metrics (like cost per hire and time to hire)
and engagement metrics, they are creating a black hole
by failing to measure onboarding effectiveness, which in
turn can make it difficult to identify and solve new hire
turnover in the first 45, 90, and 365 days on the job.
" First-year turnover is a frustrating problem for any
organization, especially when it is so competitive to
hire the right people with the right skills into your
organization, " says Deb Wolfsen, human resources
manager for EPS Security, a Michigan-based commercial
and residential security agency. " It takes time to hire and
it takes resources to train and develop employees. Having
the right technology in place has made it easier for me to
" We are working on finding out exactly how much it
costs to hire and train a new employee, and when an
employee leaves, we'll never get that investment back
unless they eventually boomerang back to work with us
again, " says Wolfsen. " By combining the cost of hiring
and training with our turnover metrics, it helps us make a
pretty compelling case to our leadership for why modest
investments will yield significant returns. Having that
data creates such a powerful case. "
Wolfsen says this data-driven focus to implementing
and course-correcting programs has decreased first-year
turnover by approximately 28 percent.
Keys to Success
Ideally, onboarding should provide new and internally
transitioning employees with an organization's values
and mission, clarify the tasks and responsibilities of their
roles, and determine the systems, tools, and resources
available to them.
Technology can help ease the burden of onboarding on
managers and self-service portals can empower new hires
to find information on organizational norms, benefits,
paystubs, and policies. But small steps that require
little to no budget-like clarifying roles and objectives,
creating a cross-functional team, and establishing a
consistent, repeatable program for hiring managers-can
also unlock significant gains.
" Successful onboarding programs provide new hires with
the keys to success, " says Lauby. " They reduce turnover,
shorten time to proficiency, and increase productivity and
employee engagement. "
As organizations look to implement a more candidatecentric
recruiting process and continue to emphasize
an employee-centric experience, effective onboarding
should be a vital program to help employees grow from
new hire to high performer.
Stacey Kervin is a senior manager in the human capital management
practice group at Kronos Incorporated.
APRIL 2019 | www.hrotoday.com
[39]
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HRO Today April 2019

Table of Contents for the Digital Edition of HRO Today April 2019

HRO Today April 2019 - 1
HRO Today April 2019 - 2
HRO Today April 2019 - 3
HRO Today April 2019 - 4
HRO Today April 2019 - 5
HRO Today April 2019 - 6
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