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22nd HR breakfast – Analytics in Onboarding

Author: Katerina Komankova Published: 17.june 2018
Onboarding analytics

When we welcome new employees on board, we focus on building their engagement and loyalty and are eager to see their performance as soon as possible. We want to make the good people stay long and see that they spread a nice story about our company.

 

How to find out if we reach our onboarding goals? Which metrics to choose when we decide to measure the goals and quantify the results?

 

We were discussing these questions during our 22nd HR Breakfast which took place in a new location – restaurant Špejle in Jindřišská street – on Tuesday 5th June 2018. We shared our experience with participants from many companies, for example from DXC Technology, Accenture, Škoda Auto, ČSOB, GoodCall, GoodData, Vodafone, Raiffeisenbank, Seznam.cz, Jan Becher – Karlovarská Becherovka, Siemens, Heineken, Mountfield and Ministry of Labour and Social Affairs.

 

At the very beginning of our breakfast, we all together named the goals of onboarding which organization can determine and measure. These goals drive the metrics and data being gathered in next stages.

We agreed, that company expect that employee will perform 100% after 3 to 12 months. Until that time, he will get to know his co-workers, company vision, mission, values, strategy, culture and goals, attend trainings, mentoring and coaching. All these activities should ensure his/her loyalty and productivity.

And – unfortunately – quite often we do not have data to measure these goals. Therefore we should start gathering it.

 

We presented questions which we can pose in each onboarding period to assure that everything goes well or identify some weaknesses. During first few weeks we can ask what the impulse was to accept offer and which amendments could be made in recruitment process. During the first month we are interested in satisfaction with colleagues, supervisor and job activities. We should also uncover employee’s fears and concerns. After 3 months we are mainly interested in the labour efficiency and its barriers. Moreover, we should enforce the employee to suggest improvements which could increase the efficiency.

 

On the case study of fictitious medical company and their HR onboarding specialist we illustrated the possibilities of gathering and analysing data from surveys and interviews. We explained how contributive such attitude can be for whole company, HR department, managers and employees themselves.

We deeply discussed the turnover in the probation period and the first 12 months and how to manage it.

3+12 Months Turnover

Pulse surveys and engagement were the topics of the previous breakfast. And we used this advantage to get extra data about new hires opinions.

Pulse (2)

The results were important also for new hire manager. She could compare her results with the company-wide scores and immediately act . In this case she organized weekly meetings with her new direct reports while her results were significantly under the other managers’ score in the area “My manager communicates with me on the sufficient level.”

We also incorporated eNPS (employee Net Promoter Score) measurement. The basic question whether you would recommend the company as the employer also to your friends was measures in 30, 60 and 90 days of employment. And you can see that engagement is decreasing!

NPS (2)

The fictive onboarding specialist introduced the flexible training of new hires. Based on the “day 1” tests some of the courses were withdrawn from the learning curriculum. Perfect way how to please your fresh experts in the company.

 

Finally before the end of probation period we showed how to run the 360° feedback survey and use the data to drive the personal development as well as improve the hiring and L&D processes.

360

This time only briefly we touched the advanced techniques like regression analysis. It is very useful to understand which factors and how influence the goals we specified at the very beginning: new hire turnover, engagement or time to productivity (speed to competency).

Our guests also received the excel sheet with demo data and its structure. On the previous event it was said that it brings great added value to them.

Excel sheet with onboarding data structure

When we finished our official program, we had one more hour to discuss with our participants about their experience and current situation in their companies.

See the photogallery.

 

We already look forward to meeting you on our next HR breakfast in September/October!

 

In case you are interested in learning how to make great and useful HR reports which could help you to analyse various HR data, let us know – we are considering organizing next HR reporting course during autumn or spring.

 

Have a lovely summer!

 

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