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4 Ways to Justify Your Next-Gen Onboarding Program

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Wondering how to convince management that you need a better way to onboard millennials?

You’re not alone. Today’s millennial new hires are forcing companies to rethink and upgrade how they get newbies up to speed. And how to pay for it.

Millennials really are a new wave of learners. They grew up surfing the web, Googling for info at the moment they needed it. And getting that information in ways that appeal to them; texts, articles, podcasts, videos, games, Facebook, Twitter, Pinterest, you name it.

They also are a highly facilitated generation, which means they need a clear “roadmap to success” and readily-available resources to get them there. They want goals to strive for, milestones along the way and frequent feedback on their performance. Left on their own, they go limp.

So, typical classroom-driven sessions their first week on the job followed by “Good luck!” don’t cut it anymore.

But you’re in the thick of it, so you probably know all this. What you need to do now is convince your management that your company needs to adopt new methods. But how?


Management Loves Metrics

The quickest path to a management “yes” is to prove your case with metrics.

Here are 4 metrics you can use:
1. Percent Acceptance or Percent Start

Are more and more recruits declining your offers or even not showing up for work their first day? Millennial employees only work for companies that continually engage with them, starting with recruiting and all the way through their first day on the job. Drop the engagement ball anywhere along the way (which typically happens between acceptance and their first day of work) and you risk your new hire joining a more ‘millennial friendly’ company. Millennials don’t stop looking for work when they accept your offer. They keep their irons in the fire as long as possible looking for the BEST place to work.

Next-generation onboarding begins the moment your recruit accepts your offer. You need to get them engaged, learning and preparing for work immediately. They want proof that your ‘Work for Us’ sales pitch has substance. Without a next-generation onboarding process, filling open positions is going to be harder and harder. And that means less work getting done.

2. Time Off the Job

This means for EVERYBODY involved in onboarding. Human Resources,Training. supervisors, managers, executives and special guests from other areas. This recession has organizations working leaner than ever. Time is precious. Add up the hours your onboarding process consumed in previous years. It’s a lot. And you probably wanted more time from some groups.

Next-generation onboarding can help you reduce these hours by 50% AND still provide a rich and effective process to get people up to speed. Audio and video content is reusable, searchable and available when your new hires need it. Not when your VP Sales happens to be in town and can spare 30 minutes.

Reducing the hours spent on onboarding activities by 50% means a lot more work getting done, which will make everyone, especially your executives, happier.

3. Errors and Mistakes

Mistakes can be costly. Ask your supervisors, managers and project team leaders how new hire mistakes are affecting them and how much time they’re spending a week or month dealing with them.  Add up these estimates and turn it into an annual number. For example, if 3 supervisors spend two hours a week dealing with new hire mistakes, that’s 288 hours a year!

You can get a cost estimate by multiplying this number by the standard (or overhead) cost your accounting department assigns to these positions. For example, if supervisor time is worth $100/hour, the example above is costing the company $28,800 a year in time alone. In addition, some mistakes actually cost the company money in scrap, rework, fines, etc. Add these in as well.

Next-generation onboarding delivers content at the right time in engaging formats that Gen Y employees like.They learn better and make fewer mistakes. You may be able to cut mistakes in half, saving lots of time and money.

4. New-Hire Turnover

How much turnover did you experience the last 2 or 3 years with employees having less than 18 months of tenure? 10%? 20?! 30%?!!  Are you seeing an increase over time?You spent lots of time and energy recruiting and hiring these people only to have them leave just as they were getting really productive. Now, you have to start the whole process over again. Add up what it’s costing you in time and fees to replace these employees.

Next-generation onboarding reduces turnover by providing new hires a clear path to success and readily-available resources to get there. Left on their own, Gen Y employees languish, become demoralized and look for greener pastures. Remember they want to be continuously engaged! And engaging with them digitally is just fine.

These are just four metrics you can use. Can you think of others? Whatever you do, don’t delay on making your case. You’ll save your company time and money AND provide your new hires with a rich, rewarding experience that will make them better, more productive employees. Go for it!

NEW! Onboard Yourself Digital Packages!

Want to customize Onboard Yourself…yourself? Now you can! Our handbooks and more than 35 pieces of bonus content are now available as digital files you can easily modify to dovetail with your current onboarding process.

Create your own handbooks, make presentations, hand out newbie checklists… the sky’s the limit.

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