Onboarding For Success

Introduction to SilkRoad
Connecting People to Business Success

Kasey D. Konkright – Expert Services
Tina Kutach – Employee Experience Guru

• Launched in 2005
• Headquartered in Chicago plus 19 global locations
• 450 employees globally
• 2,000 customers worldwide

• #1 Global onboarding solution
• Deployed in over 50 Countries
• 17 Available Languages
• Automate and manage all employee life

events
• Onboarding and offboarding
• Mergers and acquisitions
• Transfers and rehires
• Workflow smart logic delivers a unique

experience to every user
• Completely employer-branded
• DHS certified for I-9/E-Verify processing
3
Session Topics
• What and Why of Onboarding
• Benchmarking for Success
• Formalize Your Onboarding Process
• Leverage Technology
• Key Take Away

What Does your Onboarding Process
Look Like?
Onboarding Defined
Strategic process designed to attract new employees, reaffirm

their employment decision, acclimate them into the
organization's culture, and prepare them to contribute to a
desired level as quickly as possible.
Benchmarking for Success
Key Drivers
Business Drivers
• Streamline, Track, Update

Decentralized Process Across and within regions,
• Culture of Innovation
• General HR Mandate for Automation
• US Compliance
• Initial driver was the need for automated I-9 Processing

• Deliver a consistent process for the nearly 4 million temps annually
• Auditing for Client and Internal
• Eliminate paper & processes to reduce cost & time
• Improve government, legal and client compliance
Surprise I'm Here?
25% couldn’t log onto the

network
29% didn't feel prepared

the first day
28% didn't have sufficient

introduction to culture
20% didn't know how to

Manager/Team was not involved in onboarding
find company resources
27% of the time
10
Yesterdays Worker
11
Todays workers
12
Benchmark: Onboarding Automation
Getting Connected
Duration of Onboarding
85% of Respondents had a formal Onboarding process.
80% of respondents indicated 26% which was the largest group

that they spend 3 months or less indicated they spend 1-3 months
on their onboarding process. onboarding.
9% of respondents indicated that they spend 1 Year.
15
Existing Employees
Full-time employees actively

searching for a new job or open to
new opportunities
- CareerBuilder 2013
The Re- Defined Onboarding Experience
Prepare Engage Develop Enable
Cultural
Mastery
Interpersonal
Network
Development
Early Career
Development
Strategy Emersion
and Direction
Governance and Administration
Hire Retire
Target, Inform, Engage throughout
Transitions being managed through
process.
66%
Employee
Offboarding 56%
31%
Employee Transfers
Mergers and
Acquisitions
Cross-boarding
Source: Aberdeen Group Onboarding, March 2013

Onboarding Learning
• Wanted end to end solution rather that • When we reviewed our priorities and
existing point solution approach. looked and the employee lifecycle from
start to finish “Learning Management
• Time was a big one we had 26 forms to started during Onboarding.
manage manually
• Compliance was a big driver for LMS
• Getting our culture to the new hires was automation(State and National Boards).
huge , with highly competitive positions Examples of mandatory training: Elder
we needed to keep them engaged. Abuse, Resident Rights, Blood born
pathogens, HIV/Aids
• All of our locations are remote so without
automation the local workload was time • Department of health can walk in and
consuming. request audits.
Barriers
Take Away
Establish Clear Ownership

Onboarding is one areas of talent management that falls between pre-hire
and post- hire initiatives. When clear ownership is defined your more likely
to designing and implement a process that aligns with business objectives.
Extend the Onboarding Process

In order to drive business results , onboarding should extend beyond a
one day or one week orientation
Align Onboarding with Learning Initiatives

Create a strong correlation between onboarding and learning. Both of these
initiatives share similar objectives including increase productivity.
Getting Started
Onboarding Process Framework
Start Make it Extend it Get the Automate

Socializatio Assign a Measure
Before Day Interactive Beyond Manager the
n Mentor the Impact
1 and Fun! Day 1 Involved process
5 Keys to Success
26
Onboarding Success
Tina Kutach
Global HRIS Manager Woodgroup
Mustang
Where We Were
• New Hires:
• Sitting in the HR conference room for 3-4 hours, reviewing
policies and manually completing forms
• Seldom did the new hires show up with everything required to

“hit the ground running”
• Forgot proper identification for the I-9, forgot to bring in bank

information for the direct deposit form, etc.
• Comments on new hire surveys reflected a broken process

and a general dissatisfaction with our onboarding procedures.
Where We Were
• Managers:
• Quite often were not ready for the new hire
• IT entitlements were rarely executed in a timely fashion

• No computer, no phone, no e-mail when new hire arrived
• Workspaces were not cleaned, prepared and ready for use, if

available at all.
• Not aware that they were responsible for managing these

processes.
• Lowest marks received on the new hire survey

• Not ready for me when I arrived!
Where We Were
Human Resources:
◦ All new hire paperwork was actually paper
(manual processes)
◦ Using checklists to make sure we had everything we needed from the new
hire
◦ Payroll information had to be faxed to the payroll data entry administrator
◦ Providing the new hire with paper copies of all policies and procedures,
some up to 30 pages in length
◦ Had to remember to send the new hires additional information after their
start date (i.e. online payroll information, new hire survey, training
requirements)
Why Electronic Onboarding?
• Needed a global solution that could support

several different languages
• Needed the ability to eliminate as many manual

processes as possible
• Needed a system that allowed for continuous

improvements
Immediate Benefits
• Reduced non-value added orientation time by 90%
• 4 hours to 30 minutes (human touch still needed)
• Local facility portals allow for new hires to walk in knowing much more
about their workplace
• Web-based system gives the new hire the opportunity to review the
information from the comfort of their home, around their own schedule
• Friendly reminders to hiring managers so nothing “falls through the

cracks”
• Greater transparency and alignment among managers, HR and new

employees
Immediate Benefits
• Eliminated 95% of the paper forms used prior to implementation (135
sheets per hire)
• No longer required to fax payroll information
• Utilization for post hire activities

• Ordering business cards
• New hire survey
• Required e-learning
• Quality of hire questionnaire
• Annual cost savings of $250,000+ (350 events)
• Reinforcement of our vision, mission and values + our employment brand

Closing Comments
Call to Action
Without a doubt, this hyper-competitive era demands that organizations

think “beyond onboarding,” to consider more effective management
of the full employee experience and its affects on the business and
their most valuable asset their talent. Let us show you how to make the
case and why its important.
HR professionals are challenged to help run, grow, and transform more

diverse organizations than ever.
35
Onboarding Re-Defined
Successful Onboarding is not simply an improved

orientation to the organization. It is a total system for
success that is woven into the entire experience in the
course of your new hires’ first year and beyond.
Thank You!
Proprietary and Confidential

This material is proprietary to SilkRoad, inc. It contains
trade secrets and confidential information which is solely
the property of SilkRoad, inc. This material is solely for the
client’s internal use. This material shall not be used,
reproduced, copied, disclosed, transmitted, in whole or in
part, without the express consent of SilkRoad, inc.

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Introduction to SilkRoad

Connecting People to Business Success

Tina Kutach – Employee Experience Guru

• Headquartered in Chicago plus 19 global locations

• 450 employees globally

• 2,000 customers worldwide

• Automate and manage all employee life

• Workflow smart logic delivers a unique

• DHS certified for I-9/E-Verify processing

• What and Why of Onboarding

• Benchmarking for Success

• Formalize Your Onboarding Process

• Key Take Away

Strategic process designed to attract new employees, reaffirm

• Streamline, Track, Update

• Initial driver was the need for automated I-9 Processing

25% couldn’t log onto the

29% didn't feel prepared

28% didn't have sufficient

20% didn't know how to

85% of Respondents had a formal Onboarding process.

80% of respondents indicated 26% which was the largest group

9% of respondents indicated that they spend 1 Year.

Full-time employees actively

Prepare Engage Develop Enable

Governance and Administration

Source: Aberdeen Group Onboarding, March 2013

Establish Clear Ownership

Extend the Onboarding Process

Align Onboarding with Learning Initiatives

Start Make it Extend it Get the Automate

• Seldom did the new hires show up with everything required to

• Forgot proper identification for the I-9, forgot to bring in bank

• Comments on new hire surveys reflected a broken process

• IT entitlements were rarely executed in a timely fashion

• Workspaces were not cleaned, prepared and ready for use, if

• Not aware that they were responsible for managing these

• Lowest marks received on the new hire survey

◦ Payroll information had to be faxed to the payroll data entry administrator

• Needed a global solution that could support

• Needed the ability to eliminate as many manual

• Needed a system that allowed for continuous

• Friendly reminders to hiring managers so nothing “falls through the

• Greater transparency and alignment among managers, HR and new

• No longer required to fax payroll information

• Utilization for post hire activities

• Annual cost savings of $250,000+ (350 events)

• Reinforcement of our vision, mission and values + our employment brand

Without a doubt, this hyper-competitive era demands that organizations

HR professionals are challenged to help run, grow, and transform more

Successful Onboarding is not simply an improved

Proprietary and Confidential

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