New Hire Onboarding

My client was struggling with adoption rates of their new hire on-boarding training. One part of the solution was to ensure that there was a single location that would house all the resources for topics covered in the required onboarding curricula. The result was an interactive interface that could be used by hiring managers and onboarding buddies to access information on what their new hires were learning during onboarding, and provide detailed checklists for activities to cover with the new hire to ensure the opportunity for the learners to put theory into action.

This project stemmed from the need to improve adoption rates of the new hire onboarding curricula. The goal was to have an adoption rate of 95% or higher within the first 30 days in the role. After the first year of the onboarding curricula's launch, adoption rates continued to struggle hovering around 72% MoM. The primary issue was getting managers to assign the training to their new hire. The statistics showed adoption rates for the training at greater than 99% if the curriculum was assigned to the new hire within their first week in the role. 

I held several focus groups with both new hires as well as hiring managers. The resulting data showed that hiring managers saw onboarding as a sort of "set it, and forget it" task. Data from the new hires showed that they were not given sufficient time to focus on and complete the onboarding, rather they very early on were being pulled to participate in core functions of a role they had yet to really learn about. 

This job aid was created to be a one-stop shop for both new hires, hiring managers, as well as any onboarding buddies that may have been assigned. The aim was to ensure that all parties had visibility into not only what their specfic tasks were, but also have insight into each of the tasks required of the other roles. 

Hiring managers could track and follow the new hire's progress, and more strategically pull them to perform the core job tasks needed, but with more intention and consideration for their learning. 

For example: A new hire can review the eLearning that teaches them about how to conduct a pre-brief. Utilizing the job aid allows the hiring manager to have visibility into when the learner is reviewing information and can now set up an opportunity  for the new hire to then attend a real-life pre-brief. 

What this achieved was allowing the learner to put knowledge into action in a strategic way, that improved knowledge retention and decreased ramp time.