Business Case for

beyondboarding
(pre-boarding onboarding post-boarding)

"Layoffs, cutbacks and stress

inflicted on employees in the
economic downturn have left many of
them discontented and disengaged.
As this pent-up frustration is
released, the impact on businesses,
their work forces and their customers
will be pronounced."
- Jon Picoult, New York Times
"Turnover Storm"

Given The Landscape

How Do You Ensure Your
Organization ...
Effectively integrates acquired and hired
employees and builds engagement?
Attracts the right talent with the right skills,
in the right locations, at the right times?
Retains top talent in a globally competitive
talent market?

Companies must respond

to these challenges with
innovative sourcing,
recruitment,
onboarding and
development programs

Current Landscape

Did You Know

Manpower's 2010 Talent Shortage Survey said 31

percent of employers worldwide have difficulty filling
positions due to the lack of suitable talent available in
their markets, an increase of 1 percent over last year's
survey. The immediate problem is not the number of
potential candidates it is a talent mismatch. There
are too few sufficiently skilled people in the right
places at the right times.
Employers are seeking more specific skill sets and
combination of skills, and it's not just technical
capabilities alone. It's a combination of critical thinking
skills or other qualities that will help drive the
company forward. (
Manpower's 2010 Talent Shortage Survey)
Key talent findings from PwC's 14th Annual
Global CEO Survey show that talent is the top priority

Current Landscape

And Consider This

89 percent of new hires lack the institutional knowledge required to get

up to speed quickly and become effective on the job within their first 90
days. (DDI White Paper)

Nearly 15 percent of new employees consider quitting after the first

day because of a poor initial experience. (Taleo
: 10 Talent Management Best Practices for 2011)

More than 20 percent of employee turnover occurs in the first 45 days.

(Wynhurst Group, an Arlington, Virginia based Human Resources firm)

New employees who went through a structured onboarding program

were 58 percent more likely to be with the organization after three
years. (Wynhurst Group, an Arlington, Virginia based Human Resources
firm)

Some 27 percent of employees deemed "high potential" said they plan

to leave within the year. That rate of dissatisfaction is rising
"precipitously" as the economy stabilizes, says Jean Martin, executive
director of the CEB's Corporate Leadership Council, up from just 10
percent in 2006 and increasing at twice the rate of the general
employee population. (How To Keep Your Star Employees)

The solution

beyondboardi
ng

What is beyondboarding?
A talent development approach
that goes beyond orientation
and takes a strategic and longterm approach to employee and
organizational growth and
development.
It gives companies the tools and
processes to develop valuable
employees that can grow with
the organization.
Its three-phased initiative to
talent management and

Why beyondboarding?
Organizations today must create a company
culture that nurtures employees throughout their
career with them.
This begins with an understanding of what's
needed when selecting new talent, and continues
through the hiring process and for the duration of
the employees' service to
the company.
It provides companies who are facing competitive
challenges with innovative recruitment, retention and
development programs.
It helps create talent ambassadors among employees to

beyondboarding
Components
Preboarding
The first phase of
beyondboarding.
Incorporates talent
acquisition and
staffing, as well as
assessing or
creating a global
mobility (globility)
strategy.

Onboarding Post-boarding
The second phase
of
beyondboarding
.
Starts once an
individual accepts
the job offer or
new assignment
and continues
through
the first year of

The third phase

of
beyondboarding

Takes over once

the formal
onboarding
process is
complete
and includes
innovative

beyondboarding
Snapshot
Preboarding
It is critical to identify
the type of talent you
need before recruiting.
24 percent of hiring
managers said a single
bad hire cost their
business more than
$50,000 in the last year.
To avoid costly hiring
mistakes, spend time
vetting potential
employees and hiring
only those who blend
with the company's
culture.

Onboarding Post-boarding
Onboarding programs
impact a new
employee's decision to
stay with your
organization.
Gaining company and
job knowledge from
Day 1 helps employees
be productive.
Creating a culture of
commitment and
engagement leads to
organizational success.

Talent management
must be a key
organizational initiative.
HR and learning
professionals should
own talent management
for the enterprise.
Investment in learning
should remain stable.

beyondboarding:
A Best-in-Class Process
Begins during the acquisition and staffing
process and incorporates mobility and talent
planning
Improves employee retention, satisfaction and
productivity
Decreases time to productivity
Provides simple tools that are flexible and easy
to use
Ensures a new hires first 90+ days are
productive, effective and motivating

Why is beyondboarding
Critical for Your
Organization?
Provides a strategic integration process for

immersion into your business and culture

Clearly translates the value proposition and
our attractiveness as an employer
Helps attract, retain and develop new talent
while inspiring existing employees
Strategically integrates new hires quickly and
effectively into the organization, reducing time
to productivity
Enables your organization to be recognized as
a global Employer of Choice

Reap the Benefits

of beyondboarding

T
I
attraction
F
E
engagement
N
inclusion
learning andE
development
empowerment
B
community
SOnboarding Post-boarding
Pre-

Organizations that integrate

beyondboarding realize a culture of:

boarding

To learn more about changing your

culture with

beyondboarding
Contact:

WOW! transformations

info@wowtransformations.com
www.wowtransformations.com