Employment Decision-Aids
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      DNA Behavior Onboarding Process Decision Aid

      This article is for anyone involved in the hiring, onboarding, and team-building process: Leaders, Human Resources, Consultants.

      This article is for anyone involved in the hiring, onboarding, and team-building process:

      • Leaders – making strategic decisions to determine whether their onboarding process of successful candidates works and sets them up for success.
      • Human Resources – required to develop and oversee the settling-in process for newly appointed employees.
      • Consultants - who are working with Leaders and Human Resources on recruiting and onboarding needs.

      Common Questions: 

      Asking and answering these questions can help guide the development and evaluation of your organization's onboarding process.

      1. What are our specific onboarding goals?
      2. Are our onboarding materials up-to-date?
      3. Have we communicated expectations clearly?
      4. Do we have a structured onboarding plan?
      5. Are there opportunities for feedback?
      6. Are we fostering connections?
      7. Have we provided the necessary tools and resources?
      8. Are we promoting company culture and values?
      9. Are we addressing individual needs and learning styles?
      10. Are we tracking progress and success?
      11. Are we compliant with legal and regulatory requirements?
      12. Do we offer ongoing training, development, and support?
      13. Are we adapting to feedback and changing needs?
      14. How can we enhance diversity and inclusion in onboarding?
      15. Are we promoting a positive employee experience?

      Solution Overview:

      The hiring process is expensive and needs to be monitored to deliver success and value for money. Remembering a good onboarding process is more than just welcoming new employees in today's challenging global job market. It also helps them quickly become productive, engaged, and loyal team members. Employee onboarding goes beyond signing a contract and can be very beneficial.

      Regularly evaluating your onboarding program's impact on employee engagement guides data-driven decisions and showcases its value to critical stakeholders.   

      Remember, the cost of a bad hire is estimated to be 30% of a person's annual salary and even as high as $240k. 

                                                                                                                                                                                                                                                                          

      Onboarding Process Analysis Decision Aid:

      DNA Behavior has built an Onboarding Decision Aid that has been carefully structured to help decision-makers objectively come to a “Yes or No” conclusion about the effectiveness of the onboarding process.

      1. The goal is to have a definitive Yes/No answer.
      2. A Yes means the onboarding process enabled this employee to be successfully onboarded.
        1. If yes, it means the new hires are well-oriented and integrated, can function well, and produce results once onboarded.
      3. A No means a definite No, or there are reservations.
      4. A No can trigger - more research, probing, or consideration by the organization for this employee's onboarding process.
        1. If No, consideration needs to be given to the onboarding process's structure, quality, and length.

      The decision aid includes a specific sub-decision framework, each of the three sub-questions requiring a Yes or No answer. If there is a No at any point, that indicates a problem with the onboarding process, or more work is needed before a “Yes” answer can be given.

      The sub-questions are supported by a series of specific questions on each step of the Onboarding process to assist the decision-makers in coming to an objective conclusion.

      The sub-question framework for the Onboarding Process is below:                                                                                                                               

      Sub-Decision Framework (refer to each tab for questions on each sub-decision):                                                                                                                                  

      1. For this employee, has a comprehensive onboarding process been designed to set the employee up for success?
      2. For this employee, has any potential training required for the job been identified and arranged?
      3. For this employee, has the onboarding process been effective for onboarding the new hire?          

      Onboarding Process Checklist

      For more information about the overall DNA Behavior Hiring Performance, please visit https://landing.dnabehavior.com/hiring to download the White Paper.