1.
Onboarding is a Process not an Event

2.
4% of new hires leave a job after
a disastrous first day
80% of new hires decide to
stay or go within their first SIX
months of employment
Turnover can cost a company 3X
the former employee’s salary
*Bersin by Deloitte & Harvard

3.
High Level
Overview
Today
Why Onboarding Matters
Successful Onboarding Practices
CTCT’s Onboarding Strategy
Tools for Success

4.
The Case for Onboarding at CTCT
• Faster time to Productivity
• Increase Engagement & Job Satisfaction
• Increase Cross Functional Collaboration
• Culture Acclimation

5.
Hiring
Manager
HROps
IT
Facilities
New
Hire
Train
HRBP’s
Dept.
Leaders
TMT
Exec.
Team
New
Hire
Team
Sport

6.
New
Hire
Lifecycle
Pre-Board
Accept – day 1
Core New
Hire
Week 1
Dept.
Onboarding
First 60 days
Leadership
LiftOff
First 90 days
New
Manager
Coaching
Week 1 survey 45 day check in 90 day check in

7.
Pre-
Board
Tips for
Success
PRE BOARD
ENGAGE!
Welcome Gift
“About Us” Email
Department Buddy

8.
Core
New
Hire
Training
“ I have worked for
several companies
before CTCT, and this,
was by far the best and
most comprehensive
New Hire orientation.”

9.
Department
Onboarding
30 – 60 days
 Focus on dept. impact on business
 Identify teams interdependence
 Understand department culture
 Each team participates

10.
10
Leadership LiftOff
 Connect with and learn from our leaders
 Drill down into CTCT vision & strategy
 Identify employee growth opportunities
First 90 days

11.
Set them up for…

12.
Success Factors 90 days
 New Hire is actively contributing within
90 days
 A solid understanding of the:
• Business
• Customer
• Product
 New Hire sees connection to how role
impacts team, dept. and business
 Hiring Manager is engaged

13.
Be
Careful!

14.
If you do nothing else,
do these four things….
1. One special outreach
during pre-boarding
process
2. Make sure their area
is welcoming
3. Let them know why
they matter
4. Develop a simple 90
day plan

15.
And DON’T…
• Abandon a new employee
in a conference room to fill
out paperwork
• Schedule their first day
when the hiring manager is
not in
• Fail to provide basic tools
and a clean space
• Assume that no news is
good news

16.
I can’t afford the
time to Onboard
my New Hire!
•You can’t afford
not to!!

17.
LaunchPad
You Never
Get a Second
Chance to
Make a
First Impression

18.
Tools for
Success

19.
Checklist: First 30 days
ENGAGE
 Send welcome announcement to team/ key contacts and cc New Hire.
 Meet New Hire @9am their first day and take them to lunch Wednesday.
 Book weekly one-on-ones and monthly check-ins for first 90 days.
SET UP FOR SUCCESS
 Discuss your management style and expectations.
 Explain performance management @CTCT including:
 Monthly check-ins
 90 day check-in
 EDPs
 Talent Reviews
 Review 90 days “Success Plan” including: (see template in appendix)
 Key people to meet
 Measureable easy to achieve 90 day goals
 Regular meetings they should attend
 Confirm Department Onboarding with HRBP.
TACTICAL: Map the lay of the land…
 Confirm New Hire has completed compliance training*
*New hires must complete compliance e-learning within 14 days of employment or
risk not being able to come to work
 Transportation and parking
 Bathrooms
 Frequently used conference rooms
 DL lists
 Supplies
 Review useful tools i.e. SSO, online map, org chart, UltiPro, etc.
Helpful Tips
What matters to a New Hire
the first week…
 The onboarding experience
is smooth, educational,
inspirational and fun.
 They know what to expect in their
first 30 days.
 Their office space is clean and the
team is welcoming.

20.
Launch Your New Hire’s Success
Simple 90 day Success Plan
1. Our 90 day check in date will be:
2. Our one-on-ones will be (date/ time):
3. Your HRBP is:
4. Your department buddy is:
5. How your job impacts the team/ dept./company:
6. Who do you need to depend on regularly and for what:
7. What regular meetings do you:
a) Need to attend
b) Should attend
c) Are Nice to attend
8. Your first 90 day goals are:
Make them measurable and easy to attain so New Hire is clear about expectations and will have a sense of accomplishment
1. Goal/ success metric
2. Goal/ success metric
3. Goal/ success metric

21.
ABOUT ME:
Heather Carey
Senior Manager
Employee Success
Hcarey@constantcontact.com
@heathercarey
"Train people well enough
so they can leave, treat
them well enough so they
don't want to”
-Richard Branson