This is a deck I presented at the Leaders Lounge Conference in New York in June 2022. In it, I talk about the importance of recognizing the vast amounts of data that HR teams are sitting on - and that can be harnessed to deliver a better, more personal experience from Onboarding. I also take you through multiple examples and ways in which we have worked with our customers to deliver a most customized and personalized experience, for every new hire. And it's possible at any scale.

1. Confidential & Proprietary Information
THE
SECRET OF
ONBOARDING

2. We are building the fastest platform for data
capture, verification and onboarding.
SUPERCHARGED ONBOARDING

3. 3
We service all 4 corners of the world and
for the largest employer brands globally.

4. Onboarding is the most data rich process in the employee experience.
ONBOARDING
= DATA RICH .

5. Work
Experience
Education &
Qualifications
Skills
Family
Structure
Wellness &
Growth
Medical
History
Demographic
data Personal
Documents
ONBOARDING
You collect a lot of data
during onboarding
THINK ABOUT IT

6. DATA HR

7. Data is traditionally
used to complete
compliance.

8. What if it could be
used to reduce new
hire attrition?

9. PERSONALIZATION

10. Personalized
Journeys

11. Personalized Journeys × Onboarding
DATA WITH POTENTIAL ONBOARDING IDEAS TO UNLOCK
Design different onboarding journeys for interns,
executives, leadership and other levels.
Region-specific onboarding based on locations can
ensure all the local and cultural needs are accounted
for and make the onboarding inclusive.
Personalize benefits journeys based on marital,
relationship status or family structure.
Work Level
Location / Hub
Family data
Work band
Executive level
Office hub
Regions
Zones
No. of children
Marital status
Dependents
EXAMPLE DATA
Design specialized capability driven onboarding for
specific, departments or job roles.
Job Profile
Department
Job role

12. Personalize
Processes

13. Personalize Processes × Onboarding
DATA WITH POTENTIAL ONBOARDING IDEAS TO UNLOCK
Enable individualized onboarding processes based
on the different preferences of employees.
Background verification checks and processes can
be auto-routed to different vendors based on
whether they are FTE, contractors, gig workers, etc.
If a new hire does not have a salary account, you can
trigger an notification to partner bank to set up their
first salary account (with employee consent).
Work Preference
Worker Type
Bank Information
Hybrid
Remote
In-Office
Skills they want to learn
Skill they can share
Salary account info
EXAMPLE DATA
Based on the function/job role employees can be
auto-assigned IT assets, access. In other scenarios
manager approval can be triggered.
Job Role
Designation
Department

14. Personalize
Communication

15. DATA WITH POTENTIAL ONBOARDING IDEAS TO UNLOCK
Tailor your welcome message to executives and
greet interns with delight and share the information
that is relevant to them.
Based on the location, new hires can receive specific
communication about the facilities, benefits,
processes, leadership unique to that location.
Capturing skill information of a new hire can help
share guidance to the manager on their goals and
capabilities to discuss during their first check-in
Imagine delighting the family of a new hire by
sending them congratulations on their family
member getting their first job at your company.
Executive Level
Location / Hub
Skills
Family Information
Band data
Worklevel data
Home location
Office/Hub location
Skills they want to learn
Skill they can share
Father/Mother details
Dependents
EXAMPLE DATA
Personalize Communication × Onboarding

16. INSIGHTS

17. Behavioral
Data

18. Behavioral Data × Onboarding
DATA WITH POTENTIAL ONBOARDING IDEAS TO UNLOCK
Encourage behaviours such as responsiveness by
giving 2x points for those who respond within 48
hours and 1x to those who respond after.
Changes in activity may indicate reduced or
increased engagement which in turn could act as
signals for HR teams to take action before a drop off.
If content with video gets more engagement, this
signal can be used to convert all important content
into video
Understanding when employees engage in
onboarding activities will help curate timely
notifications when they prefer it.
Response Time
Activity Frequency
Content Preferences
Usage time
Survey response time
Task response time
Changes in frequency of
logging in
Engagement % by
content type
When they login to the
platform
EXAMPLE DATA

19. Completion
Data

20. Completion Data × Onboarding
DATA WITH POTENTIAL ONBOARDING IDEAS TO UNLOCK
Trigger gates for processes such as verification,
employee ID creation, asset allocation, etc.
Imagine HR partners having the ability to respond
instantly to a new hire who may have rated their
recruitment process 2 out of 5.
The status of the verification can trigger critical
processes: to continue onboarding, terminate
onboarding or escalate the issue.
Trigger communication to reassure them that their
account has been setup and they will receive their
first paycheck in the next cycle.
Compliance Form
completion
Micro-survey
completion
Verification
completion
Payroll setup
completion
Employee Forms
Statutory documents
Ratings given on
micro-surveys
Background verification
status (green/amber/red)
Payroll account setup
EXAMPLE DATA

21. PERSONAL
ANALYTICS

22. Gamifying
Self-Improvement

23. DATA WITH POTENTIAL ONBOARDING IDEAS TO UNLOCK
Revealing progress can motivate new hires to
complete their onboarding. Revealing the progress
of others can add a sense of play and urgency.
Assign a skill improvement plan based on the skills
shared by the candidate.
Understand circles of hidden hero employees who
help new hires onboard.
A new hire can get a sense of the values they
represent really well and ones they need to work on
Progress data
Skill data
Relationship data
Company Values
Personal Analytics × Onboarding
Completion %
Engagement %
Skills known
Skills to learn
People who helped during
first 90 days
Rating the new hire on the
values they represent
EXAMPLE DATA

24. Let’s talk.
Please share your comments: kiran@tydy.it
SUMMARY
USE THE DATA
YOU ALREADY
HAVE.