Onboarding

Onboarding – When it’s effective on an individual basis

Research shows that on average, it takes a new hire 80 days to reach typical production levels. During that time, the employee is on average 30% less efficient.

This can end up costing many weeks’ wages if a new hire is slow to develop, has challenges with their line manager and/or colleagues, or if they are often attracted to other types of tasks.

When that fact is combined with the knowledge that many employees leave within the first year, it suddenly seems expensive not to select employees properly – and then not to onboard them in a satisfactory manner.

Onboarding as a management discipline

Unfortunately, we often see that many companies believe that an IT system alone can ensure good onboarding. The only resources dedicated to the process are things like videos or written preboarding material. While this is a sensible first step towards getting the employee off to a good start, it cannot stand alone and should only count as a small part of onboarding.

It’s important to remember that onboarding is a management task and that it is a relational phenomenon. It is precisely the socialization of the employee in relation to their work tasks, their manager and the new organizational culture that forms the core of onboarding.

The talent test as a starting point

So what if you want to onboard new hires in the best possible way? Of course, you need to take care of the practical details in the traditional onboarding model, but that’s not enough. Individual onboarding initiatives should be planned based on the employee’s talent profile, which can be uncovered using the TT38 test.

For example, if you have an employee who is a learner, researcher and context seeker, you need to make sure they feel properly prepared before starting work immediately. On the other hand, a goal-oriented, starting and flexible employee would rather be thrown headlong into the job, as too much “schooling” demotivates them and they risk a bad start.

Customizing rather than standardizing the onboarding process based on each individual’s talents is crucial and you’ll see faster and better than average performance.

DID YOU KNOW?

 A META-ANALYSIS OF 1.2 MILLION PEOPLE SHOWED THE FOLLOWING RELATIONSHIP BETWEEN TALENT-BASED EMPLOYEE DEVELOPMENT AND COMPANY OUTPUT:

– Customer engagement: 3.4-6.9% increase
– Employee engagement: 9.0-15.0% increase
– Profit: 14.4-29.4% increase
– Sales: 10.3-19.3% increase
– Low churn: 5.8-16.1% reduction
– High churn: 26.0-71.8% reduction

Statements from happy customers

"In DOVISTA, we view “selection” as one of our most important competences, as our ability to choose the right people for the right position are crucial to creating the optimal organization.

In HR we have until recently based interviews on 4-factor profiles, which is an excellent conversation tool, but at the same time we were aware that we were missing an analysis and development tool.

Therefore, we choose to enter a collaboration with Talents Unlimited on their TT38 “Talent test” which gives us new and better opportunities to put together teams and organization based on a thorough test. It gives us opportunities we haven't had before. The fact that we have chosen to become certified ourselves, is because we see the tool utilized far wider than solely for recruitment, which is why we prefer it in-house, which allows us to work more agile, by having the competence ourselves"

Morten Vehl Revsbeck, HR Director DOVISTA.

"Personality tests have the effect of providing a rather caricatured - and therefore limited - image of a human being. TT38 is not like that.

TT38 draws a nuanced profile that better takes into account the often very contradictory qualities we each possess. The conclusions are not limited to "blue personality with a little green, so this is who you are", but is based on data on a wide range of personal traits and takes into account the interaction between them. It is all presented in a relatively straightforward way and is complemented by knowledgeable questioning and interpretation by Talents Unlimited, allowing the final nuances to come along

The warmest recommendations from here for both recruitment, efficiency and sheer curiosity"

Emil Zacho - Project manager @ Compell

"Talents Unlimited conducted the TT38 Talent Test on everyone in our team. It has been an eye-opening process for all parties, where each of us has been identified with personality, values, human top talents and non-talents - as well as their paradoxes.

I, as well as employees, are now geared to individualize the types of tasks we each enjoy the most, so that we can solve them with the least possible energy and get the highest possible output.

I really feel that we have shaped the pieces and we can now start to puzzle and create some even better teams that understand and complement each other's talents.

It will give us a better bottom line. Economically as well as socially"

Lars Skjoldby - CEO & Founder @ Skjoldby & Co

"In our selection of candidates, TT38 has
predicted the behavior 100% right each time!
The 3 times we chose not to follow the test
the candidate failed!"

Chairman of the HWC Funds MHL - Director Danotherm Electric A/S - Michael H. Laursen

"At Canon, we have a strong focus on hiring the right profiles that can succeed in our highly competitive market. Therefore, in collaboration with Talents Unlimited, we have used the TT38 Talent Test to define a success profile in sales that shows the talents a seller must have to be successful in our industry.
We can see that when we are loyal to our success profile, our success rate is higher in getting a salesperson to succeed in the job. This is of great benefit to both the employee and the company.
We have now gone one step further and have used the TT38 Talent Test in connection with team building in our sales team. The sellers and executives have become more focused on their talents and how they can become even better sellers, as well as how the sales team improve each other with each other's talent contributions"

Chatrin Sjøstrøm – Human Resources Director, Canon

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