Onboarding Laying the foundation for employee success Ever wonder why employees quit after less than a year? Or why some new hires come up to speed faster than others? Onboarding is a critical part of a good talent management strategy, but it is one of the least mature talent processes. As a result, onboarding often doesn’t have the positive impact that it could. Piles of paperwork, missed details, and busy managers often make a poor first impression on the new employees and increase ramp time. Studies show that more than 80 percent of new employees decide whether or not to stay with a company within the first year of being hired. An unorganized or incomplete onboarding process can cause those employees to rethink their decision to join the company just when they would be the most enthusiastic. SuccessFactors Onboarding has a comprehensive approach that can help SuccessFactors Onboarding, part of the SuccessFactors HCM Suite, takes a fresh approach to onboarding. Through a process that is easy, automatic, and personal, SuccessFactors Onboarding improves first-year retention and reduces ramp time by focusing on three key areas: • Guiding HR, the hiring manager, and the new hire through the steps of the onboarding process to create a consistent and complete process every time • Connecting new hires with the right people and relevant content immediately, creating early engagement and ultimately improving retention • Developing new hires quickly by seamlessly connecting onboarding to the other talent processes—such as recruiting, goal setting, and learning—and turning new hires into productive employees in record time Improving efficiency and compliance through better guidance You’ve optimized your recruiting process, you’ve worked hard on your employment brand, and you’ve successfully attracted and hired the best talent. But you might be seriously undermining those efforts if your onboarding process isn’t working. Studies show that of all the people involved in the onboarding process, the hiring manager has the greatest impact on new hires. Yet, hiring managers often are the least engaged. They may think onboarding is HR’s job. They may just be too busy, or they’re traveling when the new employee starts. Either way, the process will automatically go better when specific guidance for hiring managers makes bringing a new employee onboard practically foolproof. With SuccessFactors Onboarding, step-by-step wizards walk hiring managers through the process of how to prepare before the first day, and an easy-to-use dashboard makes it simple to track progress along the way. Corporate and legal compliance improves because all the paperwork and steps are built right into the process, so there is no question about which forms were e-signed and where they landed.

Hit the ground running: Early engagement leads to better first-year retention Starting a new job always creates some level of anxiety for the new hire—even seasoned executives! The first week is about learning the lay of the land—the physical land and the cultural land. SuccessFactors Onboarding provides tools that help new hires connect and feel comfortable even before the first day on the job. SuccessFactors’ own research shows that new hires begin to focus on delivering results only after they have finished all the paperwork and are past those first day anxieties. If you can help them build...