breakfast news on-boarding and retention presentation november 27
TRANSCRIPT
The Happenstance
Thursday 27 November 2014
Bridging the gap –on-boarding and retention
Director, GTI Media
Simon Rogers
Breakfast News in 2014
27 February – Being strategic (why recruit grads)
7 May – Channel strategies
26 June – Messaging strategies
18 September – Sourcing and selection
Today– Onboarding and retention
Agenda
Welcome – Simon Rogers
The economic forecast
Declan Curry, Broadcaster, Business & Economics journalist
Is everyone on board?
Linda Moir, leading consultant and speaker on customer experience
Retention matters
Stephen Isherwood, CEO, AGR
Consider yourself one of us?
Henry Oliver, Research Manager, Work Group
#MrToast
We want to hear from you
via twitter
Closing date for entries: Friday 23 January 2015
www.targetjobsawards.co.uk
TARGETjobs is consistently delivering both quantity and quality
applications this Autumn.
Once you have identified which areas of your business require more
applications talk to us about targeted top up opportunities across email and
remarketing.
Visits to TARGETjobs up 54% YOY 800,000 registered users
• 500+ multi disciplinary students
• Extensive marketing campaign by
Enactus UK
• Interactive mixed table discussions
• Employability / How to get Hired content
• ‘Careers fair style’ networking
• New larger venue @ Wembley
• February 23 2015
Parental influence on
children’s academic
and employment
choices
Exploring how universities, careers services
and employers need to respond effectively to
the increasing importance of parents as
influencers.
Thursday 4 December, 2014. London
• The UK’s first quarterly graduate
confidence index, based on poll of 3,000
students
• Measures students’ confidence in gaining
graduate employment after graduation
• Results by gender, degree, year of study,
location, ethnicity and university
• Updated at Breakfast News to show
trends and inform the market
The trendence
Graduate Confidence
Index:A Summary of 2014
Over the course of 2014
we have been measuring
how confident the UK’s
students and recent
graduates are about their
ability to find
employment.
We do this by asking two questions:
1. How long do you think it will take
you to find your first graduate
job?
2. How many applications do you
think you’ll have to make?
We then use their answers to produce
our Confidence Index scores.
7674
7573
66
68
70
72
74
76
78
80
82
84
Quarter 1 Quarter 2 Quarter 3 Quarter 4
The Overall Confidence of the UK’s Students
The scores above show the average confidence of our total sample for each
quarter. With a little fluctuation, we can see that their confidence is following a
slight downward trend.
Confidence Levels: Key Demographic Findings
LONDON……was the region with the lowest level of confidence this year
(Average confidence score: 73)
7378
On average, female respondents had a confidence level five points below the average male respondent.
78First years are extremely confident, but in final year students’ confidence takes a dive.
Recent graduates are the least confident demographic of all.
The Least Confident, the Most Confident
All of this data has been taken from our Quarter 4 findings.
We can cut the data in the Graduate Confidence Index by gender, ethnicity, location, social profile, subject of study, year of study, and university.
Below, we have put together a few student profiles so that you can see how the confidence score varies for each one:
Score: 97 Score: 78 Score: 69 Score: 52
MaleWhiteMedicine StudentMiddle Years
Yorkshire FemaleAsianLaw Student
MaleFinal YearEnglish StudentState Educated
Greater LondonState EducatedMedia StudentGraduated
The Graduate Confidence Index:We’ll be back, bigger and better. Watch this space in 2015.
This is our first year charting the optimistic highs and
the pessimistic lows of job confidence that our students
experience as they go through university life.
In 2015 we’re going to be building on the findings of the
2014 Graduate Confidence Index. Watch this space for
more in-depth cuts of data, more comprehensive
reports, and a greater insight into the job searching
experience of the UK’s undergraduates.
Linda Moir
Engaging your people to
differentiate your brand
Is everyone on
board?
Caring
Well Trained
Cliquey
Formal
Procedural
Complacent
Professional
Fun
Sexy
Informal
Inconsistent
Lifecycle Overview
PROUD TO WORK AT VIRGIN
95 %
UP FROM 90%
CUSTOMERSATISFACTION
92 %
UP FROM 89%
London Games makers
Lessons for business
London hosted the games in 1908 and 1948
Beijing 2008
London wins the bid 2005
Volunteer Games Makers Recruitment
• Self selection principle
• Balance engagement with reality
Three golden rules from Sydney
Keep volunteers busy
1.
Keep volunteers rotated
2.
Three golden rules from Sydney
Three golden rules from Sydney
Recognise people and their needs
3.
Stephen Isherwood,
CEO, AGR
Retention matters
No wonder they are confusedStudent life
• The student as
consumer
• Clear tasks
• Flexitime
• Quest for
perfection
• Peers
Employee life
• The employer as
consumer
• Ambiguous tasks
• Working week
• Quest for
efficiency
• Hierarchies
Trends across the last five years• Onboarding and retention is important for AGR members
• Onboarding is an extended commitment – one to two years
• Median induction is five days
• Median development programme is 1-2 years
• Median days of on-the-job training is 147
Scope of commitment varies..
Key insights from analysis• Tough to directly link on-boarding with retention
– not enough data
• BUT – dissatisfaction with career development is never one of the top two reasons for leaving AGR members
Trends our analysis has thrown up
• Longer inductions are on the increase
• Rotations are on the increase
– 81.1%, up from 69.9% two years ago
• The norm seems to be 15% of graduates
leaving every two years
High price of failure
‘25% of new starters make the decision in
their first week that they no longer want to
work with the company’
Henry Oliver, Research
Manager, Work Group
Consider yourself
one of us?
There is one very good reason why you
should conduct on-boarding research …
In 2012-13 AGR members spent £22.5 million on
marketing their graduate opportunities – that’s
about £125,000 each.
What sort of
research are we
talking about?
The knowledge problem
“There is beyond question a body of
very important but unorganized
knowledge which cannot possibly be
called scientific: the knowledge of the
particular circumstances of time and
place... statistical aggregates show a
very much greater stability than the
movements of the detail.”
One of Friedrich Hayek's obvious-once-pointed-out observations is that society is full of
local knowledge, often of a subtle nature and only fleetingly exploitable. That is one
reason why decentralised market processes tend to work well. When a hierarchy has to
exist, Hayek's insight is the reason why bosses should want to receive truthful
assessments of what is going on the shop floor (they don't) and subordinates
should be happy to provide them (they aren't).
What makes matters worse for any organisation is that the same dynamic is taking place
at every level. Each middle manager is a fresh obstacle to the flow of truth up a hierarchy
of wastebaskets. Sensible managers try to let information flow freely, but many are happy
to reinforce the barricades for their own peace of mind.
Tim Harford, Financial Times, 25th February 2010
The Civil Service engagement index has
fluctuated between 56 – 58% since 2009. This
is probably because only 33% of people
agreed with the following statement: “I think
effective action has been taken on the results
of the last survey.” It is difficult to know why
they keep doing the survey.
Aggregation in action
“I notice increasing
reluctance on the part of
marketing executives to
use judgment; they are
coming to rely too much on
research, and they use it as
a drunkard uses a lamp
post – for support, rather
than for illumination.”
0 5 10 15 20 25 30 35 40 45
We do not ask for feedback on our on-boarding process
If someone comes forward with an idea we’ll think about it
We have an informal process, we are interested to hear their suggestions on howwe can improve
We have a formal process and collect feedback on all aspects of our on-boarding
Do you ask for feedback on graduates’ experience of on-boarding?
0 10 20 30 40 50 60
We have no plans to update our on-boarding programme
We are planning to update on-boarding programme soon
We update our on-boarding programme annually
We keep our on-boarding programme under constant review
We are currently updating our on-boarding programme
We have recently updated our on-boarding programme
When do you update your on-boarding programme?
You probably conduct
research every day…
Legitimate forms of research
• Regular catch-ups with colleagues
• Keeping an eye on people around you
• Talking to people in other departments
• Informal exit interviews – follow up
• Gossip, anecdotes and scandal
• Having a moan in the pub on a Friday
Research in action
“That 15 minute chat I have with people tells me
so much. Often it goes off on a tangent and then
it starts to tell me about that person. You can get
a sense about their level of engagement and
how confident they’ll be with clients. That chat is
an important part of the induction.”
Linda, HR Manager, Work Group
Analysing
the data
• 1,892 graduates from the Targetjobs database
• 78% of them graduated since 2012
• Wide range of sectors – from retail to city
Retail
Consulting
Finance
Media
Charity
Law
SME
Banking
Construction
Who took part in the survey?
Starter for ten:
When does the
on-boarding
process begin?
0 5 10 15 20 25
Never
After probation
In my first month
In my first week
On my first day
Between being offered the job and starting
When I accepted the offer
During the recruitment process
Looking back, when do you think your organisation started on-boarding you?
0 5 10 15 20 25 30 35 40 45
Never
After probation
In the first month
In the first week
On the first day
Between the job offer and the first day
When graduates accepted the offer
During the recruitment process
When does your on-boarding process start?
Who’s in charge
around here?
0 10 20 30 40 50 60 70
Not sure
Colleagues in my team
My assigned buddy/mentor
My line manager
HR
Who was responsible for on-boarding you?
0 10 20 30 40 50 60 70 80 90
It varies
The recruitment team
Line managers
The learning & development team
Who is responsible for on-boarding ?
I would like to structure the process
more rigidly and put in place measures
for feedback and improvement.
It should be more
structured with
clear roles and
responsibilities.
Slightly more focused from day one
Results from the
graduates’ survey
0 10 20 30 40 50 60
Unprofessional – there was little information/the interviewer was late/did not listen to my answers/did not appear interested in me
Somewhat unprofessional – it was disorganised and I did not feel I could do my best
Quite professional – it was ok I got asked the usual questions but could have done with more information
Very professional – they explained what was going to happen and put me at my ease
How professional was the recruitment process?
0 5 10 15 20 25 30 35 40 45 50
I was not given information
On my first day
I had to ask for it before I started
Just before I started
Within a few days
At the same time
How soon was info about the first day sent?
0 10 20 30 40 50 60
Not welcomed – people generally ignored me and I felt quite uncomfortable
Somewhat unwelcomed – I wasn’t sure what to do or who to get help from
Quite welcomed – people knew I was expected and some came and introduced themselves
Very welcomed – I was introduced to lots of people and they were all very friendly
How welcomed and included were you on your first day?
0 10 20 30 40 50 60
I had serious doubts and did not know what to do for the best
I was quite concerned, the experience wasn’t what I expected and it was quite different to how I felt during the recruitment process
I had no strong feelings either way
I was pretty satisfied, it was all very new but it was clear that I wouldget the support I needed
Utterly convinced, I really enjoyed my first week
How reassured were you after the first week?
0 5 10 15 20 25 30 35 40
Not well, it was difficult to find out about the wider business
The information was presented, but it was not easy to engage with
Somewhat well, I had to piece things together myself
Quite well, not much was left out
Very well, I was thoroughly inducted
How thorough was your induction in the first few weeks?
0 5 10 15 20 25 30 35 40 45 50
Not clear, it was often unclear what was expected of me
Somewhat clear, I often had to work out what was expected of me
Quite clear, most of the time I knew what was expected of me
Very clear, I always or almost always knew what was expected of me
How clear were your performance expectations in the first three months?
0 5 10 15 20 25 30 35 40
None of the above
Being told about useful organisations to join
Training in skills you needed to develop for your role
The chance to socialise with people in the business
Opportunities to get involved in client-facing work
A review at the end of my first week
What do you think was missing from the on-boarding process?
It is worth bearing in mind, as
we go through the following
graphs, one very simple rule:
purple and blue are good –
yellow and orange are bad.
The first week:
don’t make the
perfect the enemy
of the good
0 50 100 150 200 250 300 350
I have been looking to move for a while
I am currently looking to move
Less than a year
More than a year
For a few years
How reassured were you after your first week?
Ho
w m
uch
lon
ger
do
yo
u e
xpec
t to
sta
y w
ith
yo
ur
curr
ent
com
pan
y?How long people intend to stay with a company vs how convinced they
were after the first week
Utterly convinced, I really enjoyed my first week
I was pretty satisfied, it was all very new but it was clearthat I would get the support I needed
I had no strong feelings either way
I was quite concerned, the experience wasn’t what I expected and it was quite different to how I felt during the recruitment process
I had serious doubts and did not know what to do forthe best
0 10 20 30 40 50 60 70
I have been looking to move for a while
I am currently looking to move
Less than a year
More than a year
For a few years
How reassured were you after your first week?
Ho
w m
uch
lon
ger
do
yo
u e
xpec
t to
sta
y w
ith
yo
ur
curr
ent
com
pan
y?How long people intend to stay with a company vs how convinced they
were after the first week
Utterly convinced, I really enjoyed my first week
I was pretty satisfied, it was all very new but it was clearthat I would get the support I needed
I had no strong feelings either way
I was quite concerned, the experience wasn’t what I expected and it was quite different to how I felt during the recruitment process
I had serious doubts and did not know what to do forthe best
What difference
do inductions
make anyway?
People looking to leave
or stay according to their
induction experience
0 50 100 150 200 250
The information was presented, but it was noteasy to engage with
Not well, it was difficult to find out about thewider business
Somewhat well, I had to piece things togethermyself
Quite well, not much was left out
Very well, I was thoroughly inducted
How much longer do you expect to stay with your current company?
Ho
w t
ho
rou
ghly
wer
e yo
u in
du
cted
into
th
e w
ider
bu
sin
ess?
Number of people looking to leave or stay according to how well they were inducted
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 10 20 30 40 50 60
The information was presented, but it was noteasy to engage with
Not well, it was difficult to find out about thewider business
Somewhat well, I had to piece things togethermyself
Quite well, not much was left out
Very well, I was thoroughly inducted
How much longer do you expect to stay with your current company?
Ho
w t
ho
rou
ghly
wer
e yo
u in
du
cted
into
th
e w
ider
bu
sin
ess?
Percentage of people looking to leave or stay according to how well they were inducted
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 10 20 30 40 50 60
The information was presented, but it was noteasy to engage with
Not well, it was difficult to find out about thewider business
Somewhat well, I had to piece things togethermyself
Quite well, not much was left out
Very well, I was thoroughly inducted
How much longer do you expect to stay with your current company?
Ho
w t
ho
rou
ghly
wer
e yo
u in
du
cted
into
th
e w
ider
bu
sin
ess?
Percentage of people looking to leave or stay according to how well they were inducted – less than a year
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 10 20 30 40 50 60 70
The information was presented, but it was noteasy to engage with
Not well, it was difficult to find out about thewider business
Somewhat well, I had to piece things togethermyself
Quite well, not much was left out
Very well, I was thoroughly inducted
How much longer do you expect to stay with your current company?
Ho
w t
ho
rou
ghly
wer
e yo
u in
du
cted
into
th
e w
ider
bu
sin
ess?
Percentage of people looking to leave or stay according to how well they were inducted - more than a year
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 10 20 30 40 50 60 70
The information was presented, but it was noteasy to engage with
Not well, it was difficult to find out about thewider business
Somewhat well, I had to piece things togethermyself
Quite well, not much was left out
Very well, I was thoroughly inducted
How much longer do you expect to stay with your current company?
Ho
w t
ho
rou
ghly
wer
e yo
u in
du
cted
into
th
e w
ider
bu
sin
ess?
Percentage of people looking to leave or stay according to how well they were inducted - more than a year
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
Induction experience according to how long people expect to stay with their current employer
0 10 20 30 40 50
I have been looking to move for a while
I am currently looking to move
Less than a year
More than a year
For a few years
How thoroughly were you inducted into the wider business?
Ho
w m
uch
lon
ger
do
yo
u e
xpec
t to
sta
y w
ith
yo
ur
curr
ent
com
pan
y?
Induction experience according to how long people expect to stay with their current employer
Very well, I was thoroughly inducted
Quite well, not much was left out
Somewhat well, I had to piece things togethermyself
Not well, it was difficult to find out about thewider business
The information was presented, but it was noteasy to engage with
0 10 20 30 40 50
I have been looking to move for a while
I am currently looking to move
Less than a year
More than a year
For a few years
How thoroughly were you inducted into the wider business?
Ho
w m
uch
lon
ger
do
yo
u e
xpec
t to
sta
y w
ith
yo
ur
curr
ent
com
pan
y?
Induction experience according to how long people expect to stay with their current employer
Very well, I was thoroughly inducted
Quite well, not much was left out
Somewhat well, I had to piece things togethermyself
Not well, it was difficult to find out about thewider business
The information was presented, but it was noteasy to engage with
0 10 20 30 40 50
I have been looking to move for a while
I am currently looking to move
Less than a year
More than a year
For a few years
How thoroughly were you inducted into the wider business?
Ho
w m
uch
lon
ger
do
yo
u e
xpec
t to
sta
y w
ith
yo
ur
curr
ent
com
pan
y?
Induction experience according to how long people expect to stay with their current employer
Very well, I was thoroughly inducted
Quite well, not much was left out
Somewhat well, I had to piece things togethermyself
Not well, it was difficult to find out about thewider business
The information was presented, but it was noteasy to engage with
The effect of good and bad recruitment on the intention to leave or stay
0 5 10 15 20 25 30 35 40
Less than a month
Up to three months
Between three and six months
Between six months and a year
More than one year
How much longer do you expect to stay with your current company?
Ho
w lo
ng
hav
e yo
u b
een
wit
h y
ou
r cu
rren
t co
mp
any?
How long people have been with a company vs how much longer they expect to stay
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 5 10 15 20 25 30 35 40
Less than a month
Up to three months
Between three and six months
Between six months and a year
More than one year
How much longer do you expect to stay with your current company?
Ho
w lo
ng
hav
e yo
u b
een
wit
h y
ou
r cu
rren
t co
mp
any?
How long people have been with a company vs how much longer they expect to stay
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 5 10 15 20 25 30 35 40
Less than a month
Up to three months
Between three and six months
Between six months and a year
More than one year
How much longer do you expect to stay with your current company?
Ho
w lo
ng
hav
e yo
u b
een
wit
h y
ou
r cu
rren
t co
mp
any?
How long people have been with a company vs how much longer they expect to stay
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 5 10 15 20 25 30 35 40
Less than a month
Up to three months
Between three and six months
Between six months and a year
More than one year
How much longer do you expect to stay with your current company?
Ho
w lo
ng
hav
e yo
u b
een
wit
h y
ou
r cu
rren
t co
mp
any?
How long people have been with a company vs how much longer they expect to stay - professional recruitment process
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 5 10 15 20 25 30 35 40 45
Less than a month
Up to three months
Between three and six months
Between six months and a year
More than one year
How much longer do you expect to stay with your current company?
Ho
w lo
ng
hav
e yo
u b
een
wit
h y
ou
r cu
rren
t co
mp
any?
How long people have been with a company vs how much longer they expect to stay - unprofessional recruitment process
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 5 10 15 20 25 30 35 40 45
Less than a month
Up to three months
Between three and six months
Between six months and a year
More than one year
How much longer do you expect to stay with your current company?
Ho
w lo
ng
hav
e yo
u b
een
wit
h y
ou
r cu
rren
t co
mp
any?
How long people have been with a company vs how much longer they expect to stay - professional recruitment and thorough induction
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
0 10 20 30 40 50 60 70
Less than a month
Up to three months
Between three and six months
Between six months and a year
More than one year
How much longer do you expect to stay with your current company?
Ho
w lo
ng
hav
e yo
u b
een
wit
h y
ou
r cu
rren
t co
mp
any?
How long people have been with a company vs how much longer they expect to stay - unprofessional recruitment and not-thorough induction
For a few years
More than a year
Less than a year
I am currently looking to move
I have been looking to move for a while
“I didn’t get an induction in my last job. There was no
honeymoon period, no excitement. It was boring
from the off. I wanted to leave within six months but
ended up staying for three years.”
The bloke I sit next to*
*This finding came up as part of a ‘gossip, anecdote or scandal’ – one of the legitimate forms of research identified above
“Most of the meetings organised in my induction
were cancelled. They gave me a large pack from HR
with ‘everything I need’ in it. I felt like leaving in the
first few weeks. Contrast it to my previous employer,
where everyone welcomed me and understood how
my role would interact with theirs.”
My wife*
*This finding came up as part of an ‘informal exit interview’ – one of the legitimate forms of research identified above
Key points from this research
• Be clear about when the on-boarding process starts
• Someone needs to be in charge at all points
• A good first week is all you need to achieve
• Disengaged people might not leave quickly
• Selection continues during on-boarding
• Bad recruitment can be ‘made-up’ more easily than
bad on-boarding
• Culture can be as important as process
Thank you
Breakfast News 2015
announcement coming soon.
Enjoy the holidays & see you all
next year!