What could a SOS

(Strategic Onboarding Solution)

be worth?
A Simplified Business Case

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Confidential

The Business Case: Onboarding to Retain & Reach Productivity

Hiring top talent is expensive, poor onboarding results in high churn Companies with poor onboarding practices need to higher more than 30 employees to keep 10 positions filled (12 month period) while the leading companies only need to hire 11

Even when hiring top talent companies still struggle to get hires to reach expected performance levels: With poor onboarding only 2 out of 10 employees meet expectations after 12 months while the leading companies achieve 8 of 10!

1.

Aberdeen Group, 2011

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How does your situation look? Retention and Productivity

Number of hires to keep 10 positions filled1 12 month period
Poor Average Great How many position are you filling? Sustaining and growing the business. How many employees do you hire to keep 10 positions filled? What is the total cost for each employee you need to replace?

>35
(27% retention)

16
(61% retention)

11
(96% retention)

Difference between your company and great worth?

___ hires = $ ,
Hires meeting expectations2 After 12 months
Poor Average Great

17% (or 2 /10)

39% (or 4 /10)

81% (or 8 /10)

How much is a high performing employee worth? How much is an under / low performing employee worth? How many of your employees meet performance expectations after 12 months?

How much is the difference between your company and great worth per 10 employees hired?

$ ,
1. 2. Aberdeen Group, 2011, and Vimbli calculations assuming ongoing staffing of the positions using the Aberdeen Group measured attrition rates Aberdeen Group, 2011

,
3

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Vimblis Role in Your War for Talent

A business often succeed or fail based on the ability to recruit and retain the best talent. In order to get, develop and retain the best talent businesses invest heavily. Often this investment does not yield a positive, differentiating result. Onboarding has been proven a significant contributor to retention, time to productivity, and several other metrics. Several books have been written about making a success of the first 90 days, successful onboarding and similar, but still it is difficult to achieve consistent outcomes in corporate outcomes. Vimbli introduces a solution where the business can allow the new hire to take ownership of his/ her new opportunity Contact hennie@vimbli.com for a free assessment of your onboarding needs, or for a demonstration of the Vimbli Solution.

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The Vimbli Solution Mix & Match

Your Vimbli A SaaS solution for individuals and corporations seeking a tool to support career development. Your Vimbli uses automated tracking of calendar, email and address book activities. Your Vimbli is currently in closed beta, and available for Google Apps only (i.e. Google email, Google Calendar and Google Address book). Microsoft Exchange to be added soon. Assessment of the current state of onboarding in the organization, and/ or the development of "Keys to Success" execution guides for specific roles in a company.

Assessments and Role Specific Onboarding Guides Career Management and Planning Workshops

Workshops typically cover personal goal setting and self-management best practices to achieve individual and team goals. Workshops typically conclude with the creation of a personal plan (i.e. 30, 60 or 90 days). Workshops are tailored to the specific needs of the group, and works best with a defined audience (i.e. new hires, hiring managers or HR). The workshop option also lends itself to team building and energizing groups. As needed. All coaching agreements are developed in partnership with the individual being onboarded, the hiring manager and, where applicable, the talent manager.

Individual coaching

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