Digital Onboarding :

The New Age Business

Strategy

Disprz
15 Corporate Place South, Suite #403,
Piscataway, NJ, 08854, USA
Table of Contents

01 Why is onboarding important?

02 What is digital onboarding?

03 What are the elements of digital onboarding?

1. Device / Technology Infrastructure
2. Platform
3. Content / User flow

04 Don’ts of Digital Onboarding

05 How can Disprz help?

02 | digital onboarding | www.disprz.com

Why is Onboarding
Important?

03 | digital onboarding | www.disprz.com

Is Onboarding a myth?
Or does it really affect your business numbers?
Every employee carries their highest level of enthusiasm
when they arrive on their joining day!
Still 31% of them quit within the first six months.

People who have left a job within:

1st week 16%

1st month 17%
2nd month 16%
3rd month 17%
4th month 10%
31% of people have
quit a job within the 5th month 5%
first six months 6th month 14%
* Source: BambooHR

In one out of six cases, the reason employees leave is

an ineffective onboarding process and the cost of
replacing a good employee can be as high as $65,000!

04 | digital onboarding | www.disprz.com

 ....still not convinced?
Well, there is a direct link between
onboarding and business growth:
According to Talentwise, 91% of new hires stick with a company
for at least one year if the organization has any kind of onboarding
process in place. And 69% of those new hires stick for at least
three years when it has a well-structured onboarding program.

On the other hand, onboarding programs help increase employee

performance by as much as 11%.

So, the choice is yours! If you still think investing on onboarding is

an avoidable expenditure, remember the cost to company is even
higher without such a mechanism in place.

A study by Aberdeen Group finds world’s highest performing

organizations have implemented onboarding initiatives to fuel
their business growth. As a result of their efforts, they were
able to report:
• 66% better assimilation of new hires into company culture
• 62% higher time-to-productivity
• 54% higher employee engagement

The choice is really yours..!!

05 | digital onboarding | www.disprz.com

Every recruitment is an investment.
The turnover is expensive, astronomically so!
But the need for Onboarding goes beyond numbers...
The cost of replacing an entry level employee is 30-50% of their annual salary.
For mid & senior-level employees it can even reach 150-400%. At every departure, morale
and productivity suffer. That’s why it’s important that organizations hold on to their people.
They can start by providing a well-designed onboarding process.

According to Aberdeen, in 86% of cases, a new hire’s decision to stay with a company
for long-term is made within the first six months of employment.
That requires a great first impression!

Successful onboarding is the extent to which you can integrate your new hires into
organizational culture. That generates loyalty, and out of that will come performances
that are extraordinary!

In addition to teaching new hires abut the mission, vision, values, and culture of the
organization, proper onboarding ensures that new employees fully understand
their roles and how they relate to the organization’s big picture operations.

06 | digital onboarding | www.disprz.com

What is
Digital Onboarding?

07 | digital onboarding | www.disprz.com

 Conventional Onboarding Vs
Digital Onboarding
Where old-school onboarding missed the bus?
How many of you really remember the chairman’s message
from the induction session on your joining day? And all those
paperwork on the first day? And the volumes of slides relating
to business conduct guidelines?

If at 10 AM they’re excited to make a difference, by the time

the clock ticks 4, they are all susceptible to the vagaries of
transition — physical as well as mental. And why not? They
were made to sit in a windowless room signing form after
form, then awkwardly introduced to the team, shown to their
desk, and thrown in at the deep end!

This is the way it’s always been done. And sadly, this
conventional way is not working anymore. How can we make
Onboarding effective then? In changing times?

By making Onboarding digital ! Yes.

08 | digital onboarding | www.disprz.com

Digital Onboarding is in line with
millennials’ thought process
70% of what is learnt is forgotten on the first day.
Do you still expect your new hires to remember all the business
conduct guidelines, company’s vision and mission, and product/
process workflow that were thrust upon them on joining day?

Experts say that by 2025, 80% employees at workplace will be

millennials, who have characteristically shorter Attention Spans.

The best way to train them is to engage them. Need of the hour
is to make the Onboarding process experiential.

HOW HUMANS LEARN

Forgetting
Curve Periodic intervention
Learning
to ensure Curve
sustainable learning

Learning
Curve

09 | digital onboarding | www.disprz.com

 From handbooks to digital:
Why should you move away from
physical onboarding to digital onboarding?
Almost everything that was offline has now turned online.
But it’s not about the trend; we see enough merit in taking
the digital route for employee onboarding in the new age.

To start with, the biggest advantage with digital onboarding

is that you don’t have to wait for batches. It’s this waiting for
the batches that often slows down the hiring process.

With Virtual Onboarding, each and every training deliverable

can be rolled out to anyone and everyone as and when they
join. So that you can hire and onboard almost every day.

10 | digital onboarding | www.disprz.com

Elements of
Digital Onboarding

11 | digital onboarding | www.disprz.com

Digital onboarding has 3 elements and
each of them are interconnected

DEVICES CONTENT

PLATFORM

12 | digital onboarding | www.disprz.com

DEVICE

13 | digital onboarding | www.disprz.com

What devices are essential for
digital onboarding?
By its sheer definition, digital is anything that moves from offline to online.
The arrival of internet meant paperwork had to make way for online operations.

So the hard files made way for excel sheets and content management systems, and
eventually to Learning Management Systems (LMS). But it didn’t stop there. In came
mobile learning & development platforms like Disprz that use gamified leader boards to
disperse training. When learning is available to you on your mobile phone in a gamified
style, new hires will naturally feel more engaged and self-motivated to get onboarded.

Level up even more. Futuristic companies are now using virtual reality (VR) for
employee onboarding to simulate real-life scenarios with immersive video
and audio involving multi-sensory experiences!

Specially with the frontline deskless jobs, VR-based digital onboarding can be a boon.
The field workers enter the ground much more prepared and job-ready when they are
trained with VR-based training beforehand. These days there are advanced VR products
that can pick up and translate body language and other non-verbal cues. You can let
new hires experience being welcomed into the organization by the CEO, meet your
fellow colleagues who sit continents away, and get a glimpse into the culture of the
organization in a format that not only engages, but enchants you.

14 | digital onboarding | www.disprz.com

PLATFORM

15 | digital onboarding | www.disprz.com

What platform features are essential for
Digital Onboarding?
Mobile learning platforms are the new fads. But irrespective of whether you use PCs,
laptops or mobile phones for digital training, the following elements are a must in the
onboarding platform:

1. Should host different kinds of onboarding experiences:

a. Self-paced
b. Conversation / simulation based
c. Live virtual sessions
d. Classroom based training

2. Should be able to host different kinds of content

3. Should have social networking enabled in it

4. Should have gamification and rewards features

5. Should have strong analytics to track engagement and effectiveness

6. Should have a feedback feature to get suggestions post the session,

like polls, quizzes etc.

16 | digital onboarding | www.disprz.com

CONTENT

17 | digital onboarding | www.disprz.com

How should content be organized to make
digital onboarding effective?
Knowledge Areas Skill Sets

COMPANY INDUSTRY COMPLIANCE BEHAVIORAL FUNCTIONAL

PRODUCT PROCESS LEADERSHIP

The content modules should be broadly designed to cover two parts — knowledge areas and skill sets. To reduce time-to-
productivity, it’s important to let new hires get used to company’s products/services and industry clientele, in addition to the
mandatory & voluntary compliance modules. On the other hand, customer focus and sustainability are special behavioural
skill-sets that should be given attention. The functional deliverables from sales and marketing should be effectively dispersed
as engaging learning modules. Above all, the culture of leadership should be inculcated right from day one, from taking
ownership of tasks to understanding the larger industry picture beyond the workflow. When we talk of digital content for
learning, we largely talk of bite-sized microlearning content snacks that could be consumed anywhere, just-in-time.

18 | digital onboarding | www.disprz.com

How content should be created in a
Digital Onboarding world?

Comprehensive & Facilitate Continuous

End to End Content engaging content Learning & Upskilling
Delivery

Constant Job readiness Measuring real-time Letting content appeal

by regularly updating performance & Engagement to different learning
training modules with Constant Feedback styles

19 | digital onboarding | www.disprz.com

 DON'Ts
of Onboarding

20 | digital onboarding | www.disprz.com

Everyone talks about the Do’s.
Here, we'll tell you the Don’ts of Digital Onboarding:
Don’t overkill with compliance topics: Compliance is important but that its tone is boring
is a fact. Offer gamified, scenario-led, or video-based content to engage the learners.

Don’t limit onboarding to first week or month: Don’t focus on launching everything / all
the content on the first day or week. Instead devise personalized 30-60-90 days learning
journeys for each and every participant.

Don’t force one content delivery style to all in the batch: Allow each and every learner
access to blended content, and let them decide which medium suits them best be it games
or scenario-based simulations or VR.

Essence should not be on completion, but experience: That is how you integrate the new
joinees into your culture.

No matter how virtual it can get, don’t make the onboarding go 100% virtual: Resist
the temptation. You still need a human touch. Onboarding should include one-on-one
discussions with your supervisors and senior stakeholders and the interactions should
connect and touch a chord.

21 | digital onboarding | www.disprz.com

How can

HELP?

22 | digital onboarding | www.disprz.com

Disprz is your trusted learning &
development partner, not just a vendor

We have a category defining We offer best-in-class content We help you structure and streamline
platform that’s best in the services delivered end-to-end your L&D ecosystem, serving as
industry with multimedia designs. internal assistant at every step

We help with end-to-end launch We offer impactful analytics to track what is

of platform and assist further with working and what is not, constantly monitoring
internal campaign management performance and identifying skill gaps

23 | digital onboarding | www.disprz.com