Hiring & Onboarding (PLB)
Joe Ruggieri
Miranda Lin
Sophia Boubal
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TOP TWO INVESTMENTS in Building a Great Culture
HIRING
Adoption
2 ENVIRONMENT
Family 1
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HIRING HISTORY
BRILLIANT JERKS
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HIRING TODAY
We’re not interviewing you for who you are today, but who you can become.
DEMONSTRATED CONFIDENCE(GRIT)
✓
DEMONSTRATED HUMILITY
✓
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HIRING what we learned, start with right mindset
STUDENT Mindset:HUMILITY
EXPERT
GRATEFUL✓ ENTITLED
RESPONSIBLE✓
INVESTMENT IN LOSS✓
VICTIM
KNOW-IT-ALL
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OUR SYSTEM
SUPER SATURDAY APP WAR ROOM
3.91
3.94
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SUPER SATURDAY: 10 Hour Date, 2-way street
3 X INTERVIEWS
SKILLS TEST
TEAM CHALLENGE
SPEAKER SERIES
CAREER FAIR
CEO RECEPTION
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SUPER SATURDAY: Next Jump Org Chart
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SUPER SATURDAY: Real Time Data & Analytics
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SUPER SATURDAY: Deliberation, Feedback
Everyone has a voice
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LEADERSHIP TEAM – 70% Super Saturday Recruits
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HIRING: Key Takeaways
✓ TREAT HIRING AS ADOPTION TO THE FAMILYFITS THE CULTURE AND ISN’T JUST ABOUT SKILLS
✓ RECRUITING SYSTEMGET MANY DATA POINTS RATED BY EVERYONEREDUCE ABILITY FOR ONE PERSON TO MAKE FINAL DECISION2-WAY STREET: GET TO KNOW THEM, LET THEM GET TO KNOW YOU
✓ START WITH GROWTH MINDSET / HUMILITYRIGHT: STUDENT MINDSET = GRATEFUL, RESPONSIBLE, GROWINGWRONG: EXPERT MINDSET = ENTITLED, VICTIM, KNOW-IT-ALL
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PERSONAL
LEADERSHIP
BOOTCAMP
ONBOARDING
UNDERSTANDING OF WHO YOU ARE
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Importance of getting onboarding right
• 86% of new hires look for a new job within their first six months on the job (among Millennials, that percentage is higher… and it happens earlier)
• 23% of new hires turn over before their 1yr anniversary
• New employees are 70% more likely to stay 3+ years if they have a positive onboarding experience
• It typically takes 8 months for a newly hired employee to reach full productivity
Source: MIT Sloan
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Importance of getting onboarding right
TEAM MISSION
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THREE LESSONS LEARNED: how we used to run
1. Lectures about Next Jump values and business
2. Prioritized skills development
3. The process lacked stress
PLBWhy
University
TPSW
CoachingFeedback
How we structure onboarding and personal growth
Discovering Potential Reducing Impediments
Jim Loehr:
Purpose / Best self
Brene Brown:
Vulnerability
Simon Sinek:
Purpose / WHY
Bob Kegan:
Immunity
Jim Loehr:
Character is a
Muscle
Peter Gorman:
Imbalances
History
1) Doing the job - CXT
2) Ownership mindset – PLB project
3) Personal development – awareness and
environment
PLB development areas
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We start every Next Jumper in our Customer Experience Team
PLB: THE PROGRAMME
GraduateFeedback3 wk checkpoints
StressPLB Project
Do the jobCXT
Environment (TP, SW)Practice plan
Online course designed to help discover your
purpose
Three-module structure
➢ Individual reflection
➢ Pair reflection with TP
➢ Coaching session
Why University Course
My Why: To encourage
people to keep going so that
they go beyond their vision of
what’s possible
Sophia’s PLB Journey
SELF AWARENESS + PRACTICE
SituationalWorkshops
TalkingPartners
(daily)
(weekly)
SETTING UP THE ENVIRONMENT FOR BEST SELF
Feedback (every 3 weeks)
Coaching (twice a week)
Purpose of PLB
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PLB: Graduation Ceremony
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“What makes Next Jump different is we want to
look at the true person.
We spend some time to know who you are. We
look at your strengths AND at your weaknesses.
Let us fix the weaknesses so we can eventually
build on strengths.”
-Dr. Peter Gorman
New approach: you is you
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PLB: Key Takeaways
✓ UNDERSTAND THE WHOLE PERSONCARE ABOUT IMPROVING YOU AS A PERSON AS PRIMARY PURPOSE
✓ INJECT STRESS STRESS BRINGS OUT TRUTH / IMPEDIMENTS
✓ FEEDBACK ENVIRONMENT MORE EFFECTIVE FROM PEERS THAN ONLY SENIOR LEADERS
✓ CEREMONIAL “GRADUATION”INJECT PRIDE IN BECOMING A NEXT JUMPER
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