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What Onboarding Metrics should HR Track?

In this video, Mr. Jamie Duncan answers questions about the Virtual Onboarding process. To watch the full presentation, please follow HR CHANNEL on Below, you can also read the transcript of Mr. Jamie's answers in the Q&A.

You mentioned earlier, something that really resonates to me as someone who's passionate about learning, right? You also mentioned about cognitive overload. But, you know, as a business owner, and as an investor, when we do onboarding and training plans, we prepare those contents in advance, because they are integral in making sure that our new hires know these information.

Advice for HR and Business Leaders

So how do you advise people like me, business leaders or HR managers, on what information to prioritize when they are in the process of deciding - on the first two weeks of being in the company? Like these are the information that are a priority, as opposed to dumping all these information to your new hire. How do you go about this process?

I guess, first start with the information that that really defines you as an organization, because one of the most important things when you have a new employee joining is getting them under your culture, right? Because if you have an employee that believes in your culture, they're going to become an ambassador, for you. So really emphasize on materials, first of all, that it will convey your your culture, right, that's the first one. Secondly, you need to prioritize the information that the employee needs to do their particular role. You're right in that - if you give too much information all at once, you don't know where to start, right? So what we do in Move Up, for example, is when you're pre boarding an employee, you only give them access to the first little bit of information, right? You hook them into the company, or you give them the essential skills right? After the first day, maybe you unlock more onboarding content or more training content. And once they've completed that, then you go into more skills development, that's important, but not 100% necessary for day one. So that would be the way I would approach it.

Jamie, have another question. You mentioned earlier about consistency and messaging. And for me, it's this is very important, because I see a lot of companies who start an information campaign, or you know, an employer branding campaign, but then it gets lost somewhere in the process.

How do you advise companies to reinforce the consistency in their messaging in their recruitment and onboarding initiatives?

When you are deciding what things require consistency of messaging, think about the stability of that content, right? High stability would be five years, a medium stability would be, let's say, two to three years, and then a low stability would be - it can change at any point in time. You should be investing your resources - let's say if you're creating, high level production videos, or you're creating video animations, you should be investing that in the high stability to meet the instability, content, things that are not likely to change in the next five to three to five years. And I can't tell you what that is. You need to look in your organization and see what that is. For things you identified that are maybe lower stability, you don't need to invest so much time or money into producing content for learning content for or video content for. That is not to say you can produce video content for but you can use like word like we're doing now we can use video platforms like zoom or loom or something to produce lower quality videos, and that's fine. That's fine if it needs to be updated.

To watch the full presentation, please follow HR CHANNEL on

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