Hiring & Onboarding (PLB)

Joe Ruggieri

jruggieri@nextjump.com

Miranda Lin

milin@nextjump.com

Sophia Boubal

sboubal@nextjump.com

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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