HSBC explains how it structures and develops its award-winning onboarding programme.
HSBC’s onboarding vision is informed by our purpose of ‘opening up a world of opportunity’ by attracting and growing a skilled and diverse workforce.
Several early talent programmes run across business areas aligned to a global programme framework. This enables us to achieve consistency with onboarding, induction and on-programme development experiences.
We want people to feel prepared, supported and connected before they join and throughout onboarding and induction enabling them to bring their best and contribute fully to HSBC goals.
With potentially long timelines between offer and starting (75% of Interns offered a graduate role for the following year) and an increase in students favouring other industries, we aim to minimise reneges by building excitement, understanding and work readiness.
Graduate focus groups showed that we need to bring to life our culture, demystifying it and creating belonging which is critical for graduates to succeed. Also, building confidence and work readiness continues to be to be a focus of our ‘keep warm’ strategy as we further support the transition from education to employment.
Onboarding activity
Onboarding platform Welcome Hub delivers social media style communications, content alerts, 24/7 chatbot and information tailored to each programme. This combination of activity recognises our tech-savvy audiences want on-the-go learning and to connect pre-joining. We also mirror our ‘Candidate Preparation’ recruitment platform to provide consistency.
Virtual events run across time zones enabling access for those relocating internationally. They include, Meet the Grads, Campus to Corporate Upskilling, Employee Resource Groups and Financial Wellbeing.
Alumni shape content to reduce digital fatigue and ensure relevance. Top content can be ‘starred’ monitored by feedback polls. Data flags those unregistered, so recruiters can support or share content in alternative ways.
Access to Finance Modules includes 250+ modules and tailored learning plans of essential work/business specific skills to support transition. This benefits the majority of new starters who have non-finance backgrounds.
Keep Warm days connect hires early with graduate coaches/buddies, development teams, and managers to create belonging. A guidance framework ensures a consistent experience.
Graduate Induction is a three-day inspiring and immersive experience. It connects to HSBC’s purpose, identifying strengths and building skills that enable graduates to be successful in their future roles. Our CEO, business leaders and graduate alumni share how they contribute to HSBC’s goals. Sessions run virtually over various time zones to maximise opportunities for networking/connecting.
Business-specific technical training promotes connectivity and roundtable discussions, tackling conversations about imposter syndrome and wellbeing to support those struggling with the transition.
Accelerating Your Strengths development programme starts pre-joining. This uses selection process feedback and self-assessment tools to give 90-day plans that are tailored to personalised learning style as well as access to learning resources
Degreed learning platform provides curated content aligned to skills gaps.
Digital and data literacy interactive training ensures graduates are upskilled and gain
increased confidence in these key areas.
Supporting onboarding
Ultimately our programmes serve critical business talent needs, so management alignment and continued support is central:
- Business stakeholders shape HSBC’s emerging talent strategy and interact with graduates throughout the programme – this is key to successful integration for new cohorts.
- Executive Sponsors contribute extensively to programme design and execution, including how business strategy influences hiring volumes, skills profiles and training needs.
- Two-way dialogue with senior leadership is encouraged, including through our Global Speaker Series
- Managers are pivotal in selecting talent and creating the experience. We offer line manager training and there are monthly meetings and regular reviews
- Recruiters give local onboarding guidance to support new hires through vetting via presentations, supportive calls and step-by-steps. Work place adjustment ‘Purple Passports’ helps facilitate open conversations
- New starters have access to buddies, mentors, wellbeing resources and specialist groups. For example, mentors register on our online portal and graduates self-select based on interests/chosen criteria. Embrace and LGBTQ+ mentoring programmes attract non-white and LGBTQ+ colleagues, where mentors are upskilled to support more challenging conversations e.g micro-aggressions and codeswitching.
Onboarding success
Our onboarding process prepares graduates by sharing insights and information, building skills and engagement regardless of prior experience. Key results:
- Through using Welcome Hub, 96% felt better prepared/more confident and 96% felt more connected to HSBC
- 810 attended 15+ events giving ‘world class’ NPS rating
- 94% took pre-joining self-assessments
- 98% felt pride and excitement through the induction
- Reneges reduced 14.3%
- 90% recommend the Global Graduate Induction hearing from 80+ business leaders and HSBC Execs
- 97% feel a great level of pride and excitement to be part of HSBC
- Best Student Onboarding and Induction Activities Programme – ISE Awards 2024
Onboarding will be one of the themes explored at this year’s ISE Student Development Conference.