Every new team member creates work before they can provide value. There are forms to complete, systems to update, policies to explain, people to train, compliance to check, and managers to coordinate. When the process is manual or inconsistent, much of that effort is repeated each time someone joins - and again when they leave and need replacing. Inconsistent onboarding can also make it harder to get people confidently started, apply the same standards and identify gaps early. In a multi-site or deskless organisation, those costs can multiply across managers, locations and shifts.
Digital forms, document collection, e-signing and automated notifications can reduce printing, scanning, re-keying, checking and follow-up. Customers report a minimum of four hours of HR admin, chasing and question answering saved per new starter through digital paperwork, automated workflows, and accessible, staged information. Actual savings will depend on your existing process.
Read moreInstead of using up their first paid day on onboarding paperwork, compliance and useful information, help them get it done before they start. From new employee paperwork, company background, key policies or compliance, and employee basics (like pay and leave), this can all be covered pre-start when they are pleased to have secured a new job.
Read moreReal-time reporting provides visibility over progress and completion of mandatory information or activities, with upcoming and overdue notifications sent to both new team member and their manager, as needed. Completion of the assigned onboarding activities helps new team members build a solid foundation for success in the organisation and in their roles.
Read moreWhere the ongoing platform is used, employee information and files, compliance, qualifications and expiry dates can be managed in one place. This can reduce reliance on disconnected spreadsheets and manual reminders, while supporting on-time completions and avoiding the risks of unlicensed or unqualified workers.
Read moreA staged journey gives team members access to information and activities when they need them, rather than waiting for someone to show them, or relying on managers to repeat the same information or instructions. Managers can see progress and focus their time where a deeper conversation or practical support is most useful.
Read moreProviding a clear pathway, from pre-start through their first weeks and months, can help new team members better understand the organisation, their role, and the standards expected of them. By staging their journey, giving them what they need when they need it, rather than overwhelming them with everything all at once, people become more confident and competent in their work more quickly.
Read moreBy careful design of the onboarding journey, new team members are less likely to feel overwhelmed, confused or frustrated. Rather than exiting early, creating the need to re-hire and re-train, they are more likely to feel supported, engaged and reassured that this is a good organisation to work for. That means they are likely to stay longer, give more, and help build team momentum.
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Ongoing ROI 633% pa. Engagement 82%.
“For us it’s about streamlining efficiency, visibility and just a much better process all around.”
Saving 5+ hours per hire, achieving 97% engagement, retaining top talent, enabling rapid growth.
“The Induction App has made a major positive impact on our onboarding process, and it has truly been a pleasure working with their team. I would absolutely recommend [them].”
ROI calculator
Use your own numbers for salary, churn and time savings to estimate potential onboarding ROI.
* Numbers have been rounded. Based on Flexible plan, with auto archive at 3 months.
Based on your information, and using industry averages, you could expect to save $0 and get a 0% return on your investment (ROI) using The Induction App.
For a more in-depth calculation, take a Deeper Dive.
The starting point is to measure what onboarding currently costs your organisation. Use your own volumes, time estimates and employment costs to model the opportunity rather than relying on generic industry assumptions.
Calculate number of new starters × hours spent on forms, corrections and follow-up × loaded hourly cost.
Calculate number of new starters × manager hours spent repeating information and checking completion × loaded hourly cost.
Estimate number of avoidable early departures × estimated cost of re-recruitment, advertising, selection, vacancy, training and replacement cost.
Estimate any measurable reduction in time to expected performance × number of new starters × loaded hourly costs, where you have a defensible basis for the calculation.
Quantify the value of reduced operational risk due to consistency of process and content, improved evidence due to records and reporting; increased discretionary effort due to engagement; a more professional employer brand.
