Optimize Onboarding: Driving New Hire Success

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21 minutes
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I really wanted to just start off by providing a little background on Sai Buri, right? Who we are, what we dio and that definitely Then talk about some of the challenges that we've seen the market as it relates to on boarding. We'll explore some of the common pitfalls managers expressed to me on a daily basis and then some of the on boarding mistakes organizations typically make.
Finally, I will share with you our solutions to these challenges and really show how cyber for teams can optimize your on boarding process to drive meaningful but more importantly, tangible business outcomes for your organization.
So what is Sai Buri?
Sai Buri for teams is the leading cybersecurity workforce development platform. Our mission really is to help organizations just like yours, close the cybersecurity skill gap and build a security enabled workforce equipped and prepared to tackle any challenge.
We are recognized as a leader in the area of cybersecurity, skill development and have earned the trust of organizations of all sizes across the globe. In fact, 96% of the Fortune 1000 already have teams and employees on cyber rebuilding their skills.
So speaking of skills and the skill gap challenges that we hear about so often on security teams are recent skill gaps. Survey revealed that 65% of I T and security managers believe that skill gaps are negatively impacting their teams effectiveness.
We find the root cause for the skill gaps within teams stem from one or many of the following reasons.
Either there is no reliable process for getting new team members up to speed quickly. Or they're just simply not overall program or structure to funnel employees through to ensure that the entire teams, knowledge and skills are up to date.
Sometimes the skill gaps stem from the fact that there just aren't really any career development plans to help employees understand how they can grow within their current role or even transition toe another role at the company.
Last but not least, the reasonings come down to talent,
not being able to find or attract the right talent with the right skills or experience,
and then not even being able toe retain your best talent, which really exposes further skill gaps on your team.
So where do we see these skill gaps manifest themselves? Well, it's really in a number of ways from on boarding to career path thing to recruiting, regardless of where a person is within the employee life cycle at your organization. What I find through my conversations is that if skill development programs aren't really buttoned up at any of those stages,
then the skill gaps widen within the team,
and we plan to focus on things like Career Path thing and recruiting and other topics on future webinars. But today, like I mentioned, we will be focusing on on boarding.
In working with our customers. We know how organizations think about on boarding,
and here's the reality. Right on boarding can be a time consuming process that requires a high level of effort.
Many of our customers, whether they are CSOs or sock managers, really find themselves crossing their fingers and hoping that their new employees ramp up fast enough.
But the data shows that it just typically takes
eight months for a newly hired employees to reach full productivity
and on boarding in this I T and cyber industry is really unique because it really requires new hires to not just learn the organizational policies and procedures, but, more importantly, build new technical skills as well as learn the nuances of their job role.
So I'd like to share with you some of the common pitfalls that we see organizations experience when it comes to on boarding.
I'm sure many of you can relate to some of these for sure, as organizations go through the on boarding challenge on a consistent basis and really starts off with on boarding just being too short, we know two or three weeks of on boarding is just It's really not enough. In fact,
Onley, 30% of organizations extend their on boarding programs beyond the new hires first month.
So the data really shows that employees whose organizations have a longer on boarding program gain full proficiency faster than those with shorter on boarding programs.
The second thing is, is that just on boarding is an engaging 58% of organizations say that their on boarding program is focused on processes and paperwork
on? We all know that that is not the recipe for getting a new hire, excited to join your team or even hit the ground running
and even building off on that point on boarding is typically viewed as a compliance exercise or a checklist item for managers, and it's not really role or function focused. And because the focus is on paperwork and compliance and procedures, organizations can't do the things that are meaningful, like confirming a new, higher skills.
Someone could have talked a great game in the interview process but turned out not to have all the skills that they raved about. Therefore, managers sometimes don't have the clarity they need as to you know, what the true abilities of that new employees are regarding their current projects or task that they need to complete.
And the on boarding process should really be a time where managers get that clarity.
Additionally, companies don't really communicate expectations right. 60% of companies we find failed to set milestones or goals for new hires.
And let's be honest, managers don't really have the time to hand hold or answer any questions for a specific new employees.
Their bandwidth is just just not there. And this is why many on boarding programs or ineffective in driving operational readiness.
So we've talked about the problem and now let's talk about the solution and we like to keep things simple here at Sai Buri so it's really in these six words that could really do the trick for your on boarding process is the first step is validating new higher skills, and this could be accomplished in a multitude of ways. You can leverage targeted skill assessments
toe, understand a new hires core competencies
and identify their skill gaps from day one.
You can also incorporate hands on training or learning opportunities that really force the new hire to apply their skills and demonstrate their abilities to perform on the job as well as get familiar with relevant tools and technologies.
The next step is to personalize the learning.
You can provide customized learning plans that are tailored to specific roles or skill sets or experience levels, depending on the new hires background.
And then you can use the data that you get from their skill assessments and, uh, use those insights to actually leverage some of the courses or tools that you might have to design specific plans around that individual.
And finally, it's measuring development,
understanding how your new hires air, progressing through their on boarding and at the same time determining if there are any specific areas that you can invest in them and it proves specific abilities.
And just having this level of visibility will grow confidence and enable you to know when a new hire is ready to take on more responsibility.
So now let's show you how cyberia kind of brings these solutions in these concepts toe life.
Let's discuss a use case that I hear all too often
imagine. I'm a sock manager and I've just brought on a new tier one level one sock analyst.
My team was short staffed, and we were really struggling to find the right candidate,
so we ultimately made the decision. As many organizations dio toe, hire some someone who's pretty junior
like Mary Smith,
knowing full well that we need to skill her up to start making the impact on our team.
But as a manager, ensuring my team is equipped to tackle the day to day challenges is really hard. I just don't have the time.
I'm in meetings all day. We're switching to a new SIM tools, so I'm busy with that being rolled out. I just don't have the bandwidth, and the resource is I need to properly on board Mary,
but it's imperative that I get married up to speed and operating at a high level as soon as possible.
So where do I go from there?
So now let's dive into the Sai Buri platform and show you how we kind of go about solving these problems
before we get started. I wanted to just quickly highlight our brows page here in the platform. This is really a great page that highlights how comprehensive our platform is. We have courses, labs, skill assessments and practice tests to provide learners with different options to enhance their skills.
We have over 1500 plus subject matter experts that we work with to design content and with their help, we push out content at the fastest pace in the industry.
We've also partnered with several different vendors to bring a more diverse learning opportunity and learning tools to our users to ensure they can access the breath and depth of catalog that we have. And it really covers a variety of different domains in this industry.
However, that really isn't the focus of the platform. It's really the programs that we designed, using our content and using our great catalog that makes the real difference, such as on boarding
So let's now go back to our use case centered around Mary's specific on boarding.
That would mean going to marries personal dashboard.
Each employee at Sai Buri would have the dashboard similar to this kind of highlighting their learning metrics initiatives that they're part of the training that they're taking.
So as a soccer manager, I need a better understand Mary skill set.
So how do I go about doing that? Well, I can assign her a role based skill assessment for the new hire.
And as you see,
she actually has scored a 40 on the initial assessment.
And if I go ahead and click on the score sheet,
it's going to outline how Mary performed on her on boarding new higher skill assessment
as well as help me determine specific areas for her development. So, really, what this allows me to do as a manager is nowhere to focus on Mary's learning and determine what specific training she might need.
And if I wanted to, I could have even done this as part of the hiring process in order to validate Mary Skills Cyber. It does offer that level of flexibility on the platform
now that I know Mary skill sets, and where she needs a little bit more improvement, I can proceed with providing her personalized learning path.
Our career paths are pre built learning plans that are tailored to common work roles in this industry, and they're curated by are subject matter experts who are real practitioners in the field.
And all of these paths are aligned with industry standards like the Miss Cybersecurity Framework
or the D. O D 81 40 or previously known as the 85 70.
So with Mary specifically, if we go back to a use case, I really wanted to provide her with training around the stock analyst level one path.
So if we go back to the team's paths, you can see that there is a beginner sock analyst level one path here. And if I click show details,
you're going to be ableto you're gonna be able to see courses, labs and assessments all kind of weaved into one another,
and we understand people learn in a variety of different ways, and that's why we offer this multiple modality approach where you have courses where you can get the knowledge labs where you could get the abilities and then assessments where you can develop your skills.
At the same token, you have the ability to edit this entire path. You can click, edit path,
scroll down,
and you can see how you can manipulate different portions of the specific path, make it lean, make it more robust. You can add things, remove things. Which of the order. If you would like and customize it based on Mary's needs Or, even more broadly, my own teams needs because as a manager, have to make sure that the entire soccer team is benchmarked.
And this really just enables you to ensure that what your team is learning is always relevant. And the tools and technologies that your soccer team specifically focuses on, or your team as *** focuses on are being mentioned in this on boarding process.
And at the end of designing this path, I also have the ability to actually assign it out to marry specifically,
so we get it. Like I said earlier, managers are busy, they're typically stretched too thin, and that's why
any customer that moves forward with Sai Buri, we actually provide them with the customer success manager who really acts like a learning and workforce development consultant.
They could build these paths out for you. They can go ahead and design overall on boarding programs for you and then help you track some of the learning metrics in the R. O I of your specific workforce initiatives.
So now let's fast forward. Imagine Mary has completed her entire on boarding path 100%.
You could go back to Mary's Dashboard a few weeks later, a few months later, whenever she is complete,
and you can scroll down and you can see
if we go down to the assessments. Her first assessment score. 46. She took it in the beginning of October. In a few weeks later, after she fully completed the socket on this level one path, she received a 90.
I could go ahead and click her score sheet,
and Aiken,
I can. I can see here on the scoresheet specifically how she's actually improved over over the course of time and post the actual training path completion.
The goal here is to provide managers with insights in data driven um analytics here that can help them make better decisions about how to streamline their on boarding processes. and how to customize it and tailor it to each specific individual. And having this level of insight will really enable you as a manager, to feel confident that Mary
is ready to take on additional responsibilities.
So the whole philosophy here is pre assessing toe understand matter Mary skill gaps and then designing a custom path to target those skill gaps and then post assessing to see how much Mary has improved. And this entire process obviously makes workforce development. Much more are oi centric.
So now that we've discussed on boarding as a market problem, the common pitfalls as we've, uh, went over in the presentation and we also prescribed our solution in our approach here at Psy Berry, I would definitely love Thio open up the floor to any questions that might come up. So definitely Ryan.
If there's any questions coming in in the Q and a box,
we can open this time up. Thio
discuss them. No, absolutely rude. I have a few questions that actually came in while you were going through the presentation. Um,
being here, working here and seeing this a million times, there's always something more I learned from you, so I really appreciate you going through this with all of us. But the first question that came through is, how can I measure new, higher success with cyber?
Yeah, that's a That's a great question. So here at Cyber, we really help you measure new, higher success in a number of different ways. Our member and admin dashboards enable you to measure learning hours, completed assignments, progress made against specific learning paths and just growth with pre and post assessments. And really,
the goal here is we're not just trying to regurgitate data on the dashboard. We actually want to provide you with insights around your workforce that you previously didn't have right. So understanding that actual skill gaps,
knowing what they know and know and don't know and then based off of that designing specific paths that target those areas. Onda Geun. If, like industry certifications are important to you, then you can track the progress through our certification preparation courses as well as
the scores of their certification practice tests. So you clearly know when they're ready to pass the exam,
so there's there's a variety of different options and we provide the flexibility as your needs change over time.
Awesome. Okay, so second question that came through Would I be ableto leverage assessments and the hiring process to confirm a candidate skill set?
Yeah, Great, Great question. And I hear that all the time. Especially in this space where, you know, there's a lot of different, um, technical skills that you, a new employer requires.
Yes, I break for teams would give you the ability thio assign and review assessments as part of your organization's hiring processes. And, um, if you're interested in learning a little bit more about how we kind of go about doing that, feel free to schedule a demo, and we can kind of show you what that you know, flexibility Looks like
awesome. So how can I manage and monitor monitor the development of new hires if they're on different teams?
Yeah, absolutely. And we understand that organizations have, you know, different nuances with different teams and each department structure differently. Um, yeah, with Sai Buri. For teams you have the flexibility to assign learning. A swell is monitor development across a variety of different teams.
You can also provide individuals with the control over only their specific team,
right, so there could be different managers under a director of security, each manager can operate on their team and, you know, design pads and customized programs for their team and our customers. Success managers would gladly no set that entire structure and operational for you guys.
Would I be able to create my own paths?
Yes, I bury career paths are totally customizable. One thing that I that I say right there is a difference between training and workforce development, and the difference is consultation and customization. We understand that if you want to develop a workforce and you actually want to see our oi, there has to be a level of customization. So cyber career paths are totally customizable.
You can take, uh, you know any path and tailor it to your specific needs or you don't work with your dedicated customer success manager and they can build out paths based on your job roles and understanding. You know what tools and technologies you use and the content that's relevant for you and then, you know, map it to specific knowledge, skills and abilities for each individual in each job role.
So definitely customizable.
Um, S O, this is probably my most favorite question that's come in, and I'm really interested to hear your input here. Ruta off the on boarding issues that you've covered today, What have you found to be the most common one?
Wow. Yeah, that's a That's a great question, as I talked Thio, you know, senior security leadership every single week. CSOs Every single week. I would say Thio,
the two most common issues that we see are just a lack of structured and consistent on boarding processes and then the inability to measure or confirm new, higher skills, Right? I think there's a lot of
a lot of organizations that you go about on boarding as a compliance in the checklist item like I mentioned earlier. And there's just no riel program where you can funnel and employees through. And you know that at the end of that on boarding program that that person has the skills necessary to do the job and then they could be put on specific projects or initiatives and in the same token,
right, understanding how you can actually measure or confirm their skills throughout that process,
right? It's one thing to just sit there in your cubicle and watch videos or go through a lab or whatnot. But how can you measure that to ensure that for the example that we showed it in the webinar Mary? How do we know Mary's actually progressing? Right? So we have learning metrics. We can track progress. We can see that she came in as a green. Analysts are
with the raw talent and raw experience.
And then when she went through a sigh Berry plan learning plan, she came out at the other end as somebody who could be a highly functional member of the team.
Awesome, super interesting stuff we had another question that just came in. Is the Onley job of the customer success manager to build pathways?
Yeah, so that's a That's a great question. That's not the only job that that's one of the task that a customer success manager, um, is typically doing for our customers. But really, the way that I look at them is a learning and workforce development consultant, right? So we've had customers, success managers who sit down with our customers and help them, you know, figure out
how job roles can ally aligned to the nice, nice framework, so they've sat down and they went through all the cases of a specific job role and mapped out
training on our catalog to build them pathways around with this nice framework. They've also consulted on best practices, right? Every organization is different, but because our customer success managers work very closely with small, mid size or even Fortune 1000 enterprises, they have a great perspective on
what the best way to go is for your specific group,
your specific industry s so they can share with you best practices. And I really would look at them as a consultant. Building paths is just a functional thing that they could do. But they're here to provide different strategies to get more people to utilize training, um, ways that you can roll out specific workforce initiatives. Right? So our metrics can tell you when your team is
predominantly on the platform. Well, if their predominant on the platform November through January, because that's a,
you know, less busy season for your business. Then maybe we could roll out a certification program initiative during those months where we can, you know, try to get the security plus or see isis piece. So everybody has one certification and have more credibility and do their job at a higher level. So really, that's a long winded answer. But
look at them as a learning and workforce development consultant.
Building paths is just a subset of what they really dio.
No, absolutely. You did an amazing job describing them kind of from soup to nuts with their their job role is here. And then I have one extra question for you. How quickly can cyber rate help get my new team members operationally ready?
Yeah, great, Great question. Earlier, I cited the fact that it typically takes eight months for a newly hired employees to reach full productivity but are curated. Career paths are completely comprehensive. For example, the stock analyst level one career path that I showed you could take that in about three months to complete.
And now we understand. You know,
everyone has a different situation circumstance and every individual is different. So we believe that leveraging Sai Buri to create an on boarding process will really help decrease the time toe operational readiness at your organization.
awesome. Ruta. That's all the questions that I have for you right now.
Awesome Well, I appreciate it. Thanks a lot, guys. And if you guys are interested in learning more about Sai Buri, um definitely tune into our future Webinars, or just go to cyberia dot i t And request the demo and we'll be happy to walk you through our entire platform and show you the full functionality.
Thanks a lot, guys.