1. Identify Experience Gaps Across Early Lifecycle Stages
Assess hiring, onboarding, and early tenure experiences to identify friction points impacting candidate conversion, engagement, and retention outcomes.
CASE STUDY
Client
Confidential
Engagement Owner
CHRO
Geography
India

Client Context
A large regional BFSI organization with a workforce of over 25,000 employees across India and Southeast Asia was facing challenges in talent attraction, onboarding effectiveness, and early-stage employee retention.
Despite strong brand presence, the organization experienced gaps in candidate experience, inconsistent onboarding journeys, and misalignment between employee expectations and actual workplace experience. These gaps were contributing to lower offer acceptance rates, early attrition, and reduced engagement among new hires.
Leadership sought to redesign the employee value proposition (EVP) and early lifecycle experience to create a more cohesive, competitive, and experience-driven talent strategy aligned with evolving workforce expectations.
Engagement Value Pillars
Strategy consulting objectives designed to provide actionable insights and sustainable competitive advantages
Assess hiring, onboarding, and early tenure experiences to identify friction points impacting candidate conversion, engagement, and retention outcomes.
Evaluate the organization’s EVP, engagement strategies, and retention practices against leading BFSI peers to identify gaps and competitive positioning.
Develop structured, experience-led onboarding and early lifecycle journeys to improve role clarity, integration, and engagement.
Enhance EVP articulation and employee experience to improve offer acceptance and strengthen the organization’s positioning in a competitive talent market.
Our Methodology
A systematic, research-driven approach designed to deliver actionable insights and sustainable outcomes
Step 1
Conducted detailed lifecycle journey mapping across hiring, onboarding, growth, and exit stages to identify experience gaps, friction points, and moments that matter in early tenure.
Step 2
Delivered sector-specific benchmarking across EVP, engagement practices, attrition drivers, and HR operating models to establish competitive baselines and identify improvement areas.
Step 3
Facilitated structured EVP design workshops involving leadership, HRBPs, and employee representatives to align EVP pillars with employee expectations and business priorities.
Step 4
Redesigned onboarding and 90-day experience journeys, incorporating structured manager check-ins, buddy programs, feedback loops, and role clarity frameworks to improve new hire integration.
Measurable Business Outcomes
Enhanced EVP articulation and improved candidate experience led to stronger conversion outcomes within two hiring cycles.
Client Endorsement
Head of HR
— Director, Yash Highvoltage Insulators
Partner with Ken Research for data-driven market intelligence and consulting
Expert perspectives and thought leadership on market intelligence, strategy consulting, and transformative business solutions
Develop structured, experience-led onboarding and early lifecycle journeys to improve role clarity, integration, and engagement.
Enhance EVP articulation and employee experience to improve offer acceptance and strengthen the organization’s positioning in a competitive talent market.
Structured onboarding and early tenure experience redesign contributed to improved retention among new hires.
Clearer role definition, improved manager engagement, and structured onboarding processes significantly enhanced new hire experience metrics.