Objective 1
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
EVP & Early Lifecycle Experience Redesign for a BFSI Organization
Client
Confidential
Engagement Owner
CHRO
Geography
India
Client Context
Confidential
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
Engagement Objectives
Strategy consulting objectives designed to provide actionable insights and sustainable competitive advantages
Objective 2
2. Benchmark EVP and Talent Practices
Evaluate the organization’s EVP, engagement strategies, and retention practices against leading BFSI peers to identify gaps and competitive positioning.
Objective 3
3. Redesign Onboarding and Early Employee Experience
Develop structured, experience-led onboarding and early lifecycle journeys to improve role clarity, integration, and engagement.
Objective 4
4. Strengthen Employer Brand and Talent Attraction
Enhance EVP articulation and employee experience to improve offer acceptance and strengthen the organization’s positioning in a competitive talent market.
Our Methodology
Consulting Approach & Initiatives
A systematic, research-driven approach designed to deliver actionable insights and sustainable outcomes
Step 1
A. Employee Lifecycle Journey Mapping
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
B. BFSI EVP and Benchmarking Analysis
Delivered sector-specific benchmarking across EVP, engagement practices, attrition drivers, and HR operating models to establish competitive baselines and identify improvement areas.
Step 3
C. EVP Co-Creation with Leadership
Facilitated structured EVP design workshops involving leadership, HRBPs, and employee representatives to align EVP pillars with employee expectations and business priorities.
Step 4
D. Onboarding and Early Experience Redesign
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
Impact Delivered
01
21% Improvement in Offer Acceptance Rate
Enhanced EVP articulation and improved candidate experience led to stronger conversion outcomes within two hiring cycles.
Client Endorsement
Head of HR
4.5/5
4.5/5
— Director, Yash Highvoltage Insulators
Let's Connect
Ready to Unlock Strategic Insights for Your Business?
Partner with Ken Research for data-driven market intelligence and consulting
Related Resources
Industry Insights & Resources
Expert perspectives and thought leadership on market intelligence, strategy consulting, and transformative business solutions