In our latest blog in the modern onboarding series we delve into the popular techniques that better prepare new starters so they can flourish and make an impact more quickly.
Speeding up the admin process, sharing vision and values, and making digital introductions to managers and teams, helps employees understand their role and settle in more effectively. Using technology to bring innovation into the onboarding and induction process, is just one of the techniques savvy HR professionals are instigating to stand out when attracting all employees from graduates to experienced hires.
The financial benefits are also becoming increasingly easier to prove, with simple dashboard reporting tools, that help illustrate reductions in time to hire, new starters leaving within the first 6 months, and of course cost of re-hire. More sophisticated reports help to identify the reduction in time to productivity and before and after scenarios that explain the benefits of a well-constructed onboarding process.
Modern onboarding is also increasingly being used as the recruitment tool itself, as new hires share their positive experience with peers on social networks – a fantastic and informal way of positioning your brand to your next hire.
Here are some of the most impactful ways you can use onboarding:
Quick and secure administration
Electronic acceptance makes formally accepting a position as quick and easy as possible. No signing multiple forms, postage or filing for either candidate or HR department to deal with, making the process much faster and secure.
Start team integration
One of the major advantages of digital onboarding is that your new employee can get to know their team members in advance. You can set up inductions, pair up with a mentor and get to know each other virtually, easing first day nerves fostering the sense of belonging. It provides your employee a fuller picture of the dynamics and culture than they could ever glean from a job interview.
Getting to peruse company literature from the comfort of home as opposed to during a full-on first day will make it more likely to be adsorbed. You can send your new employee as much related information and engaging content as required. For example, company handbooks, a message from the CEO, and upcoming events.
There are so many things to learn when joining a new working environment and there are sure to be lots of questions that are commonly asked. If you build an FAQ list and add it to your intranet or induction manual, it should help address many queries or concerns employees have before joining. It may also reduce time you spend answering these on the phone or via e-mail.