Have you ever had just a horrible onboarding experience? It does take a certain kind of finesse to master the art of onboarding new employees effectively, but something should also be said for the onboarding programs (or lack of) that ensure the onboarding experience chases all the best new employees away. If that’s what your company is trying to do, look no further for these are 5 fool-proof ways to destroy onboarding for new hires!
The need for a superior candidate experience is driving many of today’s recruitment and hiring trends. What does this have to do with new hire onboarding process?
New hires are vulnerable in the first 6 months to a year of their new job, making it imperative the candidate experience is a representation of what’s to come. The days of paper pushing new hire documents are over. If a company doesn’t have a paperless system to handle their onboarding system, they might be viewed as outdated, which doesn’t bode well for the new generation of candidates. Employers today have to compete with a great candidate experience to win over top talent and that extends to new employee onboarding too.
We’ve put together a shopping guide for employers looking to turn their new hire onboarding process into something reflective of the values and ethics of their company and, ultimately, keep the employer brand they’ve worked so hard to establish intact as new employees are brought on.
Companies with a standard onboarding process are in a much better position to develop and retain new employees than those without. In fact, these companies experience 54% greater new hire productivity. Moreover, the ease and security of a paperless onboarding system keep managers focused on acquainting new hires with their job and fostering the growth of their strengths.
To do: Scope out today’s plethora of HR tech for the best paperless onboarding software for your company’s budget. Remember to take into account the savings incurred from having a paperless system when weighing the options. Some of the best onboarding software out there does much more than house new hire documents.
Some paperless onboarding systems can take months to make ready for use. The faster the time to implement, the sooner a company’s newest hires can become productive employees. Ironically, employees who go through a longer onboarding process gain full proficiency 4 months faster than those with a shorter process. Get the ball rolling as soon as possible so your company can reap the benefits of a fully productive new hire.
To do: During your research, look for onboarding software with configurable technology and agile implementation methodologies so you can experience an immediate return on your investment.
Read How to Identify the Best Candidate With 5 Questions
What’s fantastic about the candidate experience revolution is it has provided employers with the opportunity to flash their brand on every piece of content they put out. Employers can reinforce their credibility and have seamless, customized processes for their employees. 55% of employers have a proactive employer branding strategy. Don’t leave new hire onboarding out of that strategy.
To do: Employees today want personalization. When shopping for onboarding software, employers should seek out those with customized branding features for things such as email correspondence and the talent portal, which is the first thing new employees see when they log on. Moreover, a flexible system that allows companies to keep their current onboarding process and rules intact is a must.
Accountability. Productivity. Engagement. All ingredients for a stellar employee, but when managers are being stretched thin, they barely have the time to follow up with new hires. Did you know half of today’s workforce doesn’t strongly believe they know what’s expected of them at work? You don’t want to become part of that statistic.
To do: Managers can free up time for new hire development and training by having an onboarding system with accountability features that remind new hires about document deadlines and onboarding analytics that track the efficiency of your onboarding process from day one.
New hire onboarding is so much more than signing a few documents. The best paperless onboarding software for your company is going to enhance the onboarding experience and warrant more time for the things that matter most to a new employee’s development. Use these steps to guide your decision-making process and you’ll be well on your way to an improved and seamless onboarding process.
Shop no more for you’ve found what you’re looking for. Click Boarding’s simple and intuitive paperless onboarding software is the answer to your all onboarding woes.
Get the latest news and content delivered straight to your inbox!
© Click Boarding™ is a trademarked company. 2020 Click Boarding LLC. All Rights Reserved.
PRIVACY POLICY | TERMS & CONDITIONS | SYSTEM REQUIREMENTS
Whether you refer to it as a remote, mobile, telecommuters or distributed workforce, we’re in the heydays of it and need to understand how a remote workforce impacts HR and those we hire.
According to Forrester Research, “remote working is now essential for business continuity and employee retention. Doing it well requires organizations to formalize a structure for remote working that mitigates its major challenges, such as outdated technology, lack of face-to-face interaction, and employee trust issues, as well as responses specific to COVID-19.”
In addition, a June 2020 survey by PWC indicates that:
No matter what discipline HR is hiring for – marketing, sales, engineering, other – there are specific tactics HR should do and not do to ensure candidates hired as remote workers will be successful in-role, satisfied on-the-job and produce great results for the company.
The most successful remote workers not only fit your culture and have the skillset to get the job done well, but they also possess specific traits.
To increase the likelihood of hiring a highly productive, remote worker, look for the characteristics of a person who self-manages him/herself. This person would have a natural tendency to be self-motivated and results-driven.
Even if your company has virtual communication software solutions that deliver dependable screen sharing and video conferencing capabilities, you still need to screen for a strong communicator to hire as a remote worker. Not having the luxury to pop into another’s office to get clarity on a project with an urgent deadline requires that they must communicate clearly, quickly and proactively.
People who are good at and enjoy project management are highly organized and self-disciplined. A great project manager finds it necessary to lock down timelines, tactics, and contributors to meet due dates. Their plans are documented and results reported. Project management is critical to program success, especially when contributors are collaborating and managing from different locations.
Bottom line, management isn’t able to look over a remote worker’s shoulder, and must be able to trust that they can depend on him/her to help hit organizational goals. Hire the person you can trust.
Now that you’ve found your remote worker, it’s time to onboard them. For any new hire, whether remote or not, onboarding should include the completion of screening and new hire forms.
Onboarding requires multiple stakeholders and various tasks that typically start with setting up payroll, ordering office equipment and supplies, and gaining access to the network for starters. And let’s not forget to help acclimate your new hire so they feel as great about joining your company after their first week on the job as they did when accepting the job. Socialization activities could include a video greeting from the team, an employee directory and a first week meeting schedule.
If you’re onboarding a remote worker, it’s even more critical to have an anytime, anywhere, any-device-accessible process for the new hire to have a great onboarding experience.
Research shows that new hires who have a poor onboarding experience are much more likely to walk, leaving you with a no hire.
Here’s what you should do about onboarding a remote worker:
With that, good luck with hiring remote workers, and happy onboarding!
Get the latest news and content delivered straight to your inbox!
© Click Boarding™ is a trademarked company. 2020 Click Boarding LLC. All Rights Reserved.
PRIVACY POLICY | TERMS & CONDITIONS | SYSTEM REQUIREMENTS
Okay, so you have a great new hire and you’re excited about getting them to work at your company. You have a wonderful work culture, fantastic benefits and you can’t wait to get them onboarded. But what does that mean? What should you include in your new employee onboarding checklist? At Click Boarding, we know a thing or two about that topic, so we’ve come up with a new employee onboarding checklist to help your new employee have their best first day.
Before you begin unloading the all the necessary forms on your new hires, make sure to begin your new employee onboarding checklist with a formal welcome message. The higher up the person who gives it to them, the better. Don’t talk about what they’ll have to do on the job, or everything they’ll have to get through today. Just let them know you’re excited about them being here, and to make sure they have someone to talk to in case they have any questions. This will put them at ease and make the rest of the process feel less daunting.
Make sure to add: Important email addresses, “unwritten” office etiquette and the name of their mentor team or line manager.
A recent Aberdeen survey showed that 83% of high-performing companies begin their onboarding process before an employee’s first day. This usually means they’re having their employees fill out the forms online, and this means creating an online profile that will make that process a lot easier. When you have your new hire create an online signature as part of your new employee onboarding checklist, you centralize the online onboarding process, making the rest of it easier to do and easier to track, to boot.
Make sure to add: Small touches like letting the new hire know how much you appreciate them before they walk in the door. “We’re so excited to meet you,” from future team members can go a long way.
Salary.com reports that 19% of employees said they’ve lost a job because they decided to negotiate a job offer. This can happen when either side mismanages their communication, and you can avoid a lot of those headaches with a formal job offer, preferably one the employee can see and review as part of their new employee onboarding checklist. When both sides understand what’s on the table, they’re better able to communicate what they need from each other, leading to a happier new employee.
Make sure to add: Any benefits information (and when the new employee is eligible for benefits) along with offer letter and compensation information.
Along with a formal offer, 73% of employees want to review company policies as part of their new employee onboarding checklist. This can also include a lot of the community outreach and donation efforts the new hire can take part in, such as donating a portion of their paycheck to one of the charities the company supports (or better yet, you can have the employee pick their own!) This helps make your new hire more active at your company outside of their job, and keys them into your company culture.
Make sure to add: The values that underscore why your company donates to these causes. This leads to focused employee alignment with the organizational values.
Finally, we have those pesky forms to fill out. They may be tedious, but they don’t have to be slow, especially if you’re going paperless. And you should: if you’re in IT, especially, document printing can take up 10% of your operation costs. Paperless forms make filling out paperwork much faster, especially if you have an online profile set up (like we discussed earlier!) The faster you get through the paperwork, the more at home your new employee will feel.
Make sure to add: An option to sign electronically.
One thing every new employee onboarding checklist should have is a clear schedule of what an employee’s first day should look like. This might seem trivial, but it’s a vital part of making sure everyone at your company knows what their responsibilities are when it comes to approaching new hires, and will help develop of a better sense of employee development in the long term. And when you don’t have a new employee’s onboarding planned out, it could be so disastrous that it causes 4% of your new hires to quit after the first day. Is that a chance you want to take simply because you didn’t want to create a short schedule and delegate some tasks? We didn’t think so.
Make sure to add: Breaks for the new hire to process what he or she is learning. You don’t want to burn them out!
That about covers it — your full new employee onboarding checklist. By hitting all these bases, you’re guaranteeing that your new hire will have everything filled out, know what they’re getting into, and quickly step into their role at your company.
Click Boarding’s six-step process makes onboarding simple, fast and effective. Sign up for a demo today and see how paperless onboarding is the way to go.
The world is no longer one of papers and filing cabinets. Technology has allowed for much of our lives to be digital, fitting within the confines of a phone screen.
The numerous HR processes are not immune from this trend either. In 2015, 77% of HR professionals said their department was either half, all, or mostly digital. That leaves only 23% to solely paper-based processes. The most common concerns of those not buying a ticket for the paperless onboarding train are compliance and legal safety. While valid, the fear that going paperless will compromise these important pieces of your company is misguided. Let us ease your mind and bring you to the paperless onboarding side.
