What are the advantages of an onboarding platform solution?

Finding, hiring, developing, activating and retaining the right talent for your business is a competitive edge you can’t afford to let dull. Add the rise of the gig economy, with more of the workforce considering freelance or contract work to be a viable alternative to traditional, full-time employment.

The companies that will win through competitive advantage in the next five years will be those who actively protect their investment in talent. They accomplish this by creating greater efficiencies, retaining key talent who can and want to be retained, shortening the ramp to productivity and sparking genuine advocacy from happy employees who have a great story to tell.

One of the lynchpins – and in many cases the Achilles’ heel – of setting employees up for success is onboarding. It sets the tone from Day 1 and can dictate the success of any given employee. In many respects, onboarding is the answer to the future of work. We’re building a better way to unleash talent in a way that employees expect and companies need.

What sets Click Boarding apart from other platform solutions?

Click Boarding answers the call to fully and efficiently activate talent as they come into the business. Early and continued engagement leads to faster productivity, higher performance and improved retention. It starts with onboarding well before the employee’s first day – in fact, right after offer acceptance.

Onboarding is not a commodity or a transaction. It’s a business process with tangible revenue impact, shortening the ramp to productivity, driving engagement, spurring advocacy and loyalty while ultimately improving retention. We’ve built a best-of-breed solution to improve onboarding in its broadest sense; activating the full potential and power of talent for your business.

How does the Click Boarding platform solution work?

Click Boarding is a modern onboarding solution that provides a consumer experience for employees while streamlining the HR and compliance end for HR and hiring managers. It’s everything you’d expect it to be — mobile-first, intuitive and self-guided, flexible and highly configurable, secure and easily integrates with all relevant systems. Nobody marries employee experience and compliance better!

A best practice approach invites a new hire immediately upon offer acceptance to a personalized, branded, self-guided onboarding experience, able to be accessed any time from any kind of device. Engagement might include a welcome video or letter from the CEO along with a virtual office tour and your company mission or vision statement. You begin answering questions before they have to ask – like what to wear, where to go, what to expect on Day 1, etc. All the while, the company can start collecting information from the employee before their first day, like policy acknowledgements and tax forms, direct deposit information, or emergency contacts.

The onboarding experience you deliver across your business may vary, so the solution is highly configurable and onboarding activities can be sequenced over any period of time. We also can integrate with the rest of the HR technology stack, from your applicant tracking system to background screening providers, payroll system, and core HR system of record.

From a compliance perspective, especially now with GDPR, how we handle employees’ information is critically important. Having everything unified in a platform with security as its bedrock means all data can be easily, safely managed and parsed out to the relevant systems.

How is your return on investment measured?

An onboarding platform solution creates a quantifiable difference, creating new hires that are:

• high-performing much faster and impacting top line financials
• anxious to make qualified referrals
• proud advocates of your brand and your business
• motivated to translate their experience to your customers
• committed to staying at the organizationSo, lower turnover in typical danger zones that directly impacts the organization’s bottom line.

Some of our customers measure a Net Promoter Score (NPS) upon completion of their new hires’ onboarding experience. One customer gained nearly 30 points to achieve a score of 77 – almost unheard of! Imagine the difference when you consider the level of engagement and excitement of those employees coming through the door and what the business is able to do with them. That’s when you really start to understand the impact of great onboarding.

Time for a new onboarding solution?

If your organization needs Click Boarding’s modern onboarding, give us a call! Our mobile-first platform invigorates HR and new hires with blended form management, employee engagement, digital process flows and integrated data into flexible, efficient and compliant solutions. Start your digital onboarding path to tomorrow with our help!

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Scot Sessions, CEO & Co-founder of TalVista, shares his thoughts on unconscious bias in the workplace

If I told you your hiring process is biased (despite your new Diversity & Inclusion initiative), you’d probably take offense. Hey, I’d love to be wrong! But you’re not alone. While there are tomes of research tying an inclusive, diverse, culturally connected workforce to better business results, creating and protecting that ideal, empowered environment is a lot tougher than it sounds.

Why? Bias. Specifically, unconscious bias. Think of it like a reflex. Unconscious bias is a set of biases that can be triggered instinctively when we’re met with something, or someone, new. We aren’t aware it happens, it just does. Thus the term ‘unconscious.’

But if we aren’t aware of predisposed biases and they’re triggered without our knowledge, is it possible to avoid them?

Enter the employee onboarding program. You need a structured, consistent approach.

Unconscious bias in the workplace
Whether or not you realize it, you’re making instinctive assumptions while reviewing resumes, during candidate selection, in the assessment approach you take, your style of interviewing, your onboarding practices, etc., based on predisposed biases of demographic profiles.

Women are caring, men have a short attention span, engineers are pragmatic, this person would probably relocate but that person would never, there’s no way that person knows how to this, I’m sure this one won’t care about that….you get the idea. Bottom line, you’re leaving a lot of risk and potential reward on the table when you assume things about the candidate and employee experiences you provide (or don’t).

Here’s the rub. If we’re standardizing an approach where we talk to everyone the same, treat everyone without a name and face, don blinders in order to avoid the temptation of bias, conscious or not, is there room for authentic culture, for a personalized touch, for a relevant, customized experience? Because that’s been the obsession with the advent of employer branding, recruitment marketing, targeted advertising and so on.

You can and want to target me if I fit the persona you’re looking to hire. That’s standard practice as we normalize consumer marketing for talent attraction and engagement. Are these mutually exclusive?

Check out our full conversation with Scot Sessions. You’ll gain a better understanding of unconscious bias in the workplace, how and where it plays out and how it impedes the performance of your organization.