A case study in modern, mobile onboarding.

The Client

The Client

Our client offers a full range of integrated engineering, construction, maintenance, integrity, and specialty services that span the entire oil and gas lifecycle. ​

  • Industry: Oil & Gas​
  • Annual Hires: 4,000​
  • Locations Serviced: USA​
  • ATS: Workday​
  • HRIS: Workday​

The Challenge

The Challenge

A disjointed process from hiring to onboarding. Remote work sites doing varied hiring processes consisting of paper documentation, and manual check-points. Employees either could not start on time or dropped out before day one.​

This time- and labor-intensive process resulted in missing new hires via no-shows, incomplete employee profiles, inconsistent hiring practices, and a poor employee experience. Not to mention compliance risks, lost dollars in manual work, and inefficiencies in data entry.

The Need

The Need

  • Disjointed Hiring and Onboarding Processes: With remote work sites utilizing varied hiring methods involving paper documentation and manual checkpoints, the client faced challenges in ensuring new hires started on time and stayed engaged through day one.
  • Inefficiencies and Compliance Risks: Manual processes led to missing new hires, incomplete employee profiles, and inconsistent hiring practices, resulting in compliance risks, wasted resources, and a poor employee experience.

The Outcome

Click introduced a change management program for complete adoption. An integration between their ATS and HRIS would trigger a pre-defined workflow, starting at hire, messaging new hires via email and text to outline clear expectations. This resulted in time-to-fill metrics going down as well as an increasing number of new hires that showed up on day one. ​

​To ensure compliance with policies and federal / state regulations, a digital copy of their onboarding paperwork was created. Standard processes were introduced by role, location, and seniority. These fully guided experiences impressed new hires while reinforcing culture and purpose.​

Our “Train the Trainer” methodology was deployed across field sites and corporate offices in partnership with administrators for efficient roll-out.​

Predefined workflows and triggers showed drastic time savings compared to manual communications, data entry, and constant follow-up. New hires reached productivity quicker, before stepping on site, by completing tasks on their preferred device. Finally, a decrease in employee “ghosting” was a result of deploying clear expectations and tasks immediately following the “yes.”​

​Finally, stakeholders received visibility through access to progress and gaps, empowering data-driven decisions.​

Big Returns

  • Reduced time required by administrative teams by 85%
  • Reduced time to onboard, creating a more productive workforce faster
  • Provide visibility across the onboarding process, and data points behind it