An electronic on-boarding process can ease the HR burden while reinforcing to new hires that they chose the right employer.
“It’s your first chance to really engage a new associate. You can create a lasting impression about your brand, commitment to your employees, and your company’s values and vision,” says Brian Donovan, managing director of IntegreatHR Technologies.
Electronic systems allow the organization to collect critical employment information in a more efficient manner. This enables the basics of the orientation process to stay consistent while being flexible to meet the needs of a distributed workforce.
On-boarding today needs to go beyond the traditional meet and greet and embrace technology and the employee experience.
Smart Business spoke with Donovan about how electronic on-boarding gives an exciting view of the business and creates enthusiasm about being a part of the organization.
What is being done in terms of introducing new employees to the company?
Many companies are taking a digitized approach and focusing on information they want to relay to new associates. In fact, many of today’s new hires are expecting a technology rich experience. We have seen many organizations that have had orientation videos professionally produced and some that have created custom e-Learning experiences designed to engage the associate.
Some of the most engaging experiences are ones that involve creativity. One company went around the office with iPhones and made videos that were uploaded to YouTube and implemented as part of the orientation process.
The on-boarding process can be the first opportunity to interact with a new associate. With electronic tools in place this process can begin weeks before the first day of work, allowing employees to contribute to the organization immediately.
How is the on-boarding process being handled?
On-boarding works two ways. The first is to facilitate the administrative process of hiring an employee. The second is to begin the employee orientation experience.
Now, instead of sitting with new employees for hours going through documents page by page, you’re enabling them to fill out paperwork on their own.
Other administrative benefits include compliance related activities such as employment verification (I-9) and tax forms. Some forms can be complicated. Electronic on-boarding provides the tools that ensure forms are filled out properly and in a timely manner.
Companies are starting to imbed social components in the on-boarding process, displaying information from LinkedIn, company insider pages and content that associates would otherwise need to request or dig up on their own. Organizations are providing information to boost associates’ perception of them as an employer.
Is electronic on-boarding expensive?
Today’s tools are scalable and can meet the needs of a global workforce. Most can be tailored and configured to meet a company’s needs and stay within budget requirements. The key is determining the requirements and not over engineering the solution. Return on investment can be easily shown through a streamlined process.
What common mistakes do organizations make when switching to electronic on-boarding?
The primary mistake is not having a plan that includes proper workflow and business process analysis. Having a blueprint before starting is critical. Organizations cannot jump into a software program and expect it to solve their problems.
Another common mistake is choosing a solution before knowing your requirements.
Whether you are investigating a new tool or looking to improve existing functionality, organizations exist that can guide you through an assessment process. Conducting an evaluation of your current HR technology environment will help identify efficiencies, opportunities and improvements. ●
Brian Donovan is a managing director at IntegreatHR Technologies. Reach him at (614) 410-6024 or [email protected].
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