Studies have shown that organizations with strong onboarding processes see retention rates increase by 82%, yet only 12% of employees believe their company does an adequate job of onboarding new hires. With companies at various stages in returning to work, recruiters need to have an adaptable onboarding process that fits all employees' needs. What works best for an in-person onboarding experience might not translate well for a remote experience.
Here are 4 tips for recruiters looking to modify their new hire onboarding tools and process.
Living in an increasingly globalized world means that traditional onboarding processes can be impractical. While these face-to-face processes work for situations where your employees are working back in the physical office, it leaves gaps in your preparation of training and onboarding remote teams. In today’s work environment, it is necessary to have plans in place for onboarding new hires across various situations - those working remotely indefinitely, those transitioning back to the office in due time, and those that are back to the office full-time.
There’s some good news with this; you can utilize and adapt your current process to fit each of these situations. Rather than start fresh and create entire new onboarding processes, organizations can use their ongoing process and modify aspects to fit each new hire better. Your current onboarding plan is in place for a reason. Look at what aspects are critical to your employee’s success and find ways to incorporate these into a virtual training format.
Onboarding new employees in today’s environment requires more adaptability and consolidation than in the past. The average onboarding process includes 54 tasks, leading to lengthy and complicated procedures for remote hires. Look through your onboarding tasks and find areas where you can consolidate and simplify your process. One way of simplifying the process is to use digital paperwork for essential documents. Digital paperwork is an excellent move for many organizations. It saves physical space in your filing system, reduces the time between obtaining the signatures and processing the documents, and allows for easy archiving.
You’ve taken the time to comb through your onboarding process and have identified the key tasks that every employee needs to complete. What’s next? Finding the right new hire onboarding tools and technology to support your staff and set them up for success.
Finding the right onboarding software is an integral part of a streamlined process. A strong and effective onboarding solution makes it possible to track employee progress as they complete tasks, manage tasks throughout the process for the entire hiring team, and facilitate communication along the way. Key features of an adaptable onboarding solution include:
The utilization of virtual communication tools such as GoToMeeting, Zoom, Skype, Teams, or Google Hangouts can help you walk new-hires through the process and introduce them to the team. These tools allow you to be creative with how you adapt certain parts of your onboarding list. If you usually take new hires out to lunch with their department, try setting up a virtual lunch instead! This can help create a sense of belonging, and your new hire will feel more comfortable around their coworkers.
Finding ways to incorporate face-to-face conversations personalizes the onboarding experience, and studies have shown that 72% of new hires believe one-to-one interactions with their managers are the most important part of any onboarding process. These face-to-face meetings, even when done virtually, help combat feelings of isolation and allow for a more collaborative format.
We can all agree that these are unprecedented times, and no one has experienced a situation quite like what we are living through now. Keep in mind that your new onboarding processes might run into some snags or roadblocks along the way, and this is completely fine and expected.
After onboarding a new hire, reflect on your process and identify areas that could be improved. Take the time to include your new hire in this conversation. Ask them their thoughts on the experience, and use this insight to improve the program for the next hire. Make sure to document this feedback to have a well-rounded view of the effectiveness of your onboarding process. These tools will help you to archive your information for safe-keeping and easy access.
This article was originally published on the ClearCompany blog.
The team at Social Hire won't just do social media management. Our team work closely with your team to ensure your business sees great value from the service and that your team gets tangible results.
What the Social Hire gang loves is making a difference for our clients, and we don't want to waste your, or our resources on marketing for marketing's sake, if it doesn't get your organisation the impression you need - we take a different approach.
Our team of managers are a team that assists our partners improve their digital presence by producing online marketing services on a regular basis. Our service is transparent and economical, which ensures that you get a great service and results that make a difference when you utilise our services. We arrange many different marketing services for enterprises from small businesses to large corporations to help make the most of of your company's digital and social marketing.
You might like these blog posts 5 Free Ways to Become a Stellar HR Pro, 6 Effective Performance Review Examples from the Best Companies, Thinking of Entrusting Your Social Media Strategy To Your Existing Staff?, and How to Create a Multi-Generational Onboarding Program.