3 Ways You Can Improve The New Hire Onboarding Process
Hiring new talent is always an exciting event but, when it comes to initiating the onboarding process, the spark fizzles fast. The traditional onboarding process is arduous and time consuming, leaving new hires and hiring managers drained from the beginning. Without an effective onboarding program in place, fresh hires tend to have a slow start. Days could pass before they are fully set up for work with a computer, access to accounts and additional tools they need to do their job.
To make matters worse, an inefficient onboarding process can reflect poorly on the company and result in a host of different issues, including missing documentation and delayed start dates. But with workflow automation, you can fast-track these processes for seamless integration into your company.
First Day “Laundry List”
Bringing a new team member on deck comes with a long list of to-dos:
- Set up their computer
- Provide access to applicable software systems
- Pick an optimal location for their work station
- Order business cards
- Figure out who their mentor will be
- Request a company credit card
- And so much more.
When you have multiple departments tackling these details and waiting on approvals via email, it’s difficult to keep track of how each piece is progressing. The hiring manager is either hoping that everything is getting done or constantly working to follow up with each department separately. This segmentation of duties and lack of visibility slows the process to a crawl.
With workflow automation, alerts can be created to notify key stakeholders of the new hire’s status and instruct them to set up the tools and systems they will need upon arrival. Additionally, employees can use web or document forms to make requests and input all of the onboarding information and materials in one place—no more fishing through email chains, scanning and attaching documentation. The hiring manager can then take a deep breath and simply use the dashboard to track all tasks and ensure completion.
The Human Element
Since they will have a more easy-glance approach with logistics, the hiring manager can have a more hands-on approach in welcoming the new employee. The first few days on the job are when the new employee will need a guide and a resource in order to start off on the right foot. By automating the paperwork and process, you can work more with the people.
Outside of the interview process, onboarding is the new hire’s first official peek into company culture and its most valuable asset: the people. This is where they’ll spend a majority of their hours each week, so it’s important to make your new employee feel valued and included. Have them meet their future team members and set up time for them to get assimilated into the company culture.
Near the end of the onboarding process, you should take the time to go over a loosely designed plan for the upcoming weeks. Unsure what to include? Create a document form where their soon-to-be team members can collectively create a comprehensive plan about what tasks must be completed in those initial days. You can also take it a step further by creating a workflow to help brief the new hire on projects they’ll be working on. The employee can utilize this workflow as a reference guide since, with so much new information being taken in, it’s easy to feel overwhelmed.
Oftentimes, after onboarding, employees are shown to their desks to wait for a sign of instruction. In fact, 60% of companies are guilty of not providing new hires with a set of goals. By giving your new employee guidance and acting as a resource during this time, you will allow them to become familiar with the company culture organically and hit the ground running in their new position.
Perpetuating manual processes often ends up wasting both your company’s and new employee’s time, delaying productivity and negatively affecting employee engagement. Jump start your onboarding process with workflow automation so you can get the logistics out of the way and focus on giving a warm welcome to each new member on your team.