Having a good new hire onboarding experience in place can make a big impact on employee morale and retention. Most recruits will decide within the first six months if they want to stay with a company. If they are happy in their jobs, the first six months can be their most productive. More and more companies are creating formal onboarding programs with over 30% having programs that are longer than one month. It should also be noted that onboarding is a critical part of creating a great candidate experience for a new employees. Technology can help facilitate a great onboarding experience, but not replace it. By moving new hire paperwork and the initial socialization process to a unified online system, you can improve the experience for HR and new employees alike.
Why Choose the Right HR tools?When evaluating any new technology, and especially a background screening and onboarding platforms, HR teams and management have a lot to consider. From the simplicity of the platform to the experience you give your candidates, it’s important to think through all the features and functionality you need before making a final decision. Having the right tools will help to enhance the hiring and onboarding process.
Things to Remember While Choosing an HR toolWhen evaluating a new background screening and onboarding platform, HR professionals have a lot to consider. From the simplicity of the platform to the experience, companies give their candidates; it is important that decision-makers think through all the features and functionality of an onboarding solution that is needed before making a technology solution.
1. Assess the Entire LandscapeTake a hard look at your current technology solutions. Identify bottlenecks and critical steps that make or break your efficiency. For hiring, look at your entire process and go through it from the perspective of a candidate from filling out the application to completing new hire paperwork.
2. Take a Test DriveGet a demo of the product and ask tough questions. View the solution from every stakeholder’s perspective, including employees. Ask to “drive” the product yourself, rather than having a salesperson do it.
3. Consider Your Other SystemsIf a custom integration is required, be sure that all software solutions are open to such integration, that it has been completely scoped out and the complete costs identified and quantified. Optimally, look for certified partnerships between vendors that will ensure a seamless integration
4. Measure Results and Report FindingsMeasure the results of your new onboarding technology to make sure the investment was worthwhile. Determine the metrics and KPIs that you will use to measure the success of the new tool. Regularly communicate with the platform’s account manager or sales contact about best practices and software updates. Send feedback on future improvements or features that you’d like to see.
Key Takeaways from “Buyer’s Guide to Innovative Onboarding Technology”
- Having a closer look at the budget while planning for a purchase.
- Receiving internal buy-in for an onboarding system.
- Understanding necessary features of an onboarding system.
- Evaluating all the available technology options