Employee engagement is a critical component of any onboarding software platform. It’s no longer limited to an administrative process—it’s become a streamlined experience that helps make new hires more successful.
What new employees encounter in the first few months on the job can determine how successful they are long-term. One study by O.C. Tanner suggests that 69 percent of employees who have a great onboarding experience “are predicted to stay with the employer up to three years.”
End-to-End Onboarding for Employee Engagement
The initial problem that onboarding software solves is integration with other human resource systems, which can reduce administrative tasks. In most cases, the onboarding program will make the entire process of recruitment, hiring, orientation, training and payroll, as well as benefits and performance management, more efficient. This helps ensure new hires don’t get overwhelmed by all the new technology they encounter, as a central onboarding platform walks them through every area of their new role. The software enables employees to focus on getting acquainted with peers, start working on projects and quickly assimilate into the corporate culture.
Since the recession period ended, talent has been harder to find, which has driven up the cost and time involved in hiring. According to LinkedIn’s Global Recruiting Trends 2017 report and data from the Workable Benchmark tool, it can take anywhere from 30 to 62 days to fill a position. The Society for Human Resource Management (SHRM) advised that as of 2016, the average hiring cost per employee was $4,129. Given the significant investment made in selecting the best possible people for an organization, onboarding is a vital link in the chain.
Helping Employees Become Productive
It makes sense that more organizations are using onboarding software to control the costs of recruiting. Automated onboarding systems provide self-service tools and resources that help new hires ramp up their productivity levels fast.
The goal is to provide the support and information new hires need to be satisfied with their new roles. Findings from the Allied Workforce Mobility Survey show it can take up to eight months for newly hired employees to reach targeted productivity.
Features and Benefits of Onboarding Products
When evaluating a new onboarding solution, there are certain features to look for, like multi-dimensional processes that address the unique onboarding needs of various roles. For example, a receptionist has a vastly different onboarding experience than an executive. The onboarding platform needs to adapt accordingly.
Another feature that is critical for any onboarding product is that it’s accessible by multiple authorized users. Recruiters, hiring managers, supervisors, accounting personnel and benefits administrators will need ongoing access. If onboarding includes background checks and government required forms, even corporate attorneys may require access.
An onboarding product should also include an internal communication system so that new employees can connect with someone in human resources for help. The communication system is especially helpful when sending reminders to employees and asking for feedback.
Be Aware of Certain Challenges
There can be certain challenges when using onboarding software. Some may find that integrating the program with existing systems is cumbersome. If the onboarding product is cloud-based, the security of sensitive employee information may also become a concern. Others may find the software to be a bit impersonal in its approach, as compared to previous methods of orienting new hires. But in most cases, when an organization chooses an onboarding solution that is a good fit, employees quickly become accustomed to using it to move forward in their careers.
Overall, automating onboarding is beneficial to both organizations and employees. The structure that onboarding provides can help employees become engaged in their new jobs sooner.