June 20, 2018

New team members are hired to provide a positive impact on a company’s operations – but when does that start taking effect? If it takes too long to onboard a professional, the organization could end up spinning its wheels while waiting for that person’s expertise to become available. While there’s no substitute for careful and information-rich hiring practices, this level of care and focus doesn’t have to come at the expense of speed and efficiency.

Combining the ability to make great, accurate hiring decisions with streamlined practices and processes allows companies to get a “best of both worlds” hiring experience. This is an essential point, because seeking out either speed or comprehensiveness, but not both, could weaken a business’s efforts to add new members to a team.

Time and effort required

When considering adding new employees to a team, especially when those applicants’ skills are sorely needed, leaders may consider going very minimal with their onboarding. After all, what could be faster than giving employees some HR compliance documents to read on their own time and throwing them into assignments with a mandate to learn as they go?

Forbes Coaches Council contributor S. Chris Edmonds warned that such bare-bones procedures are “lousy” and don’t do much good for companies or employees. The same goes for shallow experiences in which new recruits speak with many current employees but don’t learn anything significant about the company’s culture.

Edmonds noted that when businesses focus more closely on their onboarding experiences, they not only ensure the company’s culture remains distinct and strong, but new workers also learn what they need to begin making valuable contributions more quickly. Spending time on onboarding can therefore lead to faster value than minimal practices explicitly designed to save time.

What does onboarding mean to today’s companies?

Getting the process right

As a recent HR Technologist article posited, the greatest chance of losing a valuable employee comes within that professional’s first year and a half on the job. Confident and competent onboarding keeps employees engaged during that critical period, helping teams hold onto their new members and preventing recruiters from having to hire too often.

When trying to synthesize this kind of appeal and value with efficiency, leaders can turn to technology. HR Technologist’s best practice suggestions included heavy use of automation. Companies that don’t have to worry about large amounts of manual paperwork are better prepared than their competitors to both design effective strategies and ensure that those operations don’t get bogged down in minutia.

What great technology looks like

Today, there are plenty of software solutions on the market for HR teams. That means leaders can afford to play the field and carefully choose the best option for their needs. The chosen tool should keep information consistent throughout hiring and onboarding, ensuring that data is comprehensive and accurate as individuals complete their journey from applicant to valued employee.

Furthermore, software suites that combine recruiting and communication ensure there is consistent and easy-to-manage contact between the new worker and the HR team. This smooth and easy execution of key tasks enables HR employees to spend more time working on the content of their onboarding programs and delivering valuable information in a timely manner.

Here at HRadvocate, we ensure employee success right from the start – our mission is to improve recruiting and onboarding to make HR easier for everyone. HRadvocate gives organizations cognitive analytics tools and integrations with social networking sites to quickly find the right candidates and determine who will best fit the job. Once hired, HRadvocate helps new hires get up to speed faster, and fosters helpful, two-way communication between the employee and HR team.

We took it a step further by providing digitized and automated onboarding. You can track and monitor new hire progress through HRadvocate’s employee onboarding portal. With customizable templates, hiring managers can assign tasks to the new hire and include assets such as videos, documents, quizzes, courses and ad-hoc meetings.

HRadvocate (HRA) offers a single holistic platform designed to improve recruiting and onboarding by helping recruiting teams overcome common challenges:

  • HRA addresses the challenge of communication lapses between recruiters and hiring stakeholders, using collaborative channels and the HRadvocate FIT-O-METER™ to ensure that recruiters are shortlisting the most qualified candidates.
  • HRA addresses the challenge of real-time analytics and monitoring of the requisition pipeline. Hiring Managers, Directors, VPs, all have real-time visibility of the candidate pipeline, as well as insight into stage by stage progression.
  • HRA addresses the challenge of improving applicant conversion through unique and dynamic insights into how candidates are applying to ensure that the applicant funnel starts as wide as possible, and automatic filters narrow the pool to the most qualified candidates
  • HRA addresses the challenges of collaboration with built-in document management. Hiring managers, recruiters, and HR specialists can work in concert to ensure a smooth candidate pipeline from requisition creation through onboarding.

Request a demo to discover more ways in which HRA’s Onboarding Platform can help your HR team automate the onboarding process for new hires.