Employee Onboarding

Reinvented: Thinking

Beyond 2020

Introduction:Is your employee onboarding process setting your

employees and your business up for success?

If it consists of nothing more than having your new

hires fill some forms, probably not. You may be missing

out on a critical opportunity to help your new

employees ramp up faster and lay a solid foundation

for them to be a long-lasting engaging team member.

Think about the cost of training employees and

weaving them into the culture of your company even in

the short term. You lose the entire time and investment

when they leave.

Onboarding should be ongoing

A strong onboarding should be an ongoing experience

that can improve the new employee's satisfaction and

long-term commitment level. Think about it as the final

phase of your recruitment phase. You have to make a

well-painted picture for them. If you can’t walk and

walk, then the new hire will get disenchanted and go

elsewhere. Your overall recruitment strategy should

take them through hiring and get them assimilated into

your organization. Employee Onboarding is all about

giving new employees the knowledge they will need to

be part of the organization and their job. That is why a

new hire needs to have an onboarding plan.

As we are in 2020 now it’s time to reinvent onboarding

with focus on candidate experience and long-term

retention. An intelligent onboarding experience

informed by a key set of best practices will help you to

maximize new resource that becomes part of your

workforce

Let’s look on how to improve onboarding in

2020 and beyond:-

• Make Learning and development to be the center

of the onboarding process: Onboarding is all

about equipping a recruit to bring their best to the

workplace from day one. If they spend weeks or

months familiarizing themselves with your company,

exploring self-servicing capabilities, and figuring out

how to complete routine tasks, they are being far

less productive then they can be. That is why L&D is

vital for an enriched onboarding experience –

learning modules on essential software, short on one

on one session with line managers, and pre-

recorded videos on company ethics, values, etc.

• Get their feedback: Make sure new hires know they

are free to share their ideas and encourage problem-

solving and innovation. They might not be

comfortable at first in filling it up but eventually after

they will do feedback and survey and insights that

can help them to dig even deeper into their jobs and

may even improve your employee onboarding

process at a later stage. You can also have quizzes

and surveys to engage your new hires effectively.

• Preboarding: With so much uncertainty in everyone's

mind, your new hire's interaction with the organization in

the days leading up to their start days shouldn’t first

increase his anxiety. All the engagements and other

provisions should be made in the pre-onboarding phase

to avoid any hustle. While preboarding is important you

might be aware of how efficient it is. HR can help the

new hire to eliminate a lot of anxiety and stress just by

opting for a strong and engaging preboarding program.

• Communicate your culture: Communicate often and

provide data and context that are most relevant and

useful. Use digitized onboarding communication

patterns to uplift the conversation between new hires

and HR. Sharing virtual details to new hires like

company vision, mission, values, etc. can create a huge

difference to your onboarding program.

• 30-60-90 day’s onboarding plan: Onboarding plan is a

clear roadmap for a new hire to start their journey in a

news organization. A structured onboarding plan helps

new hires to get settled and productive in the

organization faster. The plan is easily integrated with

their calendars that have specific goals, objectives,

guider, etc. It’s been observed that with the help of a

structured onboarding program organizations have seen

a great downfall in their turnover rate.

How do we reinvent onboarding?

When it comes to good onboarding program it

means a program that is adjustable to any

situation or environment easily. A good

onboarding program is an Experience driven

program now. It showcases your best in shows

to engage your new hire and provide them with

best in class experience.

Because this is what your new hires want!

Engagement and experience are what they are

looking in 2020. Providing your onboardees

with well-crafted success and inspiring stories,

video introduction from your key stakeholders,

testimonial from existing employees is all what

connects new hire to your organization.

Traditional Onboarding Reinvented Onboarding

Forms signed, scanned and sent

to new hires via email.

Downloaded scanned and signed

and sent back to HR

Forms sent and signed via secured

online portal in legal accepted format

Large amount of training

delivered to your new hires on

day1. The onboardees are

overwhelmed sometime even

with non-relevant information

Training drip-fed to the onboardees at

key point throughout the new hire

lifecycle (including prestart)

Policy Manual set via Google

drive link sit at the bottom you

new hire Gmail with different

folder

Policy manual stored in centralized

resource hub with all new hire

documentation, accessible anytime

anywhere

Policy Manual set via Google

drive link sit at the bottom you

new hire Gmail with different

folder

Policy manual stored in centralized

resource hub with all new hire

documentation, accessible anytime

anywhere

HR shares a company vision PDF

with your onboardee to get them

excited about life at your

organization

Onboardee has access to video

testimonial, a digital office tour,

welcome video and more at

centralized hub.

How to Automate and digitized your onboarding program?

Manually filling in repetitive information on

various documents is prone to human error, and

difficult for employees to complete in a timely

error. But automating onboarding freeze all these

errors and make a complete hustle free program

that eases both new employee and HR work.

Automation takes work that is that content for

each journey you want to offer needs to be fully

released and mapped out. But with right and

dedicated team you can easily and quickly

automate your onboarding journey.

The good news in automating your onboarding

journey is that you need to do just once, and you

will saw your organization in the long run in terms

of time and resources. Not only can this have you

saved a lot in terms of administrative tasks alone.

Let’s have a look on how

reinvention of onboarding looks

like:

Manual Onboarding Program Automated Onboarding Program

Compliance: Sometime new hire

receives their loans or assets

from organizations, but it’s

never returned and there are

even no records of it and even

HR is so busy to track it down

somewhere and it’s lost.

Before joining the organization,

new hire receive digitally forms for

asset or loan provision.

Clarification: Performance

checks in schedule with line

managers after every quarter or

so. Sometimes it’s also gets

missed by heavy work

schedules etc.

Timely quizzes are triggered to

receive feedbacks from the new

hire, giving HR results as expected

Culture: Need to know or some

do your facts are provided at

joining dates

New hire is automatically

connected via digital portal, or a

real-life buddy or even managers

Connection: Generally new hires

receive feedback forms from HR

at the end of first week to check

even if new hires is fit in or not

New hires are sent automatically

digital feedbacks and survey

forms. HR receives the score

immediately and checks if anything

needs to be change.

A quick look at how the

automation in onboarding looks

like.

Conclusion:We at MyJoining have experts of HR

consultants who continuously researched at HR

Landscape to create more innovations to make

an easy world. We have years in sorting HR

Insights and compile it into one single platform

that can help HR leaders to achieve their goals.

We have helped world leading organization to

reinvent their onboarding journey.

There are major business benefits that onboarding

can achieve.

1. Lower the cost of Onboarding

2. Stronger Employer Brand

3. Less time to be productive

4. Less Turnover rate.

Established in 2009, Orane Consulting Pvt. Ltd is an IT Consulting Company. We are a team of 110+ dedicated

professionals who are committed to meet and exceed customer expectations. Our unique technology capabilities coupled

with domain understanding has enabled us to provide excellent value-driven solutions to customers across verticals.

HR Onboarding & People Analytics is one of our key focus areas and we have in-house expertise across HR Domain,

various technology stacks and major mobile platforms like Android, iPhone etc. This expertise is evident from the fact that

we have successfully delivered complex Onboarding and People Analytics and other applications for multiple customers

across the Globe.

About us:

T: +91- 120-4888111Email: Sales@oraneconsulting.comVisit us: www.oraneconsulting.com

HR· Onboarding · Exit Management· Analytics

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