4 Ways to Master your On-Boarding Processes


On-boarding

Estimated reading time: 2 minutes

Employees are indispensable. With how quickly the competition is rising out there, most companies can’t afford such a turnover. So, let’s get real! How do you keep your employees interested enough to keep them employed at your company? Why did they leave? Was there a particular reason? It’s all about the on-boarding process and the first impressions that come along with it. on-boarding

This is the perfect opportunity to show your employees just what they mean to you. They’ll better understand that you highly value them and they’ll feel that worth and stick around to fight the good fight. 

On-boarding who?

On-boarding can come off as a time-consuming bore, but if done right and with the right amount of help from some assistive HR-technology, it can be mastered. There are many ways that automating those HR attempts can assist these approaches to retain top talent. 

  1. Establish a Consistent Flow of Communication – Candidates might often reach out to employees that they’ve been in contact with, through multiple social media platforms to inquire about the status on their job application. on-boardingThe candidate may think that they are being efficient, by thinking outside the box, but in reality, they are actually clouding the stream of communication for hiring managers. There is actually a means of managing that organizational flow, so that HR managers can section out potential candidates from the stack of applications. 

     2. Automate & Screening Tasks – Artificial Intelligence is making it         possible for HR associates and department managers to be able to approve mundane tasks like tracking applications and approving time entry and PTO days. AI helps generate responses and send them out automatically, especially when it comes to bulk hiring pools and mass job fairs. 

By understanding the job requirements, AI software services can fish through a pool of applicants to determine which ones meet the necessary criteria. 

     3. Evaluate Candidate Qualifications – Sorting applications can be quite a task, but it’s essential when testing out which candidate shows themselves as the most qualified. By completing this evaluational step, managers can provide objective results that can dictate who is the right candidate. Such qualifications might include: 

  • Career Achievements 
  • Creative Portfolios
  • Educational Levels 
  • Demographics 
  • Work Experience 

When it comes to making your selection for the ideal candidate, the evaluation process will help you narrow down your lengthy list, to select the one with the best fit, like perhaps a “best-fit Personality Quiz.” Automation allows managers to send out all application documents and on-boarding forms to new hires as soon as they’ve received the job offer, almost instantly.

  on-boarding 4. Getting Feedback from your Employees – Listening to your employees is essential, because it shows you that they actually value your opinion. Establishing good on-boarding processes can help your company grow, but also to retain employees and to build stronger relationships.

   

 

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