Introduction:

Even before the Global pandemic organization was moving towards digitization in their onboarding processes but now automated and digital onboarding has become the need of an hour for every organization. As we are in 2020 now it’s time to reinvent onboarding with a focus on candidate experience and long-term retention and paperless onboarding. 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. Gone are the days when welcoming new hires meant handing over a folder with the company goals, a job performance checklist, and orientation paperwork. Today employee orientation has been redefined as “Employee Onboarding.” It is no longer a single one-day event, but an ongoing process that continues at some level for the entire length of employment.

From that lens, there are four “C’s” of onboarding:
1. Compliance
2. Clarification
3. Culture
4. Connection

5 Best Practices of Virtual Onboarding Program:

1. Paperless Onboarding Program:

Paperless onboarding is the process of using an employee onboarding framework or a unified HR management solution to speed up and streamline the process. This personalized onboarding framework takes a fresh approach to onboarding and making it flexible, automatic, and personal by automating each and every new hire document such as New Joining form, EPF, ESi, Aadhar validation, all compliance check with easy e-signature functionality. As a result, it improves employee engagement, reduces the no-show rate and drop-out ratio, and ensures process.

2. MicroLearning & Training:

Microlearning is the digital and virtual way to transferring KT or learnings to new hires in the form of video, programs, clips, etc. You can easily assign or schedule training, new hire learning, videos, assign courses or instructor within the onboarding or onboarding program directly or even provide your LMS link with one single framework. These systems learning are so easy to use and even are mobile-friendly. It has been observed that the microlearning technique can generate 50% higher Employee Engagements and cost 50% less than traditional learning. It is also considered as a powerful tool for various compliance scenarios.

3. E-Induction & Orientation:

Induction is an event where you introduce yourself to the organization and viceversa. It is an important process while bringing new employees into the organization. An induction program is often part of the HR knowledge management system as all the compliance and safety check knowledge is shared with the new hires. E-induction is similar to traditional induction where you introduce the new hires to the organization. All the induction videos and knowledge content can be within the onboarding portal where one can upload videos, policy checks, compliance knowledge, etc.

What objectives and organization achieve through E-induction:
•Time and cost-saving process.
•Engages new hires effectively as it contains video, article, etc.
•One can easily integrate induction recordings.

4. 30-60-90 days Onboarding Plan:

Mentors & stakeholders should create an onboarding plan for new hires to measure their productivity, capabilities, and interests. Without an agenda or plan, the new hire must feel lost or scary which leads to a negative employer branding which any organization doesn’t want. With the help of a plan, stakeholders can easily analyze new hires’ productivity, success, and interest. 30-60-9-days onboarding plan will help new hires to understand their roles & responsibilities and also help them to increase and track their productivity. Onboarding plans also helps organization and HR to set the right expectation for new hire from day 1.

5. Gamification:

New employees are often nervous on their first day, the weather is the first day in the office or even when working remotely, and why not? Instead of a day full of training and learning, we should make the first day of the new hire GAMIFY. Gamifying the initial task of onboarding helps new hires to reduce their first-day anxiety and stress. Do you know? Gamification act as a core engagement activity for PreonboardingPhase. As it creates healthy competition among new hires and also Creates a stronger Employer Brand.

Note: Digital Employee Experience in modern times can leverage data insights for personalization and automation. This improves the flow of work and continues to contribute to the cultural and physical part of the employee experience. Connecting and automating whole onboarding workflow as a one system help HR and new hire to have better user experience and better first impression for organizations.

How MyJoining can help?

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 them into one single platform that can help HR leaders to achieve their goals. We have helped the world-leading organization to reinvent its onboarding journey. Don’t let the format of remote and virtual onboarding immediate you. Many companies are facing and experiencing the same growing pains and discomfort as you are. But by adopting a world-class structured onboarding framework can serve your company in all these difficult times and for many more virtual years to come. When you’re starting off remotely, you can feel disconnected from the team, even if you’re using the proper communication tools.

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.
5. Paperless & Virtual Onboarding Program