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Empowering HR Success with Onboarding Analytics

Introduction:

What is HR Analytics?

The definition of remote is something that is far away in place or time or a place that is located away from the populated areas. Onboarding speaks about the process of integrating a new employee into an organization. When we speak about these two words separately they are having an opposite value from each other. As we say Opposite Value is Complementary – here we are speaking about integrating these two above words and talking about Remote Onboarding which signifies the Virtual process of integration of new Employee into an organization. Saying an example – An introductory handshake becomes an introductory message and a welcome lunch becomes asynchronous greetings that might span several days across multiple time zones. Mastering remote onboarding is crucial and will ensure new team members to thrive in their role with the usage of the below Guidelines.

Best Practices For Onboarding New Employees:

1. Send them a greeting package. If possible, arrange for a welcome package to be sent to their home before they start. This can include items like a t-shirt, water bottle, laptop stickers, Diary, Shopping Coupons and even a personalized short note welcoming them to the team.

2. Arrange the first-day meeting. A direct manager and/or someone from Human Resources should schedule a video call through the onboarding portal and welcome them to the team face-to-face. Let new hires know they’re free to ask any questions. Express excitement about them joining the team. Walk them through what their onboarding will look like and what they can expect over the next few days and weeks. The first step should be making them aware of and comfortable with social and professional expectations.

3. Plugin from Different Spectrums: Buddy Concept for the new hires are very often heard and implemented to take care on new hires in the process of onboarding with clearing doubts and support, adding to it – Series of orientation calls with each member of the executive team, where they hear about our company history, culture, goals, and structure shall be well planned in advance.

4. Give them points of contact. It’s rare that a project can be completed from start to finish without input from other team members. However, new team members often don’t know the right person to contact for the right information. Provide them with context on the best people on the team to reach out to and even make the introductions for them.

5. Set expectations. Don’t be ambiguous about the level of quality you expect and how quickly you might want the project completed. Give specifics about what the final product might look like and also provide a concrete due date.

6. Often Follow-Ups and Feedbacks – It is very important to understand the pulse of new hires thus frequent follow-ups and feedbacks/review are really important to address. It can be with a questionnaire or routine

5 Creative ways to Integrate New Hire within Organization during Virtual Hiring

1. Culture assimilation: It is the way people behave, talk to each other, and work in the office. It is about how new hires get integrated into an organization culture like office culture, or even how colleagues address each other. A recent survey also shows that 61% of new hires do not get any training on organizational culture. HR’s and even other employees should help the new hires to feel like insiders and ready to work automatically before joining. According to the recent survey, millennials rank “people & cultural fit” as the most important thing they look for in future employees.

HR should let new hires absorb the organization’s culture and ethos by videos and interactive sessions with current employees as to how they live the culture. “BUILD AN ENGAGING VIRTUAL CULTURAL’’. With the help of cultural assimilation programs, organizations can easily guide and show their new hire’s organization mission, vision, and values.

2. 30-60-90 days 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 hires 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 hire 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 the organization and HR to set the right expectation for new hire from day1

3. MicroLearning – Microlearning is among the latest onboarding trends, it’s not just a trend rather a solution. It can be delivered through many different formats, but it has to be broken into small short parts. Whether it’s a video, audio file, or even article the maximum time for a listener should be 15minutes. 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 a powerful tools for various compliance scenarios.

4. Preboarding – Preboarding is a stage between new hire acceptance of the offer letter and their joining date. There is a strong uncertainty in this phase and a strong pre-onboarding process engages them effectively. Pre-onboarding also reduces operational overhead by automating the administrative and logistic tasks. Most importantly it provides the opportunity for new hires to feel welcomed and valued and to begin ramping up for Day1. With the help of preboarding, HR can easily orient new employees to the organization’s vision & Familiarize employees with the culture of an organization. This all lay an engaging and positive impact on new hires. Even in preboarding phase HR can digitize all the joining forms and compliance for new hires which can also be Gamify, later on, to engage new hires remotely.

5. Make it Fun – 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 new hire GAMIFY. Gamifying the initial task of onboarding helps new hires to reduce their first-day anxiety and stress.

Note: Digital Employee Experience in modern time 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 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.

Conclusion:

Don’t let the format of remote 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. Although remote hires provide special challenges (and opportunities) in building your team. But getting the best practices and guidance from the experts will make this roller coaster ride easy.