So you’ve managed to hire an experienced and skilled new staff member. Are you sure you can keep them around? It all starts with your onboarding…

Employee Retention Stars On Day #1

The onboarding process is an integral part of the employee life cycle. It sets the tone for a successful relationship between employer and employee and directly informs the new hire’s comfort on the job.

That’s why successful employee onboarding can improve your employee retention rate by as much as 82%.

Onboarding new employees should be a smooth transition that allows them to quickly adjust to their new work environment and become productive members of the team. Unfortunately, this isn’t always possible, either due to a lack of resources or inadequate preparation—or both.

Key Challenges With Employee Onboarding

To make sure your onboarding process is successful, you need to provide comprehensive training materials that are easily accessible to your new hires.

This includes providing an up-to-date job description, outlining expectations from day one, and ensuring all safety protocols are in place before they start working. Unfortunately, this can be a lot to manage, especially when you consider these common obstacles to the process:

Undefined Roles

Smaller businesses often struggle with key managerial tasks, such as employee onboarding. If the owner is too busy managing the operations of the company and lacks middle managers or an HR department, they may not be able to devote the necessary time to the process.

Out Of Date Materials

Furthermore, with no specific staff member tasked with managing and optimizing this process, it’s more than likely your training materials are out of date. This only further complicates the new staff member’s first days on the job.

Unengaging Training

Lastly, if you lack an actionable strategy for the development and improvement of your training materials, they likely aren’t all that engaging. A boring binder of materials, a stale PowerPoint, an outdated video; none of this will excite your new hire about integrating into your company.

The Secret To Optimizing Your Onboarding

If you’ve been struggling with these challenges, you’re not alone. Business owners across the country know how difficult this can be. After all, 88% of companies do not onboard their new hires effectively.

Don’t worry, there is a solution, and it doesn’t involve hiring an HR team you can’t afford. You can optimize your onboarding process with the right software.

Onboarding Software Will Change The Way You Grow Your Staff

Onboarding software is designed to streamline and improve the onboarding process for both employers and new hires.

It allows an organization to:

Create personalized onboarding plans and guides
Automate paperwork processes
Provide access to important resources like training materials
Create a system for tracking tasks that need to be completed
Store all relevant onboarding data in one place.

These tools make it easy to stay organized throughout the entire onboarding process. Organizations can easily create custom onboarding schedules with associated tasks and deadlines, assign mentors or supervisors to follow up on tasks, review progress at any time by accessing real-time reporting features, and use this data over time to refine their future onboarding strategies.

As business owners implement new onboarding software, they often find that it helps reduce stress for new hires by providing all of the necessary onboarding information upfront. This increases employee engagement and job satisfaction while making it easy to answer common questions quickly and accurately.

As a result, companies can create an enjoyable and positive onboarding experience while ensuring their new employees are well-prepared for success in their roles.

3 Must-Have Features For Your Onboarding Software Of Choice

Like any software, onboarding solutions vary in features, capabilities, and price points. Make sure you find one that offers the following…

Integration With Your Systems

Don’t bother purchasing onboarding software without first ensuring it integrates with your systems. After all, this type of software is supposed to make your life easier, not add more work to get it to cooperate with your other applications.

Before you make your choice, make sure it can work seamlessly with:

HR platforms
Recruiting solutions
Payroll & benefits systems
Reporting solutions

Gamification Options

Engaging your employees during their training can be as simple as adding a few interactive stages. Known as “gamification”, this is the initiative to improve other boring processes by incorporating quizzes, assigning badges, and displaying leaderboards.

Mobile Capability

The more mobile your workforce is, the more beneficial mobile integration is for your onboarding software. It allows new team members to participate in training and for managers to track progress in the manner most convenient to them. This will only serve to boost engagement and effectiveness.

Don’t Let Your Onboarding Process Cost You Skilled Staff Members

In summary, onboarding software is an invaluable tool for companies wanting to streamline the onboarding process, increase efficiency, provide personalized support for new hires, and create a great first impression with potential staff members.

By utilizing these tools correctly, employers can ensure that their organization not only recruits but also retains quality personnel in order to achieve long-term success.

Do you need help selecting, installing, and managing the right onboarding software for your organization? Get in touch with our team today.

Hiring Crisis: 3 Lessons To Learn While Growing Your Staff

Amid a nationwide hiring crisis, it’s never been more difficult to recruit and retain quality team members. Consider the top three lessons we’ve learned over the past three years to better manage the new hires you bring into your company.

How To Find & Hire The Right Staff Members

Are you having trouble hiring right now? You’re not alone.

Month after month, new reports hit the headlines showing that companies across the nation are struggling to fill their open positions, keep people on staff, and manage their workload. The past few years have hit the working world hard in many ways, and one of the emergent and long-lasting effects is the ongoing labor shortage.

3 Lessons You Need To Learn About Hiring New Staff Members

Priorities Have Changed

Far and away, this was the hardest lesson we had to learn while trying to hire new staff members of late. The simple fact is that so many of the people you’ll want to hire may not have the same work/life priorities that they had two or three years ago.

The mass pivot to remote work demonstrated the possibility of a different work/life balance for millions of people around the world. These people had become accustomed to living a life that often prioritized work over the time they spent with friends and family or in recreation.

When they switched to remote work, most of them discovered they were able to accomplish the same work without having to commute, pack a lunch, or deal with the other trappings of conventional work.

The issue is that, while you’d like everything to go back to the way it used to, it’s risky to mandate in-office work. It could lead to a toxic work culture, or a workplace with a high rate of turnover—or, more likely, both.

To be clear, this doesn’t mean to have to stick with a total remote work model. You can compromise with a hybrid arrangement instead. A hybrid work model is a great way to increase workplace productivity, flexibility, and agility.

It allows employees to utilize both in-office and remote working environments, which helps them become more productive and engaged with their work. In addition, hybrid remote work helps employers like us better manage costs as it reduces the need for office space.

Furthermore, it increases employee morale and retention, as employees have more flexibility and control over their work hours. It helps to promote a healthy work-life balance for employees, which can lead to greater job satisfaction.

Overall, hybrid remote work is an excellent way to increase workplace productivity and employee morale while reducing costs.

Don’t Rely On Employment Apps

On the more direct and practical side of our advice, we want to ensure you don’t make the same mistake we did by relying on employment apps. You know the ones we’re talking about: Indeed, ZipRecruiter, etc.

At first, these seem like wonderful tools for a manager trying to hire new staff members. You simply post a job description, and applications start flooding your inbox. However, as soon as your start reviewing the applications and reaching out to applicants, you’ll start noticing the issues:

Application Volume

Getting hundreds of applications for your job really isn’t a good thing. First of all, it’s a lot of work for you and your team to review these applications. The small portion of strong applicants will be hidden in a mountain of bad ones.

The core issue is that these apps allow applicants to automate the process of applying to a job posting. They can upload their resume, and tell the app to send it to any open jobs that meet specific criteria. They never even need to review the job they’re applying for; the first they may hear about it is when you offer them an interview slot. While this automation may be convenient for the applicant, it makes your job that much more difficult.

Applicant Interest & Investment

The other downside to the automated nature of these apps is that they do not engender any personal investment from the applicant. Instead of scouring job postings boards and seeking potential employment about which they can be passionate and excited, applicants are completely removed from the process.

This results in a total lack of investment from the applicant. In practical terms, this means you won’t necessarily get a response when you reach out to them.

If you do get a response and schedule a time to meet with them for an interview, they may not actually show up. In my experience, more than half of the applicants to which we offered interviews (and who confirmed the appointment), did not show up.

Overall, this resulted in hours and hours of wasted time for the management team. This is why we don’t post jobs on these sites anymore. We post through our social media, we rely on our staff for word of mouth, and we utilize industry-specific job boards.

Be Patient

This may seem obvious, but we think it’s a valuable reminder. If you want to find a talented new team member with the attitude and work ethos that fits your company culture, it’s not going to happen overnight.

It’s important to understand that building an effective team that has real longevity is no small thing. It will take months, if not years. You need to be prepared to sift through the many applications you receive, to interview potential applicants multiple times, and to provide structured training once you’ve made your selection.

Is it a lot of work? Yes, of course—but it is an investment.

Over the course of a year or two of intentional and careful development of your team, you’ll start to see the fruits of your labor. In fact, it will get easier over time, as your currently established team and the culture they embody will actively cultivate itself in new additions to your staff.

Don’t Get Discouraged

To whatever degree you may find these lessons helpful, we know they don’t solve anything for you immediately. There is no magic solution to this problem.

More than anything else, we want to make sure you don’t get discouraged. Don’t just hire anyone because you need a body to fill a position; that’s a band-aid solution, and it won’t last.

Lastly, while we can’t help with the recruitment or training processes, our team can assist with your onboarding process. Setting up new computers, configuring secure accounts and remote access, you name it—we’re here to provide technical expertise if you need it.

Book a meeting with us to get started.

Category: Frontier Solutions

Why You Need Onboarding Software