Traditional onboarding techniques are now outdated: let's see how to automate the business onboarding process with the tools offered by modern technology.
Corporate onboarding: how does it work?
In this article we examined the best examples about how to manage the onboarding and improve the candidate experience of new hires.
Let's try to learn more about the onboarding concept: these are the techniques and activities necessary to complete the recruitment process once the selection has been successfully completed and the best person to fill the vacant role has been identified. In fact, onboarding consists of the final phase of the recruiting process, including all the activities that match the new employee in the company, from the completion of the bureaucratic hiring process to the actual entry into the workplace. Traditionally this process was manually managed, with long procedures for exchanging documents and waiting times due to the manual performance of these tasks, from the collection of signatures to the filing of documents, from the verification of identity and requirements to the management of the first days of work of new hires.
HR onboarding: the support of technology
The use of technology and the advent of innovation applied by the HR world have favoured the processes digitalization and the spread of automatic tools to facilitate the recruiter's work in managing the onboarding of new employees.
Let's start from the early stages: the signing of the employment contract, the verification of the candidate's identity and possession of the requirements declared during the selection phase, so far it was carried out manually, with the exchange of documents and "face-to-face" meetings usually organized at company premises. The candidate often had to physically go to the company over and over again to produce all the necessary documentation and complete all the paperwork.
Today, thanks to the use of technology and the automation of onboarding processes, it is possible to carry out all these activities from home, quickly and easily. How?
Corporate onboarding: how to automate the hiring process
The manual handwritten signature of the employment contract is replaced by the exchange via e-mail of digital copies of the same, to be signed using digital signatures (in place of the handwritten signature) and verifying the identity using for example a SPID solution, integrating it into the HR processes.
At the same time, the presentation of certificates and diplomas is no longer on paper, being somehow delivered to the company, but can take place by uploading them online through special platforms, or simply by sending them via email and archiving in the company cloud to be managed by the recruiter.
It is almost useless to list the benefits of this process re-design: the candidate, at the core of the recruiting process, appreciates the time reduction and the streamlining of procedures, as well as the opportunity to avoid unnecessary and repeated movements, to protect environment. HR, on the other hand, benefits from shorter times and better use of its resources, guaranteeing people effective and personalized support, being able to focus on the most adding-value steps (compared to the paper filing of document folders).
HR onboarding: the first 100 days
That’s not all: the onboarding process does not stop here, but goes as far as the actual insertion of the new employee in the company, with his presentation to new colleagues and the organization of the first days of work. Several studies have shown the importance of the first 100 days in the company and the advantages derived from a good onboarding process (even a digital one) to build a solid relationship between employee and organization, based on the sense of belonging and mutual trust built up so far.
Once again, the technology effectively supports HR, offering the possibility of organizing the presentation of the new colleague to other employees in a fast, simple and engaging way: a welcome email, with an introduction postcard or a social media post or even an item in the company bulletin board will be an easy way to welcome the new employee, along with refreshments at the end of working hours to facilitate socialization.
To support the new employee in his onboarding, facilitating the understanding of company dynamics, integration in decision-making and collaboration processes between teams, as well as the knowledge of procedures and good rules, virtual libraries can be created to be comfortably and easily accessed from each device, autonomously and inclusively.
Companies will be able to create multimedia content platforms (videos, podcasts, virtual quizzes) to facilitate the internalization of the core values and Corporate Social Responsibility policies implemented in the company, personalizing and modulating the new employee's journey within the organization.
Glickon Seek, among its simple and innovative solutions, offers the opportunity to build a stimulating and engaging journey for new employees, supporting HR with increasingly cutting-edge technologies and guaranteeing job seekers a unique candidate experience.
