by Gareth Edwards, Client Lead, TMP Worldwide
Onboarding means different things to different companies. For some it means getting somebody in the right desk on the right day with all their requisite forms filled out and a computer, mobile phone and laptop that work. For others, that in itself would be progress. And for some it is a genuine opportunity to deepen brand engagement with new colleagues.
Online onboarding systems offer organisations the opportunity to get the housekeeping done; the right forms filled in by the right people (in a far greener way), as well as giving new colleagues a positive experience appropriate to their level of seniority that increases their understanding of, and engagement with, the organisation they are joining.
Clarity around job importance, organisational vision, understanding the division candidates are joining, their objectives and responsibilities all have a greater than 20% effect on discretionary effort* – in other words, too important to be left to chance and the effectiveness of individual managers.
A basic online onboarding environment can ensure that a new colleague has access to all relevant HR documentation, start date and joining instructions, has a clear overview of the organisation and their individual department, understands what is expected of them in terms of behaviours and dress codes and arrives feeling confident. The first onboarding environments TMP built were essentially information portals but were very positively received by candidates at both junior level, who felt positive going to work on the first day, knowing where to go and what to wear; and at a more senior level where people appreciated the opportunity to swot up on company jargon before they joined and so could keep up in early meetings.
It’s possible to do so much more, however, than just providing information to new colleagues. We are all used to social networking, wiki technologies and user generated content, and we are now using these Web 2.0 features in onboarding environments to allow new joiners to build networks before they join, share information and use online to-do lists in customisable environments.
When we are increasingly moving towards automated recruitment processes for all but the most senior hires, online onboarding systems offer the chance to deliver a personal experience, tailored to individual department level. They give new joiners the chance to interact with their managers but also other new colleagues, ensuring they arrive for their first day better informed, more confident and more engaged than they would otherwise be – delivering a far better brand experience and reducing the likelihood of early attrition.
*Corporate Leadership Council 2004