A simple way to start down this path includes scheduling time for new hires and supervisors to reiterate the responsibilities of the position, discuss performance expectations, detail timelines for accomplishing mastery of skills and discuss the next big goals for the organization. The decision to use a tool to automate many onboarding-related tasks such as equipment provisioning, benefits enrollment, payroll coordination, training curriculum milestones and mentoring relationship activities will certainly impact the extent to which your organization will be able to introduce other concurrent changes to your onboarding process.Įnlighten new hires about the opportunity that exists with your organization by reinforcing their reasons for choosing you, and educating them about the potential career options available.

Get their feedback on what they are doing that could be done by a tool, instead…so that they have time to refocus on more strategic activities that will better support your employment brand.

Don’t forget to better enable your process stakeholders to fulfill their assignments, as well. Enable your employees to be productive as soon as possible by preparing them for employment gathering the necessary administrative documents with ease and, providing them with the equipment, tools and resources necessary to carry out the responsibilities of their role in the most efficient way possible.Ĭonsider whether automating new hire paperwork would help you better deliver on your employment brand, as well as whether its potential impact on KPIs justifies its implementation cost.

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