Onboarding Engagement

What to look for

Engagement Requires Flexibility, Adaptability, Scalability
What’s wrong with one-size-fits-all? Workforces are not all the same. A modern workforce consists of a range of job roles, levels of experience, leadership, and status. Multi-national organizations must hire and onboard in regions with multiple languages, compliance requirements, and work agreements. An onboarding system should be able to easily adapt to all of these workforce categories.

  • New hire engagement is an essential component of a truly strategic onboarding approach
  • Engagement consists of meaningful connections between new hires and their role, their team, and the company culture as a whole
  • Engagement must involve managers in the new hire experience

Engagement adapts to your unique workforce characteristics

  • Does the onboarding technology vendor offer the ability to tailor workflow and content by employee title, type, role, location, experience level?
  • Can the onboarding system deliver a unique and highly personalized experience for every employee based on those characteristics?
  • Will the system be able to involve and engage your managers in the new hire process? Manager engagement will make or break the new hire experience.

Engagement starts early with offers

  • Look for onboarding solutions that have automated integration with your ATS.
  • Look for onboarding solutions that include a way to personalize and deliver offers quickly and easily.
  • Can the vendor automate the creation, delivery, and management of new hire offers at enterprise scale?
  • Will the offer letter allow personalization with dynamic and engaging offers?
  • Will it automate administrative tasks?