Choosing the Right Onboarding System for your Organization

According to a recent study from Brandon Hall Group, “One of the big trends in onboarding is that high-performance organizations are acquiring a dedicated onboarding system at a faster pace than other organizations.”

The study also states that the main drivers behind acquiring an onboarding technology solution are to improve the new hire experience, improve the management of the onboarding process, and to alleviate manual tasks.

When choosing an onboarding technology system, you should consider:

• The ability to deliver personalized, yet consistent experiences for different types of employees such as new hires, experienced hires, managers, boomerang employees, etc.
• The ability to deliver the right information to the right person at the right time. A best-in-class onboarding solution allows you to provide communication and content at different inflection points in the employee lifecycle such as promotions, transfers, and exits.
• The ability to handle the administrative components of onboarding at scale – putting downward pressure on the time spent on processing forms and redeploying the time and resource savings into creating an engaging new hire experience.

High-performance organizations are seeking a dedicated onboarding technology solution to accelerate the pace at which new hires are integrated into the organization, its culture, and its organizational strategy enabling them to drive business outcomes such as market penetration, customer satisfaction, employee engagement, and revenue performance.

Rival, formerly SilkRoad Technology’s Lilith Christiansen discusses how to choose the right onboarding system for your organization in the video below.

TRANSCRIPT: When you are looking at new products to help enable your onboarding experience, I think it’s really important to kind of take a look under the hood and see what you’re really getting. One component of it may be kind of the flash and the sizzle and how are we going to engage with our new hires and that is certainly important. But if all you’re delivering is the same content to all of your new hires in a really cool exciting way, that’s only going to get you so far as far as trying to drive real business results. So maybe your new hires are really happy and excited for a certain period of time, but what happens when six months down the road they really need to understand more about the strategy of the organization and how their role fits in to driving success for the company? So you need to think about and assess what’s their ability to deliver upon that experience for different types of new hires, and can they do it at different points in time so that they’re receiving the right information at the moment in time that it’s going to make the most sense for them – that they have enough context before they received that content and then you also want to take a look at does it have an ability to support the administrative components of onboarding. That certainly isn’t sexy or flashy but it’s really important to your HR team. If they’re still behind the scenes, doing a lot of paperwork and pushing things in a manual way, then you’re not alleviating any of the pain from the folks there behind the scenes. So look at that onboarding product and make sure that it’s delivering on all three of those components. Is it exciting and engaging? Is it delivering content at the right point in time in a personalized way, and does it help with the administrative perspective as well in the back end, and kind of make that life easier for your HR managers so that they can get back in the business of working with employees in a more strategic way and not be paper pushers kind of behind the scenes.