How do you keep control of employee onboarding?


Employee onboarding is one of those HR tasks that’s deceptively simple in the early stages of a company’s journey...

It starts out as being an easily manageable administrative task to ensure that successful job applicants receive everything they need to become employees.

Traditionally this has meant HR teams having to manage all of the communications manually, with a multitude of calls, emails and paperwork to cover everything from employment contracts to dietary details.

But as a company grows, it’s not just the additional paperwork that starts to pose a problem. It’s also the complex management controls that are needed to effectively handle onboarding across a growing organization.

Increased onboarding challenge

HR teams start to find themselves struggling to keep control as operations spread out across multiple locations and involve multiple hiring managers. Growing globally means handling different time zones and distinctive regional HR requirements.

It creates an awkward dilemma for HR leaders - do you try to maintain central control of operations or start delegating tasks down? Using traditional methods, both of these choices have inherent problems.

Trying to maintain central control creates an increasingly slow, error-prone and unwieldy system as HR teams try to manage a spiralling administrative demand.

Alternatively, delegation means accepting greatly reduced management visibility and control of onboarding operations as information becomes fragmented and scattered across a business.

Inefficiencies remain hidden

It makes trying to access company-wide onboarding information a slow and painstaking task as HR professionals try to manually collate details from a multitude of different sources. It allows misfiring processes and system inefficiencies to remain hidden.

It’s in this way that onboarding becomes a costly drain on company time and resources. Added to the administrative inefficiency, is the longer terms cost of providing new starters with unsatisfactory onboarding experiences.

A 2017 global study of more than 4,000 employees found that nearly one-in-five (19 percent) had left jobs within the first few months of employment because of a poor onboarding experience.

It’s to solve these types of issues that more businesses are moving to cloud-based onboarding software setups. A system such as webonboarding genuinely transforms the way a HR team is able to tackle management control.

Smarter digital approach

It removes any reliance on manual processes by providing successful job applicants with an online portal. This allows them to instantly access and exchange all of the documentation they need in a digital form.

With data handled in real-time, a central HR team can monitor and control onboarding operations across any kind of organizational setup - no matter what the shape, size or structure.

Webonboarding is designed with the flexibility to mould itself to the exact requirements of each company. Management approvals and responsibilities can be customized for each individual task on a new hire checklist.

Responsibilities can be delegated to regional offices and hiring managers without the loss of  any management visibility. All of the employment data is automatically stored, collated and instantly accessible to a central HR team.

Future proofing HR management

By controlling data permissions, a HR team can streamline processes and maintain simple and clear chains of command in which HR, hiring managers and onboardees always know exactly what’s required.

It provides HR with accurate data on every aspect of an employee onboarding operation. With integrated reporting tools, it unlocks access to the kind of management vision that’s not possible when using manual processes.

So it’s a way of working which effectively future-proofs HR management and allows it to effortlessly handle the evolving challenges of any growing company. It creates a system which is designed to evolve alongside a business - whether it’s a small start-up or a global corporation. 



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