5 Ways A New-Hire Orientation Video Can Improve Retention

Improve Employee Retention RatesWhen you bring new people into your organization, your goal should be to engage and retain that talent long-term. Assuring your newest team members that they have made the right decision by joining your company is achievable from day one with a new hire orientation video. We’ve found that there are five key advantages to using videos to onboard your new hires including consistency, flexibility, creativity, delivery and engagement – all of which add up to better retention rates. Here’s how:

Ensuring Training Consistency

Typically, during orientations, different employees give presentations on the same topics. This can send different messages to your new hires who are just learning the ropes. To avoid this confusion, you can improve training by using videos and creating similar experiences for new hires. Maintaining a high-quality messaging standard with videos helps companies consistently train new employees both in-house and at remote locations. Original videos can present all your company information in an efficient way, reducing the time required for employee onboarding.

Offering Flexible Topic Presentation

If you’re a company trainer and are bringing new-hires up-to-date about company policies, you want to present information in a clear format. With the flexibility of videos, you’ll cover a wide range of topics. For example, a library of videos, arranged in order of length, might include: equal opportunity employment, medical leave, harassment, phone use, internet use, drug testing and workplace safety. Offering company videos, you can either show a separate segment for each topic or store segments for employees’ later use. This flexibility gives employees all the time they need to select and view each video individually or in small groups.

Employee Onboarding

Sharing Creative Content

Videos that increase employees’ enthusiasm about their new jobs have something in common: They have creative content and teem with engaging elements. One popular video format is documentary-style. Featuring interviews with company employees, documentary-style videos help to introduce new hires to their colleagues. A second format is known as script-based. In this type of video, actors deliver talks concerning organizational topics, like compensation and benefits. Another useful style of video is the virtual office tour. This format helps those just starting out feel comfortable with their new surroundings. Facilitating onboarding, any of these video formats shares creatively designed content that makes new hires feel welcome.

Providing Efficient Delivery

Most of the time video delivery–online or in person–is an efficient process. Whether you’re uploading a video to a social media website or, for privacy, to a Learning Management System (LMS), it is easy to deliver a quality video online for your new hires. For in-person showings, staff can use TVs, computers, laptops and hand-held devices, such as cell phones. Further, PowerPoint presentations with audio voiceovers can also be used to present videos. Overall, all these video platforms effectively bring tools together for content creation, sharing and management.

Fostering Informative Engagement

Did you know that most workers retain knowledge while they are actively engaged in a learning environment? When your new employees experience orientation through video, they learn. This learning process evolves as they are introduced to older employees, team leaders and management via videos. By watching coworkers’ video-based presentations, your new employees will not only understand policies but also focus on the importance of their own jobs. Similarly, videos of company events help new hires learn about company culture. So, for informative engagement, the best onboarding videos promote company values, not just training goals.

Take Away

Knowing these five advantages of using videos during your orientation sessions is the key to smooth new-hire transition. Letting new employees know that you value and care about them establishes a welcoming atmosphere that encourages low turnover and high productivity. As a result, producing a successful onboarding experience with powerful video messaging benefits employee morale and bolsters company performance, boosting productivity and improving retention rates from day one.

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How HR is Leading the Charge Into the Brave New World of Corporate Tech

HR and TechnologyAI Evolves From Sci-Fi Fever Dream to HR’s Best Friend

While typically the fodder of science fiction blockbusters, AI has evolved into an extremely functional and dependable component to every HR department that has chosen to wade into the AI waters. With a versatility that enhances many facets of recruiting, especially when integrated into existing CRM and ATS platforms, the whispers of pending technological advancements to HR are finally coming into fruition and the innovations are proving to be transformative.

A Recruiting Tool of Your Dreams

Although obviously important, recruiting can also be tedious and occasionally nerve-wracking. With the introduction of some straight-forward software packages, however, the more monotonous aspects of recruiting can be automated so a department can concentrate on other responsibilities. In conjunction with other applications, AI can help redefine recruiting procedures with the triple benefits of marketing assistance, communication enhancement and prospect screening.

RELATED: Keep the Best Employees! Boost Retention With Effective Onboarding 

A Social Media Specialist

Good or bad, an organization needs to actively market itself to attract top-tier talent. In a digital world, however, between old and new media, such marketing can be a complicated endeavor. To help HR managers compete for talent in a hyper-complicated digital world, Talemetry and other similar firms have created software packages that completely automate a digital marketing message so the proper information is distributed through the most effective platform at the most effective time. It’s an efficient way to use social media and an organization’s digital assets to reach the talent that can make the entire company thrive.

YOU MAY ALSO LIKE: Boosting Your Employer Brand Through Social Media; 4 Great Tips

A Reliable Digital Assistant

Mya, a purely digital assistant from FirstJob, just might be the recruiting tool an HR department can’t live without but didn’t even know they needed. Her intuitive interface can handle communication throughout the recruitment process, from emails and text messages to scheduling demands. Because she’s AI-based, the software learns to adapt and learn with continued use, also able to mimic natural human conversation so recruits likely won’t even realize they’re conversing with binary code. Since HR maintains complete autonomy over Mya, they can tell her how aggressive, formal, casual or lenient they want her to be, maintaining control over the tone and impression conveyed to recruits.

A Speed-Reader Like No Other

Like email automation, OCR-capable software for resume scanning has been in existence for quite a while. However, companies like Pomato are turning simple resume scanning into an infinitely more flexible and informative tool that not only scans resumes for keywords and phrases but also interprets the underlying contextual meanings. With this ability, HR can get an idea of the applicant’s personality traits, strengths, and weaknesses and not just strictly be relegated to what the resume says. Furthermore, Pomato can also help construct personalized interview questions based on its findings from the resume, cover letter, and CV.

Although AI and other innovations can still be intimidating to those unfamiliar with their practical uses, the positive effects they can have on HR should be enough to persuade even the most vocal of dissidents. Despite what popular science fiction might say, the practical applications of AI and related technologies, particularly when working in conjunction with CRM and ATS platforms, won’t be replacing humanity any time soon. Instead, they simply free employees to concentrate on other tasks, maximizing their strengths and efficiency.

 

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Recruitment Pros: There’s a 33% Chance Your HR Team Thinks You’re Failing

Recruiting New EmployeesIf you’ve ever felt your talent is suffering because of your recruiting and onboarding processes, you are far from alone. A recent study revealed that 33 percent of HR teams believe their organization is “not competitive in the battle for talent” because of recruitment failures.

The U.S. unemployment rate is hovering at low levels, recently hitting its lowest level since 2007. If your company is worried about the national talent shortage, know that avoiding some of the most common HR mistakes could yield a competitive edge.

1. The Wrong Recruitment Tech

Seventy-three percent of HR leaders feel they are not using recruitment technology appropriately. If your organization still scans resumes manually and uses paper checklists, you may have massive potential to become more efficient. From technology-assisted resume matching to automated candidate scheduling, smarter technology can significantly free up time for HR to focus on strategy.

Using the right recruitment technology is also one way to help your organization discover new talent pipelines, from social media candidate sourcing to benchmarking your organization’s openings against talent in your area.

RELATED: How Virtual Reality Will Change Human Resources

2. No Screening for Cultural Fit

Cultural fit is critical for successful employee performance at organizations of any size. Airbnb is one firm who attributes some of their success to hiring employees based on values. Experts recommend using personality assessments and “off-the-wall” interview questions to learn more about who your candidates are as people before making a job offer.

3. Not Setting Clear Expectations With Potential Recruits

Recruitment should be a mutual selection process. Onboarding, or a formal approach to acclimating new hires to your organization, can help your new employees succeed. However, onboarding is also an important way for potential hires to assess fit and determine whether they will thrive in your culture. Some highly successful companies use a “pre-hire orientation” video to acclimate their candidates to culture, values and expectations. Using standardized content, like a video, can introduce massive consistency in global or distributed organizations

Recruitment has never been an easy undertaking, and the nationwide talent shortage has only made it more challenging. Fortunately, there are a variety of technologies that can support comprehensive assessment and efficiency among HR teams.

employer branding

With smarter recruitment technologies, you can access new talent pipelines and tools to holistically assess your candidates. With the use of pre-hire orientation materials, you can also support your candidate’s ability to select the right match for their needs.

 

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How Virtual Reality Will Change Human Resources

human Resources virtual realityMost peoples’ experience or knowledge of augmented and virtual reality involves entertainment – for example, the Pokémon GO augmented reality app and the uber popular Epcot attraction Soarin’, which takes “riders” on a realistic virtual journey around the world.

Virtual reality (VR) has obvious entertainment value. And, as forward-thinking companies are discovering, it also has unlimited potential to revolutionize recruiting and training. Savvy human resources professionals are tapping into this technology to woo top talent, overcome geographic recruiting and training constraints, and cement their firms’ position as technologically advanced. The millennial and Gen Z workforces are drawn to cutting-edge technologies, and the “cool factor” of joining a workplace that embraces VR shouldn’t be underestimated. As the following five companies have discovered, VR is more than a gimmick: it’s a genuinely useful tool.

General Mills: Shows Rather than Tells

Most college students are familiar with on-campus recruiting events. Typically, they show up wearing their Sunday best and stroll from one table to the next meeting recruiters and collecting pamphlets or brochures. It’s necessary, but not necessarily exciting. General Mills has stepped up its recruiting game in a huge way. Candidates visiting with General Mills recruiters may be invited to don a headset and goggles and – thanks to a 360-degree GoPro video – take a VR tour around corporate headquarters and the Minneapolis-St. Paul metro area. They feel what it’s like to be an employee and experience the corporate culture first-hand. That recruiting approach is certain to leave an impression – a very positive one.

General Electric: Virtually Takes Candidates Where They Can’t Otherwise Go

Like General Mills, General Electric has discovered the benefit of using virtual reality in its recruiting efforts. For example, candidates can don a virtual reality headset to journey to the bottom of the sea and explore the company’s oil-and-gas recovery machines.

Lincoln Electric: Reduces Costs of and Increases Access to Training

Lincoln Electric has discovered that combining traditional and virtual training is a win-win for the company and employees. The company offers students the ability to practice on a virtual reality arc-welding trainer in addition to receiving traditional hands-on training. Studies show the combined approach leads to better communication and significantly higher certification rates.

Boeing: Offers On-the-Ground Flight Training

Boeing runs an Immersive Development Center in which its engineers test new parts and products, and pilots train in virtual reality flight simulators. Additionally, Boeing occasionally invites engineering students to the center so they can explore the company’s technologies, thanks to VR. All of Boeing’s engineers began as students, and the company’s recruiters hope that visiting students will one day return as employees.

Fidelity Investments: Researching VR App to Track Employee Benefits

With a realization that many people are visual learners, Fidelity Investments has created a prototype VR app to explain employee benefits. Users who don the headset are transported to a virtual boardroom populated with employees. Some employees are green, meaning their 401K investment strategy is sound. Other employees are red, indicating that it may be time to revise their strategy. The motivation behind the app is that viewing data in a three-dimensional matter makes it easier to digest.

Clearly, there’s widespread potential for human resources departments to embrace virtual reality. Companies are already using VR to recruit top talent, train existing employees and onboard new hires. How do you think these kinds of applications will change the way your HR and recruiting teams manage the future of your company’s talent?

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How Labor Relations Knowledge Gives HR Professionals C-Suite Skills

human resources labor relationsHuman resources professionals know that union organizing presents a variety of complex challenges, and many dread their labor relations responsibilities. After all, the process of educating employees on the drawbacks of voting in a union can be taxing, and participating in contract negotiations is nearly always stressful.

However, there’s another way to look at labor relations: as a unique opportunity to develop strong skills in leadership, decision-making, communication, and collaboration through experience that can’t be gained any other way. In fact, some C-suite HR leaders credit their labor relations work as their most important development opportunity, giving them the extra boost in skills they needed to reach the top of their career ladders.

Increased Understanding of Business Strategies

The cost of labor is one of the highest expenses in any organization, and maximizing the use of people to produce the company’s goods and services is a core function of human resources. However, many HR professionals find themselves bogged down in the details of the HR function: managing payroll, performance, and interpersonal conflicts, for example.

For unionized companies, collective bargaining agreements bring focus back to the purpose of HR, as these contracts essentially boil down to an exchange of quality labor for specific compensation and working conditions. Experience with contract negotiations gives HR staff special insight into their larger role, as well as an improved understanding of business strategies that will optimize the company’s success.

Improved Ability to Integrate Labor and Operations Solutions

When word gets around that there’s interest in unionizing, HR personnel often limit their union avoidance activities to correcting issues that have cropped up with managers’ behavior, application of policies, and similar matters. However, to be truly effective in keeping an organization union-free, smart HR professionals examine all aspects of the business. From basic operations to compensation rates for skilled workers, they look into every available possibility for improving the work environment. This offers an entirely new set of skills to HR staff. Instead of restricting their work to issues directly in their span of control, they learn to develop larger, more integrated solutions that benefit the business as a whole.

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Enhanced Stress-Management and Conflict-Resolution Skills

Working in HR means you’re regularly dropped in the middle of intense, highly emotional situations. The best HR professionals can handle the stress of these encounters calmly, keeping their own feelings in check while de-escalating tension between others. When labor issues crop up, they tend to be some of the most intense that any HR staff member faces. Greater exposure to labor relations means more practice with this sort of intensity. Before long, you’ll discover that staying composed is second nature for you – an important trait in any executive.

Highly Developed Communication and Collaboration Skills

The foundation of any union avoidance strategy is increased communication, and when a union is already present, collaboration is key to maintaining a productive working environment. Working on labor relations issues is an opportunity to become more effective in both communication and collaboration – skills that are very much on display in leaders.

Of course, not every position has exposure to unions and their related concerns, but you can still work toward improving your skills. Participating in high-quality training such as the Union Proof Certification is an excellent first step in taking your career to the next level.

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