When 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:
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.
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.
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.
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.
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.
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.
If 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.
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.
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.
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.
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.
Human 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.
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.
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.
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.
The “war” on wage gaps is raging and for good reason: Large wage gaps have historically existed in the United States based on gender and race, specifically when it comes to women and minorities. According to research conducted by the Pew Research Center, black men have earned 73 percent of white men’s hourly earnings since 1980, while Hispanic men’s earnings increased from 69 percent to 71 percent of white men’s earnings since 1980. Moreover, women — regardless of their ethnicity or race — have historically lagged behind men, whether in their own race or not. Today, women across the nation still make 76 cents for every $1 men earn.
As a result of statistics like these, pay secrecy has become a significant issue with serious ramifications for violations. That’s why it’s vital to practice effective methods of training management and staff on maintaining professional behavior with regard to keeping pay information confidential, while still abiding by the requirements of the NLRA. Here’s how:
Before communicating what your pay secrecy policies are, make sure you have it in writing. It’s vital to give your management team and staff something solid and concrete to reference should there be any questions. Additionally, ensure that your content is up-to-date. By having clear rules written and current, staff and management can have a better understanding of the company’s stance on pay secrecy and how to act accordingly so that information is kept in a professional manner.
It’s vital that management and staff understand the law to avoid any pay secrecy violations. The National Labor Relations Act (NLRA) of 1935 protects employees against pay secrecy and penalizes businesses that violate the law. While it may not cost much to violate the NLRA, a violation (and a history of it) can potentially push employees into organizing into a union and take up union card signing. Union avoidance is possible by communicating the appropriate behavior to have regarding pay secrecy and what the law covers.
Educate your staff that acting irrationally, such as terminating an employee, without getting the facts or going through a defined disciplinary process, especially based on pay secrecy, is not the appropriate behavior. It’s important that they listen to what the situation is first. Businesses can be forced to give employees that were wrongfully terminated the option to get their jobs back, and they also may be required to give them back pay for the entire time they were without the job under the NLRA. Therefore, it’s significant that your staff and managers understand the ramifications of violating the NLRA and what constitutes a violation. Certain states also have their own laws pertaining to pay secrecy, including Colorado, Maine and California, so it’s important to clarify state and local laws regarding pay secrecy as well.
Training your staff and management team to avoid pay secrecy involves communicating the correct information and having a plan in place. By taking these steps, you can be proactive and prevent your employees from being pushed away into union organizing.
Tried-and-true methods of practicing business are not so true anymore. Technology and globalization have made the world smaller, while simultaneously opening doors to improve the ways we live and work — especially where and when we work.
In the past decade, more people have begun to work remotely – but even the definition of “working from home” has expanded. Today, remote workers may still choose to work from their homes, but they might just as well choose to share co-working spaces, work out of a coffee shop, check in from the beach or even work out of an RV. In recent years, the percentage of workers employed remotely has increased by a whopping 80 percent. This has put new pressure on managers, supervisors, human resources departments and executives to build productive, successful remote teams – and that doesn’t have to be as difficult as it might seem.
Clear goals foster accountability. This will give your remote team a solid footing on which to anchor their work. Make sure your goals are specific, with measurable benchmarks and stated deadlines.
Your remote team’s work will center around technology. Carefully select from the plethora of available business apps and productivity platforms, and always vet your choices before committing to them. Keep in mind that you want to simplify your remote team’s workflow by reducing confusion while increasing productivity.
Each member of your team needs to know his specific task and how it will fit into the overall goal of the team. Provide your team members with clear guidelines that can be easily referenced. Ensure your management tool includes a way for employees to track required milestones within project tasks. If feasible, include a flowchart that shows the impact of each member’s assignment on the overall project goals.
One of the perks lost when teams work remotely is the positive benefits of one-on-one interactions between co-workers. Your workers enjoy freedom and flexibility when working remotely, but it also deprives them of face time to solidify team dynamics. There’s no huddling around the water cooler with remote teams.
Make sure your team leader touches base with every member on a regular schedule. You can get one-on-one interaction and group brainstorming sessions via technology such as Skype. This will help build working relationships between team members.
All work and no play make your team a boring group. Think of ways your team can get to know each other outside of work, on a more personal level. This can go a long way toward thwarting dissatisfaction with the job. Encourage collaboration outside of work hours, if possible. Meet up offline if you can, or offer your team digital happy hours.
Finally, make sure you’re connecting with your remote employees through excellent communication and training, with innovative solutions, including comprehensive orientation and onboarding strategies. Creating ways in which your team has common knowledge of the operation and what others do each day is vital to achieving your mission.