Does effective onboarding increase employee motivation? SHRM (The Society for Human Resource Management) has gathered information indicating that it does. Their findings? That the result of effective onboarding is that both employee AND employer reap long-term benefits.
According to SHRM, effective onboarding will increase job satisfaction, organizational commitment and performance levels. In addition, it can reduce turnover and new employee stress levels. When you research onboarding, you’ll find that video is one of the most effective approaches available today.
Traditional onboarding often consists of classroom-style lectures accompanied by documentation the new hire must study. Providing video is more memorable and far more effective than a lecture. It’s a way to build trust of company executives and ensure that the message to new employees is consistent. In addition, top-notch onboarding that includes video can reduce in-house training costs, and even reduce turnover in the first 90 days of employment.
You can build a library of onboarding videos and update them as required. When the employee has access to the library, they can revisit information that they need to reinforce.
Another advantage is that you don’t need to overwhelm new hires by providing all the information they need at one time. It’s easy to set up a drip email campaign that spaces out delivery of links to the videos in sequential order, based on the employee’s start date.
Separate the information you want to convey into manageable pieces. For example, one video could be a welcome video from the CEO; another might come from department heads and so forth.
Get employee input for ideas on the topics to cover. Ask existing employees of differing seniority in what ways they got lost when they were new hires. Also, ask them what they know now that they wish they’d known when they first joined the company.
Here are some topics you may want to include in a multi-day orientation program:
The types of videos can cover issues that may seem mundane but are important to new hires. Examples include how to use necessary equipment, IT policies, how to get support if something goes wrong, and a wide variety of other day-to-day challenges.
Operational videos are also useful for reference – they’re the sort of content that the new hire may return to later, when they encounter that particular challenge.
Of course, your onboarding videos should reflect your company culture. Expand on that idea with fun videos that illustrate what it’s like to work at the company. Take a video of one employee, or edit the input from a variety of employees into one video. Your team members can share on a variety of topics, such as what they do, their biggest challenge, their greatest satisfaction, the resources they find most useful, the help they can offer to new employees, and what they like about their job or the company. If you have employees whose career paths have included a series of promotions, arrange for them to provide a testimonial on career opportunities for long-term employees.
If you’re responsible for onboarding new employees, video is a tool you won’t want to ignore. Don’t get overwhelmed if you don’t have a video library right now. Since you’ll be creating specific videos to address specific topics, you can easily build a library over time. The most important thing is just getting started!
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.
The First Amendment to the Constitution guarantees US citizens the right to “freedom of speech.” Citizens may freely express themselves in a public forum on any subject, including political topics, and rest assured that there will be no detrimental consequences. This is a known fact and beyond contest. Right?
The First Amendment reads:
“Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the government for a redress of grievances.”
Oh, those pesky details. Note the amendment specifies “Congress shall make no law.” Unless a person is an employee of Congress, those precious freedom of speech protections may not apply.
Before you join in a protest or send that Tweet, there are a few precautions you should consider:
When social media enters the mix, the potential risks for speaking one’s mind increase exponentially with each “like,” “share” and “tweet.” Expressing political views on a contentious issue or actively promoting and endorsing a candidate (or even not promoting a specific candidate) can pose a risk. If an employer believes an employee’s stated opinion or supported political candidate reflects negatively on the company, or that their actions fall below an expected level of professionalism, the employee may face disciplinary action that could end in termination.
Those practicing activism via the Internet use email, social media postings, live-casting and podcasts to communicate and disseminate information.
Online political activism is usually categorized in one of three ways: awareness and advocacy, organization and mobilization, or action/reaction. Examples could include:
Any of these activities, even those undertaken from a private home or public venue, or those taking place during nonworking hours can be grounds for discipline and/or termination.
An online footprint can go so far as to hinder one’s chances in the hiring process. Recruiting expert Alysse Metzler, in her 2013 book “The Recruiting Snitch,” found over 70 percent of recruiters for US companies investigate potential employees on social media before hiring. According to Metzler, an online presence dominated by political views raises warning flags.
It is human nature to take a “That won’t happen to me” approach to hypothetical situations, such as getting fired for making a post to Facebook. But the reality is that it does happen. There are cases now making their way through the court systems in which employers terminated employees for participating in organized activism, for political statements and affiliations.
In the coming years, the lines between what is and is not protected speech may be more clearly delineated. Employers may revise their company handbook or onboarding materials to clarify definitions of which activities are acceptable and which are not.
Until then, take care in what you do and say. Neither employee nor employer is as protected as they may seem.
2017 will be blanketed by a myriad of digital marketing strategies for HR firms. From recruitment and onboarding to employee engagement – human resources personnel must be ready to embrace new trends, staying ahead of the curve and meeting the needs of discerning employees across the board.
Wait, back up the bus… did that just say – MARKETING? For human resources?
The job market is becoming increasingly competitive, with unemployment numbers continuing to fall. That means employers have to set themselves apart from other companies. It means communicating your company’s values, beliefs and the ways in which you’re working to be an employer of choice. In short, marketing.
So yes, today, marketing means digital marketing – and digital marketing is powerful stuff for human resources. Sending letters to employees homes is so 2015… now, you need to be online, transparent, and ready to embrace the demands of an entirely new kind of job-seeker.
Employee-centric websites can serve as information hubs for recruiters and talent. In fact, your company’s website is usually the first platforms for job seekers scanning available opportunities and listings. With this in mind, your website must be up-to-date and reflect all the current and burgeoning employment trends. From industry developments to top hiring prospects, your sites should also include a wealth of resources for clients and talent. We’re talking about employment listings, growth reports and informative articles that correlate with several industries and niches. It is also vital to implement social media links and SEO strategies to secure brand visibility and awareness. In fact, meta tagging and keywords still play a pivotal role in connecting users to the services and information they need.
Beyond recruitment, HR will need to embrace digital marketing in the onboarding process. Begin with emails to your teams that keep everyone informed of any start dates for new hires. This makes sure your new employee has all the software, hardware, training, and resources they need to hit the ground running. Consider automated fulfillment of a gift of premium items, so that new employee will feel welcome and part of the team immediately. Add to that some relationship-building marketing emails for your new employee, helping them get acclimated without overwhelming them on their first day.
And look for places to implement a digital marketing strategy in every corner of your online presence by creating an interactive onboarding program that will allow new hires access to the information they need as they get started in their new position.
Of course, regular email newsletters will continue to play integral roles in all HR marketing campaigns. However, these materials can also serve as mobile blogs for all your new and existing subscribers. This means the content should effectively attract and engage job seekers and clients – while addressing all their questions and concerns.
This is where knowledge of online content creation becomes important – what kind of voice do you want for your company in this arena? What topics are vital to cover, and how will you convey who your company truly is? This kind of digital marketing is what draws people to companies today – and repels them just as quickly. It’s important to truly reflect who you are and the kind of team you’re continually building to help your company reach its goals.
Your email content should always be easy to scan and digest as well. Creating memorable content helps generate a lasting buzz about your company
As always, mastering the right social media platforms will be imperative in reaching the right people and drawing them to your company. Recent statistics show that 79 percent of job seekers use social media for daily searches. This includes Facebook and Twitter, along with other platforms and networks. With this in mind, your HR department should continue cultivate relationships on social media platforms relevant to the kind of people you hope to attract. This will help you reach your prospective team members on a large scale – while effectively marketing the things that differentiate you from your competitors to specific individuals.
Believe it or not, depending on who your company is, Instagram and Pinterest can both be especially helpful in establishing a visible presence for your company. Savvy HR professionals utilize these platforms for posting industry growth charts, pictures, videos, and anything that connects their company to what their kind of job seekers are looking for.
So, digital marketing strategies for HR doesn’t sound so far-fetched in 2017. Embracing these concepts can help you build a stronger company with an unbeatable team of engaged employees.