Video is easily the preferred medium for consuming information, and is rapidly outdistancing other options for ease and versatility. Recent data shows that video is expected to be responsible for 82 percent of online traffic by 2021. So, if you’re not already incorporating video in your internal communications, you may be missing out on an opportunity to connect with your employees.
When you use video as a communication channel, you increase the effectiveness of internal communications. People remember only 10 percent of the information they hear; however, they remember 65 percent of that information if it’s accompanied by a relevant picture.
You can use videos to improve employees’ understanding of an important topic, such as union organizing. A video used during a union organizing drive to effectively communicate the facts about joining a union before the employees make the commitment will drastically help your cause.
Today’s employees are accustomed to consuming their information, news and entertainment via video. A 2013 Pew Research Center study found that 50 percent of adults watched educational videos online. YouTube’s educational content via YouTube EDU is an example of the exponential growth of video-based instructional content online. In 2011, YouTube EDU started with 500,000 educational videos and doubled its viewership by 2012. In addition, academic enrollment in online courses is growing by nearly 3.9 percent annually, with thousands of online courses, saving $130 billion on certification and corporate training annually for organizations.
When you hold training sessions, capturing and maintaining your audience’s attention just by speaking alone may be limiting your employees’ learning experiences. However, when you incorporate a video into a training session, it helps support what the live training is trying to communicate to your employees while enhancing their learning experience. Video combined with a live trainer is better than a live trainer alone for a variety of reasons:
Videos are useful for breaking down important or complex information into digestible content that is shown over time. For example, you can stretch out complex topics regarding union organizing into discussions that are shared and released to employees weekly. This can include releasing a topic on strikes in the first week, on job security in the second week, on collective bargaining in the third week, and additional topics in the weeks that follow — such as union dues and finances, union card signing and how unions organize.
Using video is a modern and helpful method to connect with your staff. Employing videos in your training sessions doesn’t have to be complicated or a solo job. Whether you’re looking for innovative training approaches to provide managers with union avoidance tips or you want to educate employees on union organizing, working with a professional team with experience in producing videos for employees ensures you provide relevant, engaging and memorable content.
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 best way to make the onboarding process enjoyable and informative is to welcome new members of your team firsthand. Too many new faces can be overwhelming. Videos, e-learnings and online resources are an important part of orientation and further training. A good strategy for orientations and training sessions is to have few members of your staff on hand. You should mix the talks with interesting and upbeat digital introductions and walk-throughs.
Even if your orientation was not memorable, you probably experienced some amazing moments in your first week and month. Think of what moments and techniques you could use to familiarize your new employees with the company’s culture. By bringing your new employees to the boardroom in the headquarters office, even if you have to do it over video, you give them “tribal knowledge.” The talks and digital resources reveal the consistent standards, expectations and attitude that your workforce shares.
New employees are under extreme pressure to perform well. They often have little knowledge of industry standards and company practices. Orientation and personalized follow-up trainings are good moments to explain that people are not expected to be perfect. Documenting how experienced staff handle a problem makes new employees feel relieved. Watching such videos also lets them know who they can ask for help. Think of pairing digital resources with a few in-person appearances, a Q&A session and a mentor relationship.
Change the Onboarding Process As Needed With Help From Recent Hires
It’s important that your company’s onboarding experience remain consistent and effective. Yet you need to allow for the integration of new standards and information. Use your Human Resources staff to explain the legal and technical aspects of job features like benefits, the company wellness plan and health insurance. Talk to your most recent hires about how they think these changes could best be presented.
Since new employees just went through the onboarding process, they understand where certain information would best be inserted. In addition, being given an important question to answer helps them feel recognized. When you are able to make changes using their suggestions, that shows them they have been accepted by the company and their presence is valued.