By Kate Devine Elkins
You are likely in a war for talent, and once you’ve identified that perfect new team member, you don’t want to take any chances of losing them. Once they’ve accepted an offer, the next impression they have of your company is probably their onboarding packet, so making sure that process is as smooth as possible is a key to getting them onboarded quickly. On the other hand, a slow or disjointed process may lead to frustration and them deciding to take another offer.
If your process needs some help, you are not alone, and there are good reasons for trying to improve. Only 12% of employees strongly agree their organization is doing a great job of onboarding, and almost 20% of new hires either report their onboarding experience was poor, or that they had no onboarding at all. However, a more effective onboarding experience can help retain up to 69% of employees for up to three years, so it’s worth your time to reevaluate your current process.
But what’s the best way to get all that required paperwork done? How can you help make things easier for your new hire as well as your HR team? Our subject matter experts at Equifax Workforce Solutions have worked with many employers - big and small - to help them streamline their onboarding process. We have put together this HR Best Practices for Helping Improve the Onboarding Experience guide to give you some tips and insights, including:
Why should you use employee onboarding software?
What are Application Programming Interfaces (APIs) and how they can help:
streamline the employee experience
make implementation easier
reduce your HR team’s workload
When do common regulatory forms need to be completed?
What is a suggested order of onboarding documentation to help be the most efficient?
How you can show more value by taking advantage of WOTC credits that would help drop straight to the bottom line?
Download our Best Practices guide today, and for even more insights on this topic and others, subscribe to The Workforce Wise™ blog for more updates and tips.
The information provided is intended as general guidance and is not intended to convey any tax, benefits, or legal advice. For information pertaining to your company and its specific facts and needs, please consult your own tax advisor or legal counsel. Links to sources may be to third party sites. We have no control over and assume no responsibility for the content, privacy policies or practices of any third party sites or services.