It’s our business to talk to HR teams about their current onboarding process. The number one question that we ask is “How is your onboarding process working for your team/company?” When we hear responses like: “Its not great.” Or “It could be better.” It gives us the green light to dive in a little deeper by asking: “What could be improved about your onboarding process?” And the conversation flows from there. Our team knows better than most the pain points that HR teams experience due to an onboarding process that doesn’t work for them.
Interesting quotes from some recent prospect meetings:
“Our current onboarding process involves a lot of paperwork – we had to move into a bigger office last year to accommodate all of the paper files that we store.”
“Our manual process is extremely time consuming – about 12 hours per onboarding”
“Our I-9 process didn’t pass the last ICE audit.”
“Onboarding and I-9 are a problem at our remote work sites.”
“1,500 paper I-9 forms were lost and now we have been scrambling to get them replaced in our system. It’s a huge compliance issue.
If any of these comments sound familiar, well, you aren’t alone. Today, HR technology is a must for businesses that are looking for a high level of efficiency and compliance. This is especially true for companies that employ a high number of remote employees. In industries such as healthcare, credential management and tracking is another really important aspect of compliance.
When seeking out an HR technology solution there are some important features that cannot be overlooked:
- Automation features that track employee records and alerts administrators about upcoming credential expiration’s.
- Remote onboarding and I-9 features that can onboard employees at multiple locations and/or have a high population of remote employees.
- Mobile features enhance the worker onboarding experience and greatly enhances the electronic onboarding process.
- Reporting features that can be completed from a single dashboard.
- Integration is another key feature that ensures that your system can be customized to meet your organizations goals for automation and compliance.
Whatever your current onboarding process looks like today, if it doesn’t work for your team and your organization its time to start looking for a solution. Before you begin your search, it is important to first identify your needs, get to know which processes need to be automated and get buy-in from key stakeholders before you begin the process.
