Experience remote hiring success with custom hiring and onboarding platform
Even before the pandemic hit, the number of employees working remotely has grown considerably over the past few years. The number of people telecommuting in the US increased by 159% from 2005 to 2017.
Even if the threat of COVID-19 ceases, we may not return to the traditional office structure any time soon. In other words, remote work will matter to business much more than it did earlier. Employers, therefore, need to find ways to facilitate remote work. This includes creating the best remote hiring and onboarding experiences for employees. Strong onboarding processes improve new hire retention by 82% (Glassdoor).
By making a switch from a traditional to a digital workplace, organization across the globe are embracing the new normal. While there are many off the shelf remote hiring and onboarding platforms available in the market, for long term flexibility, it is necessary to fine-tune the features, user experience, functions and so on to fit your organizational requirements. Fingent, as a top custom software development company, can help you create custom applications to power your recruiting and onboarding.
Challenges of remote hiring and onboarding
Companies want all of their employees to feel inclusive and want a collaborative environment. But how do you make people feel that they are a part of something when you’re working remotely? Remote working is not just video conferencing and chatting, but a comprehensive set of practices that organizations need to develop. Remote employees require more trust. This is what makes hiring remote employees so much different. With remote employees, you don’t have any physical control or direct supervision to know whether or not people are on Netflix or YouTube all day. Building trust over time is the main challenge that organizations need to address while bringing in remote employees. While hiring a remote employee, we’re investing in a person where we’re going to trust him/her to represent our company.
Remote employee hiring and onboarding is here to stay
Despite these unprecedented challenges that COVID-19 has presented, various organizations have reacted positively and made rapid changes to their remote workflow management priorities and expectations. This ultimately shows us that the need to hire and onboard new staff will continue. Businesses will have to come up with innovative ideas and creative best practices to continue with their hiring and onboarding processes.
How can a custom platform for remote hiring and onboarding help you?
The hiring and onboarding process of each company is unique. Employers always look to incorporate the requirements of a particular LOB into their induction programs. A customized remote hiring and onboarding platform helps you edit your workflows the way you want. You can use different task types to create a unique workflow for a new hire, through which you can send forms, trigger emails, conduct training sessions, and much more. You can even generate reports to review the progress of each workflow.
Let’s see how a custom platform can add value to your organization:
1. Digitization of your recruitment process
With traditional HR practices becoming archaic, organizations look for recruitment technologies that help streamline processes, giving them the best talent available in the market. A remote recruitment and onboarding platform that is customized to integrate ATS (Applicant Tracking System) allows you to post jobs, screen applications, conduct interviews, and centralize all this information in one shared place. When you’re hiring remotely, you have to find the best fit for your company from a large pool of candidates. Incorporating functionalities like intelligent screening, document parsing, video capabilities help you gain a better understanding as well as organize your recruitment process.
2. Electronic documentation helps you go paperless
A custom platform that takes the paper out of paperwork is what you need today. An online onboarding solution with features that enable your new hires to complete their documentation procedures from wherever they are, using any smart device makes the workflow as painless as possible. This custom platform automatically triggers email reminders to employees if they have not completed their documentation before their joining date. The onboarding platform can be configured to give automatic error notifications and tips to resolve those errors to ensure that all your employee documents are accurate. Additionally, functionalities like fingertip signatures, photo upload, and OCR make paperwork a breeze.
3. Self-Service onboarding improves employee engagement
Remote employees do not have the liberty of walking to their managers’ desk time and again for necessary guidance. Employee self-service onboarding comes to the rescue here and acts as a key to employee engagement. Self-service portals help to organize the onboarding process of your new hires helping them find all the information they need in one place. A customized remote platform with self-service onboarding capabilities helps your recruits access essential documents that help them learn and get up to speed quickly and with confidence. Thus employees are satisfied as communication channels are improved leading to higher productivity.
4. Project management on-the-go
Onboarding and managing a remote team requires overcommunication. An online project management tool helps you do this with ease. You can opt for integrating a project management tool with your remote hiring and onboarding portal to reap the benefits in a single solution. This helps remote workers track the progress of their projects, collaborate effectively, and complete projects efficiently from anywhere, using any smart device. New hires can interact effectively, helping them learn fast. Managers can also track time and analyze what needs to be done in their projects. With a real-time overview, you easily get an idea of who’s working on what. Inbuilt video conferencing tools help you to stay in constant touch with your new hires working remotely.
5. Virtual mentoring and training programs
Mentoring and training programs are an indispensable part of onboarding. They help an employee get accustomed to her new job, learn about the company culture, and update her skills to better perform his duties. You can integrate virtual mentoring programs in your onboarding process helping new hires know about their roles and get personalized training wherever they are.
A company is indeed as good as its employees. Hiring and onboarding new employees was a time-consuming process traditionally. When all or most of your staff works remotely, things become complicated. A tailored platform for remote hiring and onboarding helps you deliver awesome onboarding experiences to your employees, fostering productivity, efficiency, and better employee retention. It also allows you to promote your company brand and culture which gives your remote employees a sense of belonging.
So did you get a custom platform for hiring and onboarding remote employees? Now is the time if not done yet. Partner with us to develop a tailored platform to meet the unique needs of your company.
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IT is all about talent, how skillful and creative developers apply their talent to technology, to develop cutting edge solutions to solve a problem or unlock some latent possibilities. The role of Human Resource, responsible for acquiring and nurturing is very much underestimated and often overlooked, in such a scheme of things.
HR is today a key enabler of the organization’s strategic goals, having grown from its earlier avatar of functional “Personnel Management” to assume a complex role that cuts across all aspects of the business.
The Need for an HRIS
Realizing HR’s strategic mission necessitates the HR team to align its approach with the broader business model. Often, HR is trapped in transactional activities that add little value to the overall enterprise. For HR to add value, all its activities, including transactional activities, have to be integrated into organizational goals. The need of the hour is strong systems that integrate processes, eliminates silos, and reduces paperwork. A key enabler in this front is HRIS (Human Resource Information System), which is just as important as a CRM or ERP for the enterprise. A good HRIS not only enables automation and standardization of key processes but also forges deep integration with other systems running in the enterprise. Such a systems-driven approach gives key stakeholders access to the complete information in real time, improving the quality of their decisions.
HR and Big Data
A solid HRIS goes beyond enabling linkage top HR functions. In today’s tech-heavy world, data is a key source of competitive advantage, and HR holds the most crucial data related to the internal trappings of the enterprise – that of its people. Unlocking the big data HR holds by incorporating a robust analytic engine to the HRIS can yield rich insights and transform the workings of the enterprise.
An effective analytics based HRIS that pull, aggregates and analyze data from various sources, brings accuracy and clarity to all workforce-related processes.
Today’s competitive pressures force many businesses to tie staffing and compensation decisions to specific business problems. To further this end, many enterprises now use workforce analytics systems, integrating HR data with information from sales, finance and other business operations. The reports and forecasts generated by workforce analytic systems become the basis to determine compensation and benefits packages.
Forging a sound compensation-related analytics system for HR requires effective coordination between HR and IT, not just to get the technical backbone up and running, but to identify the skill-set and relative worth of every skill.
Many HR technology vendors now integrate analytics to not just payroll, but also to hiring and people management platforms. A 2016 Deloitte survey reveals 48% of businesses using staff analytics for workforce planning, with 39% correlating data about their employees to business performance
In today’s fast-paced world, where roles and opportunities remain fluid, and nothing is left in stone, analytics help HR predict with a great degree of accuracy how to effectively adjust and allocate the workforce to keep pace with changing business needs.
Training and Development
Training is an integral part of inculcating employees with the latest skills, so essential in today’s fast-changing business and technology environment. Smart HR, attuned to today’s competitive pressures, make an effective team with the tech team, to identify people who require training, and devise the most appropriate “push” or “pull” training methodologies. In an ideal enterprise, HR is the coordinator and the patron of the training initiatives, and also links training effectiveness to performance initiatives.
Effective analytics helps HR gain insights into the execution of critical tasks, and identify the difference between desired performance and actual performance, drilled down to individual employees. This becomes the basis for designing a training and development plan for each employee.
HR as a Catalyst for Employee Engagement and Productivity
The HR strategy has an important, yet often overlooked the impact on employee engagement and productivity. In times of stability, the policies and systems in place inspire leadership and motivate the workforce to put in their best short. In times of change, how HR takes the lead in driving change has a big bearing on how employees buy the change, and remain motivated in the wake of new paradigms and changed realities. In today’s tech-centric enterprises, it requires effective coordination between HR and IT to develop robust systems that allow employees to remain productive, and bring stability during the times of change.
Harvard Business School defines Competitive advantage as “firm is something unique that competitors cannot easily copy.” For HR to create competitive advantage, it needs to develop systems and processes that maximize the abilities of the workforce and tap into organizational capabilities to the hilt. It requires well developed and robust solutions, in the form of mobile apps and more, to ensure the technical backbone of HR is up to the task, to realize competitive advantage. With our considerable experience in developing solutions across-the-board for hundreds of enterprises, we are in the best position to fulfill the void. Our team of highly resourceful and talented developers would understand your specific requirements, and develop cutting-edge solutions that propel your enterprise to a whole new level.