One HR trend is the emerging world of digitization. From digital meeting spaces like Zoom to digital team organization. Due to the COVID-19 pandemic, digital onboarding is one aspect of talent management that has taken off within recent months. Onboarding refers to the process of acquiring and ensuring new customers or new employees have access to all the services and products they need to excel. In organizations, onboarding expands from a pre-employment assessment and in-person meetings to taking these processes online.
What are the onboarding types?
This is the traditional onboarding method. The new employee arrives at the office, branch, or store of an organization and proceeds to do all processes in-person.
An organization or company sends a fresh hire documents to fill out online. They fill in their personal details and data at home, but arrive to be trained in-person at the site of the company’s office.
This process is entirely digital. Employees do not have to go to an office or store to take a pre-employment assessment or fill in their bank details. They have the ease to do it from wherever they are, with the same guarantee of security. Training takes place online.
Why digital onboarding and other hiring solutions?
In case you’ve been living under a rock for 2020, nearly all services have been taken online. Bars and restaurants now deliver food --- and cocktails --- to doorsteps. Telemedicine shot through the roof, leading one company to IPO within months. Telecommuting became the new normal for companies.
Digital onboarding and other hiring practices must be digitized to create a resilient hiring and talent management structure.
What other hiring management practices can be/are digitized?
Much of hiring and recruiting revolves around using technology tools. This comes at no surprise to seasoned recruiters. However since the talent acquisition team is responsible for identifying, acquiring, assessing, and hiring candidates to fill open positions within a company, it’s important that it must be digitally savvy. Talent acquisition process includes employer branding, succession planning, and creating and measuring diversity measures. For example, Deloitte’s latest Global Human Capital Trends study found 78% of managers see diversity and inclusion as a competitive advantage. Digital transformation in ensuring different types of people--from neurodiversity, ethnic, and age--is essential. Talent acquisition’s digitization must include how to identify specialists, leaders, and future executives for your organization online and remotely. By creating a resilient system of digital solutions, talent acquisition experts will be able to scale quickly.
Gamification in training and learning
What’s great about the modern mindset is how we’ve the power of play in learning. In 1964, Marion Diamond and her colleagues published findings on brain growth in rats.The researchers concluded play improves memory and stimulates the growth of the cerebral cortex. Decades later, research shows children pay more attention to academic tasks when they are given frequent, brief opportunities for free play. This may prove why Chinese, Japanese, and Finnish students--- among the best achievers in the world--- attend schools that provide short breaks every 50 minutes. Hiring managers and recruiters are enacting the same when feeling out new candidates for a job description or for training existing employees for new tasks. Psychological games encourage employees to complete training and improve their skills. In fact, research shows company gamification training increases the level of employee engagement by 60% and enhances productivity by up to 50%.
According to the Society of Human Resource Management (SHRM)’s 2017 Talent Acquisition Benchmarking Report, the average time to fill a job position is 42 days. The average cost-per-hire is $4,129. Organizations need faster methods to find qualified candidates quickly. Identifying a qualified candidate is not only finding a person with the needed skill set. It’s the person with the right skill set and the commitment to be part of a team for the long-term.
That’s why personality pre-employment assessments are distributed within organizations big and small. From Disney, McKinsey, to growing startups, a pre-employment screening process is set up. Hiring managers and team managers often believe it’s not necessarily the hard skill set that makes an individual successful on a team. It’s about finding personalities that work well together. Research has found that teams composed of a diversity of different personality types outperformed teams that were comprised mainly of similar personality types on a number of tasks.
Digitizing this important HR tool makes it accessible and easy-to-use for candidates and the hiring team. AI recruiting or AI in recruiting is how this pre-employment assessment practices takes place rapidly. Retorio’s AI-powered assessment allows it to be taken anywhere and at anytime. Retorio is a tool that gives recruiters a holistic snapshot of a person. According to a new CareerBuilder survey,companies lost an average of $14,900 on every bad hire in the last year, and it's a common mistake — nearly three in four employers (74%) say they've hired the wrong person for a position. Within minutes, Retorio delivers an assessment revealing a person’s core values, attitudes, and mindsets on the 5 dimensions of personality: Extraversion-Introversion, Openness, Agreeableness, Conscientiousness, and Neuroticism. By creating a digital pre-employment experience, companies can move quicker to hire---and rest assured their personality aligns with the position and team values.
Digital onboarding and video
Much like digital onboarding and digitizing other aspects of HR is cutting edge, video makes it an accelerated frontier. For example, Dot, a digital onboarding toolkit debuted by Slovakian biometrics company Innovatrix, allows login with facial authentication with a selfie and server-based biometric identification. The Royal Bank of Scotland Group member NatWest created an AI-powered identity verification process for easier account opening. The bank’s customers just need to upload a selfie and photo ID and their software checks in their login biometric markets.
Digital onboarding and other talent management processes are using video to create ease and speed. When sending out other e-forms, organizations are using video to fill out and/or identify them. Paperwork becomes “smart”. Employees and candidates should be able to use the most common device: their smartphone. A smartphone’s video and features should easily pair with forms, by auto filling information or creating real-time prompts to answer questions using video.
Digital onboarding is part of the “future of work” that wedged its way into our present-day lives with the onset of COVID-19. Along with other hiring trends, digital onboarding highlights how mobile and easy hiring, training, and other parts of talent management must be. If organizations want to improve on their ability to lead a team, organize a project, and find the best talent to implement those tasks, digitized tools offer a rapid means.
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