Celebrating its 20th anniversary in 2019, more than 200,000 organisations benefit from
Creating a kick-ass first day
It came to no surprise that the P&E team was inundated with positive feedback from
New starters, however, were not quite as positive. They loved the packs, especially the custom shoes,
The challenge was set. How could the team improve the onboarding experience beyond the cool buzz items?
The first step was to understand what role onboarding played in the overall employee journey – from recruitment to
Start by being brilliant at the basics
Despite 95% of employees rating
When asked to provide some insight
- New hires valued their buddy, IT equipment, office induction and desk
setupmore than the cool stuff.
- Provisioning owners (the Finance, IT, Security and P&E teams) needed to know the right IT kit, have adequate time to fill
and be confident in the approval workflow. order,
- Everyone identified the compliance requirements for GDPR, Data Sharing and storage as a burden.
The onboarding & engagement solution
When it came to the candidate experience, the issue of desk readiness in the countdown to day 1 was sorted. Candidates accepted contracts faster than ever with no physical forms, lengthy bureaucracy or signatures. The digital acceptance process uses a 6-digit pin code on a candidate mobile. And with complex task and provisioning
It wasn’t long until the
Creating a kick-ass first day V2
The team already had the elements for an amazing onboarding experience. What they needed was a better way to personalise and deliver these pieces in a way that didn’t overwhelm new starters.
Using the onboarding solution from HROnboard (a system enabling the P&E team to message workflows via text message), the
The team can encourage and facilitate communication and interaction without losing that valued personal touch.
And it’s an evolving process – Liz and her team are actively testing and learning. Changing and evolving content based on engagement indicators built into the app.
For example, the team had a task at the end of week one to update LinkedIn profiles. Engagement and completion of the task was low, so they replaced it with a mindfulness message that prompts new hires to take a breath and check out in-house wellness resources.
What about the results? Did this process improve engagement scores?
“HROnboard gives us the ability to create a kick-ass first day, build excitement about our culture while maintaining a high level of compliance and governance throughout the employee’s lifecycle.
We’ve reduced new hire processing from 3 weeks to 2 days and by month two, 93% of employees are confident to perform the requirements of their role. And our new employees love it!”
- Improved IT Asset controls – employees are productive from day 1 with no more incidents of desks being unprepared or equipment unordered
- Improved data privacy controls – reduced new hire processing from 3 weeks to 2 days
Head of Global People & Experience,
The best indicator for success is the positive feedback the team receive from new starters during onboarding:
“Best first day and welcome program I have encountered. The speed in which it was executed was impressive” – Fraedom, new starter
“I felt as if the red carpet was rolled out to welcome me” –Fraedom, new starter
“The process was really great, I know where to come and what to expect plus not having to spend the first few days of my new job filling out paperwork was awesome.” – Fraedom, new starter