What are some of the tools and resources that you use to facilitate onboarding?

This is one of the easiest ways to immediately give more value to customers immediately. We built an app for this exact purpose after years of not having one for our success and onboarding teams at previous startups. Onboard (YC 22 Batch) onboard.io provides a seamless way to create customized launch plans automatically with roles and only the relevant tasks/sections/milestones necessary and integrates with HubSpot, Salesforce, other platforms. Integration for Slack keeps your team up to date, and we also created custom workflows and email templates for more advanced cases. Once your customer is invited, they get access to a customer portal with a one-click login link to manage the whole process to onboard better.

Several resources can help provide an employee-centric onboarding experience. Here are a few of my favorites: 1.) Create some sort of portal or reference guide that covers all topics covered in orientation, as well as other pertinent information that may be of interest to new hires (information on values, culture, DEI initiatives etc.). I use my LMS for this. 2.) Create an interactive checklist that walks new hires through their first 90 days + automated email sends on Days 1, 30, 60, 90 to help remind them to complete crucial tasks. 3.) Hold weekly onboarding office hours. You can track questions asked during these hours, identify trends, and update your materials to proactively address FAQs and improve your content over time.

Outside the onboarding of new clients, onboarding employees is a key factor in the success of an organization. Employees who are onboarded well, are happier and have a higher retention rate. Also, communication is uniform. Appical.com is a platform to communicate with your new hires even before they start, informing them about both practical things as well as the background, history, products, and strategy of the organization.

Onboarding can be successful only if the sales to handover process was successful. If the goals of the customer including what they value the most isn't understood by the time of onboarding, then take the time to figure this out before going any further with onboarding. Onboarding should be kept simple. The process should be streamlined to where the customer understands what the value is of each step. This means having both internal and external stakeholders accountable for their part. You don't have to use any fancy software for onboarding. Make sure that the customer has everything he/she needs to realize the value of your product as quickly as possible and make sure you monitor and tweak the process accordingly.

Onboarding is a crucial process for integrating new employees into an organization. Some of the tools which can be used in onboarding are 1. HR software platform that includes onboarding features like task management, document storage, and electronic signatures. 2. LMS that allows you to create and deliver training modules for new hires. 3. Communication platform that allows new hires to connect with their team members, join channels, and ask questions. 4. Physical or digital welcome kits that include company swag, guides, and essential information. 5.Facilitates regular check-ins and feedback to ensure new hires are adjusting well. 6.Offers HR analytics to track onboarding metrics, such as time-to-productivity and retention rates.

An onboarding checklist is an incredible tool for new hires! It creates a transparent process from start to finish and empowers your new hire to complete their tasks promptly and conveniently. It also puts the onboarding ball in your new hire's court instead of you being responsible for segmenting and chasing each part of the process. A checklist is also helpful internally, as those not directly involved with the onboarding process, such as a full-cycle Recruiter at an agency, can refer to the list for reference on the process steps and check in knowledgeably with their new hire.

In my experience I have found that onboarding checklists are great! I utilize them for new employees to make sure that I don't miss important details. I also want to be consistent with our communication so that we can be confident that each new employee is receiving the same message. We also have an onboarding checklist for the hiring manager to help keep them on track of all of things new employees need/need to know.

What I’ve seen is that checklists are a must yet there are a few things you need to get right for them to really work: ? Describe the tasks clearly using simple language (avoid acronyms and company lingo, remember newbies are using it) ? Make roles and responsibilities clear ? Make clear who to contact in case something is not working ? Signpost to resources that will help people do their tasks ?Time the tasks and give them after each milestone to avoid overwhelming managers and new hires ? Keep the checklist up to date, especially links. PRO TIP: encourage people to keep it up to day by changing themselves what’s outdated or at least letting you know, make clear how!

Onboarding checklists are essential to ensure that new employees have a smooth and successful transition into their roles. A curated checklist helps HR, managers, and new employees stay organised and informed during the onboarding process. It is important to provide employess with there "where" and "how" to get access to what they need rather than bombarding them on day 1 with information they may not need. Ensure it is personalised and revisit it regularly to update based on feedback of those that have gone through your onboarding programme.

Onboarding checklists are important not just for the new hires to complete all of their onboarding, but for the hiring managers as well to ensure they are providing a fantastic experience to their new direct report. I partnered with our support teams (e.g. benefits, payroll) to include items that are often missed during the onboarding process. I made sure to not only provide these checklists in a central location, but setup an automated email that provides a link to the checklist so that all the new hire or manager needs to do is click on it to get started. Additionally, I have provided automated email sends on days 1, 30, 60, and 90 (called checklist check-ins) to check in on critical items and make sure they are getting completed.

It's crucial to separate onboarding and orientation. In my experience, onboarding is the process before officially starting when a new hire completes documents and compliance requirements. Orientation, once a new hire starts, is when a mentor could prove to be extremely helpful in the sense of guiding a new hire on how company culture is, on different processes, and what hierarchies look like for different teams that the new hire would be interacting with. I agree with Amber Watts that the mentor should not be a person the new hire would be directly reporting to since that could cause a potential bias toward how that person wants the team to function.

The onboarding mentor/buddy plays a great role for the new joiners as he/she sets up the right expectations, works with them on the onboarding plan, and changes the plan with the person's nature and learning pace. Mentor helps you to settle down into the space faster and helps in ticking the tasks from the onboarding checklist and timely feedback really helps in improving the onboarding strategy and content.

If the intention is to acclimate them to the culture, then I agree with this, as long as they don't report to the senior colleague or manager. If the intention of the mentor is to enhance productivity and performance then a peer with 6-18 months of tenure needs to be assigned to them. At that point in tenure, they are not too far removed from what the new hire is going through, yet tenured enough to offer guidance on challenges.

Mentors have big impact if they’re clear about their role and responsibilities. Make sure you provide mentors and buddies with a concise guidelines with clear expectations about their role, time investment and rewards if your company is providing any.

Onboarding mentors can have a notable impact on the new hire experience, helping to promote an expedited ramp period and enhanced personal connectivity. Because of this, managers are encouraged to be thoughtful when selecting the individual who will take on this role. Some attributes a good mentor should have include: 1.) They've been at the company for at least 6 months 2.) They have a desire and ability to mentor others 3.) They have excellent emotional intelligence and communication skills 4.) They are a role model at living the company values 5.) They are available to be on call for any questions during regular business hours

It's important to understand there is a difference between onboarding and orientation. Onboarding starts from day one and can last a year. Surveys should not only go to new hires but the hiring manager since they play a key role in their employees success.

I’d recommend to be mindful about the metrics one chooses and make sure they are tied to performance. Creating a value tree can help to tie Onboarding to business performance as onboarding is an influencer of it and not a direct cause. But hey, let’s step back a little! Who will own the results and be the one reporting them? We’ve seen that because onboarding is such a cross-functional task, in companies with a 3 pillar HR operating model, lack of ownership is one of the main reasons why onboarding remains time consuming and cumbersome.

Resources need to be accessible in the flow of work and the less you have to send them out of the system they’re working in, the less you have to point them toward the resource. Keep them digital. Do not print resources either. It will become a binder in drawer and immediately become out-of-date

Resources will change and they will change quickly! Some of the resources will be appropriate for all roles but it is important to personalise them to role, department and/or location. Remember how important preboarding is and how important the time from accepting the offer to day one is. Spamming people with lots of URLs, files or content is overwhelming especially when preboarding content is sent to personal emails and new starters may not have system access for sometime after joining (whole other topic..!) Check out HulerHub collections for a way to ensure you can curate resources with the above considerations in mind!

An onboarding plan works best when co-created with the new hire. Benefit from their fresh perspective and ask them what they would like to know more of, what would they need more of in order to get up to speed, what would make them feel productive fast and what will help them to get there. This approach works well because it caters to people’s unique learning styles and chiming into how they learn best will keep new hires engaged and progressing.

Most importantly to onboarding is getting the new hire acclimated to the new culture, their role and the work product they produce. It's necessary for them to visit and discuss work activities with as many piers in the organization as possible closest to their assigned duties.

Start with a really strong and thoughtful onboarding plan. This should be a shared document that guides a new hire through what to expect throughout the onboarding journey. Consider including things like: ?? Virtual introductions to colleagues (share bios and ReadMes if you have them!) ?? Important and fun slack channels to join ?? Links to documents, presentations and other relevant information ??? A (light!) pre-planned schedule of important meetings Be thoughtful about your onboarding plans, and experiment with simple solutions before adding on too many tools or processes. Prioritize a welcoming and informative employee experience, then build from there!

An onboarding plan should be spaced out over at least the first three months and should be a good mix of organisational learning experiences and role learning experiences. Many onboarding plans jam the organisational content into the first week and then move swiftly into role, but this leaves new employees untethered and makes context and wider connections difficult. Blending organisational and role experiences helps to create a more realistic onboarding experience.

Every manager should prepare and handle this document to the new hire for a better understanding of the company culture, mission scope and targets. The hire will use the onboarding plan to find its feet, choose the relevant skills to cope with the position goals and use it as a guideline until the first annual appraisal.

To facilitate onboarding effectively, consider using: 1.Learning Management Systems (LMS): Platforms like Moodle or TalentLMS for training and tracking progress. 2.Onboarding Software: Tools like BambooHR or Workday for managing documents and tasks. 3.Collaboration Tools: Applications like Slack or Microsoft Teams for seamless communication. 4.Feedback Tools: Platforms such as SurveyMonkey for gathering new hire feedback. 5.Video Conferencing: Tools like Zoom for virtual onboarding sessions. 6.Resource Libraries: Centralized repositories for training materials and company policies.

Tools and Resources for Effective Onboarding - A variety of tools and resources can facilitate a seamless onboarding experience. Learning Management Systems (LMS) enable structured training, while collaboration platforms like Slack promote team communication. Digital onboarding checklists and employee handbooks ensure that essential information is readily available. Pairing new hires with mentors not only eases their transition but also fosters engagement and connection from the start.

Make sure the first day is memorable, personalised, and energising. The main objective should be to give the new starter the warmest possible start and a chance for people to get to know them. The checklists can wait.

Effective onboarding is crucial for new hires, and the right tools can make a significant difference. Consider using onboarding software that streamlines the process, providing new employees with necessary information and resources. Utilize digital checklists to ensure all tasks are completed, from paperwork to training sessions. Video tutorials and interactive modules can enhance engagement and retention of information. Additionally, create a welcoming environment by assigning mentors or buddies to help new hires acclimate. Investing in these resources lays a strong foundation for new employees’ success.

To facilitate onboarding, tools like HRIS (Human Resource Information Systems) help manage employee data and track progress. Learning Management Systems (LMS) provide a platform for delivering training materials and courses. Video conferencing tools such as Zoom or Teams support remote onboarding sessions and team introductions. Collaboration platforms like Slack or Microsoft Teams foster communication and community building. Document signing software (e.g., DocuSign) streamlines paperwork completion. Additionally, onboarding checklists and surveys ensure all tasks are completed and feedback is collected for continuous improvement.