Virtual Onboarding And The Future Of Employee Engagement
By Nga Pham
While millions are out of work as the coronavirus crisis cripples the global economy, a lucky few are starting new jobs. Three months ago, I was one of them when I started my new job as Senior Marketing Manager at Aragon Research. What makes this situation even more unique was the fact that my onboarding process was done 100% remotely. In this blog, I will reflect on my virtual onboarding experience, and my thoughts on how technology will play a key role in the future of human resources and employee engagement strategies.
Employee engagement has become the new battle cry, and enterprises are on the hunt to leverage new technologies that speed up recruitment, onboarding, training and learning.
More and more enterprises are virtualizing their recruitment process—from targeting talents and interviewing to making hiring decisions. New and emerging technologies have enabled faster outcomes in all recruitment stages. A few noteworthy technologies are as follows:
HR teams and hiring managers need deeper insights into potential candidates during the hiring and recruitment process. This need has given rise to predictive hiring, a new class of business application that can assess whether or not new hires will succeed by establishing a profile for their behavior based on past performance. It then compares them with the job requirements to assign a probability of success. Applying advanced analytics to employee prospects will improve the predictability and accountability of the talent management process, moving it from art toward science.
Recruiting chatbots can help recruiters stay focused and interact directly with candidates. Today, chatbots are emerging to help with job placement and recruiting. They assist candidates in generating interest and in getting signed up for a potential interview. In some cases, chatbots assist recruiters with the process of targeting, screening, and scheduling candidates for an interview.
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Digital Transaction Management (DTM)
DTM is a business application that focuses on fully digital document transactions. It is all about the shift from paper to digital documents and the business processes associated with transactions. In my case, even though I was able to have an in-person interview with the team right before the coronavirus broke out, what followed next was the process of signing offer letters, contracts and other paperwork. We could not do any of this offline because the shelter in place order started to take place. This was when DTM platforms came in—they simplified the age-old process and totally transformed it from e-signature to content automation. With rapid growth at over 25% a year, digital transaction management (DTM) will help enterprises automate document-focused customer journeys with the goal of simplifying the process and speeding it up.
Onboarding is a crucial element of strategic talent management. We typically see mistakes and bad oversight with onboarding that lead to high turnover in the first year of employment. Onboarding also needs to be aligned and integrated with other talent and HR components. While spending the first day at work in my home office definitely felt different, I have been welcomed and well-informed from day one. My team put together an impressive virtual onboarding plan. Instead of the traditional meet-and-greet, we had fun virtual onboarding activities including virtual greeting, virtual welcome lunch, and daily chats. None of this was possible without the right technologies:
First and foremost, when working remotely, it is key to maintain constant communication with your team. Team collaboration platforms have quickly risen to fulfill this need. Team collaboration includes point-to-point and group chat/IM, audio and video, screen and file sharing, backed up by community services including news feeds and profiles. Mobile collaboration is a necessity to support the needs of the increasingly mobile workforce. Apps like Amazon, Slack, WhatsApp (now owned by Facebook), and Zinc have democratized the communication paradigm. At Aragon Research, we have different group chats for different teams and one company-wide chat where we announce new business wins or any fun team activities. An effective team collaboration strategy will help boost employee engagement, and companies with high employee engagement have greater employee satisfaction .
Free Research: The Aragon Research Globe for Team Collaboration, 2019
Web and Video Conferencing
Video meetings are part of the employee and customer engagement playbook; when you can see a person, there is a better connection. Aragon believes that meetings are 40% more effective when conducted by video as opposed to voice alone. With intelligence and automation as themes, video meetings are becoming more seamless to enhance user experiences. Video conferencing is emerging as an essential tool to boost employee engagement and team collaboration across great distances. Most of my meetings are now organized via video conferencing platforms, from one-on-one daily check-ins with my manager to virtual baby showers.
Digital Work Hub
A crucial component of employee engagement is ensuring that your people clearly understand their job objectives and are fully equipped to achieve them. In the context of increasing remote work, the need of one integrated place to work is growing greater than ever. That’s how the digital work hub was born. The digital work hub is an emerging category that facilitates and manages the creation, curation, and communication of business content from the individual to ecosystem level. Digital work hubs provide functionality normally associated with multiple applications—from messaging to content management—with a single interface designed to simplify work. Aragon has identified four key functional areas that comprise a digital work hub: collaborative content creation, content curation and content management, communications, and task management.
Training and Learning
The race to the high-performance organization is heating up and enterprises have realized that training is vital to ensure growth. In an era of a competitive talent management, there is a need to not only enhance skills to maintain productivity but also develop new skills. Here are some of the technologies that are helping enterprises to continually train their employees and support their skill development:
HR Help Desk Chatbots
One of the most common use cases for chatbots in HR is the help desk. These bots conduct basic question and answer screenings and become highly accurate over time at finding the right answer to the human’s question. HR teams need to vet prepackaged tools vs. the horizontal tools that can be tuned for this use case.
Learning assistants will help people get their work done by providing answers to common questions. Learning paths will be able to be automatically generated and adapted. Learning needs to be more of a lifelong and daily just-in-time experience, not a one-and-done approach. Aragon is predicting that by 2021, 50% of enterprises will offer a learning assistant to help employees and customers with their training needs.
Virtual Classes and Self-paced Learning
Social and video-based learning are emerging to support the needs of business leaders who want faster ways to deploy learning to sales, service, and customers. Of all the training content formats, video tutorials are poised to have the biggest impact on training outcomes. Learning has become more decentralized and the need to offer more interactive and video-based training content continues to grow. When I started at Aragon, my manager spent lots of time training me on all aspects of my job, but she also empowered me to do self-learning myself. I could attend different virtual classes, video tutorials and other interactive content. This approach is highly individualized because it caters to your needs and you can proceed at your own speed. Training today is very much different from what it was 10 years ago. Now, you can learn whenever, wherever and however you want.
The HR world is undergoing a dramatic shift in the midst of the global war for talent. The question of how to improve learning and employee engagement remains more relevant than ever. Looking back, the virtual onboarding process might have seemed intimidating to me at first. But, 3 months into it, I know exactly what I need to do to succeed in my job, and feel energized and engaged as a part of the team. This is thanks to the right mindset of my teammates and the investment in people technologies from the company itself. Enterprises need to assess how they manage employee engagement and learning then choose the right technologies to advance their capabilities.