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5 Pro Tips for Quickly Pivoting to a Virtual Employee Onboarding Process

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The new normal of living amidst the COVID-19 global pandemic is causing many employers to adopt new business processes…and to adopt them quite quickly.

For those organizations who are fortunate enough to continue hiring new employees, one of those business processes is to learn how to correctly onboard remote employees in a distributed workforce.

A hastily created employee onboarding process will put new hires at risk of feeling disconnected from their work and organization. On the other hand, a productive virtual employee onboarding program will forge a connection between the new teammate and the organization; thereby, positively contributing to employee satisfaction and the goals of the organization despite the uncertainty and hardship attributable to our current coronavirus reality.

Are you ready to pivot to a distributed workforce? Whether virtual employee onboarding is a brand new practice at your company, or you’re just looking for ways to fine tune employee onboarding for distributed workforces, you’ve come to the right place. In this post, I’ll discuss five best practices for quickly pivoting to a virtual employee onboarding process.

1 – Create a “remote-first” pre-boarding experience

With so much uncertainty on everyone’s mind, your new hire’s interactions with your organization in the days leading up to his start date shouldn’t further increase his anxiety. Make a toolkit of digital assets to share with a new teammate to make sure he feels adequately prepared and informed on day one. Here are some ideas:

  • Provide an organizational chart listing all employee names, titles and the hierarchy of the management structure. If you are a part of a very large organization, then a chart of the new employee’s department and/or division may be sufficient.
  • Create a task list or training schedule for the new hire’s first few days on the job. Create this in a shared document (e.g. Google Docs) that can be edited on-the-fly to include additional tasks as time progresses, as well as hyperlinked resource documents. With this approach, the employee can follow links to conduct further research to acquaint himself with your company and its organizational knowledge as his schedule permits.
  • Task relevant co-workers with creating video welcome messages to be shared with the new employee in the days leading up to the first day. We use a variety of tools at ExactHire (ranging from completely free to very affordable) such as video capture on our smartphones, and video applications like Soapbox, Vidyard and Camtasia.
  • Share a short, hyperlinked list of your company’s social media profiles with the new hire, as well as expectations about whether he is likely to be bombarded by social media invitation requests in his first week (as this can be a common way for remote workers to connect with one another).
  • Make it clear what equipment will be provided by the company (and by what date), and/or whether the new hire is responsible for bringing any of his own devices to his remote workstation. Ensure that all devices are accompanied by robust instructions on how to use and/or setup appropriate security protocols for effective work within the organization.

2 – Leverage the unique onboarding resources now available to your organization

While social distancing has caused many of us to approach the work setting in dramatically different ways, it has also led to the installation of a handful of new laws and limited regulations meant to help the American working population and employers cope with this crisis. Aside from new laws such as the Families First Coronavirus Response Act (FFCRA) and the Coronavirus Aid, Relief, and Economic Security (CARES) Act, the Department of Homeland Security (DHS) has also recently relaxed its normal requirements for Form I-9 compliance when hiring new employees. This change will help employees who have never hired remote workers to examine and temporarily approve employment eligibility documentation with confidence.

In particular, DHS has “[deferred] the physical presence requirements associated with Employment Eligibility Verification (Form I-9) under Section 274A of the Immigration and Nationality Act (INA). Employers with employees taking physical proximity precautions due to COVID-19 will not be required to review the employee’s identity and employment authorization documents in the employee’s physical presence.”

However, not all employers meet the criteria necessary for taking advantage of the option to initially virtually examine new hire documentation. In fact, only employers who have gone 100% remote for all employees may utilize this temporary flexibility in document examination. For more details on which organizations qualify and what documentation is necessary to participate, check out this recent Forbes article.

3 – Make a short list of near-term new hire expectations

To make this pivot toward remote onboarding manageable and relatively fast, focus on only the absolutely critical expectations that you need all new hires to know right from the start. In doing so, make sure you communicate that the current situation necessitates focusing on the “must-knows” initially, but that icing-on-the-cake knowledge and nurturing will be sure to follow as things calm down a bit.

Your new hire will appreciate your candor, and be more likely to establish trust in the organization early because it is helping to flesh out priorities to ensure the new hire’s success.

Here are some examples of employee expectations that may resonate with your team. Be sure to educate your new hire about each of the items below that may be important for his work.

  • Training prerequisites that must be completed before certain aspects of a job can be endeavored (e.g. safety, password security protocol)
  • Preferred methods for co-workers to communicate with each other (e.g. email, phone, Slack, text, video conference, project management tool comments)
  • Mission-critical reports and metrics that must be updated…and with what frequency

Remember that while your ability to equip your new employee with these essential bits of information can shorten his learning curve and improve outcomes, don’t forget that our normal isn’t so normal right now. In fact, it reminds me of an unidentified quote that my co-worker shared on our Slack channel today…one that very appropriately describes the current plight for many of America’s remote workers:

“You’re not working from home; you are at your home during a crisis trying to work.”

There’s a place for grace right now.

4 – Communicate your culture

While company culture can be somewhat nebulous to describe to others, as it is often something experienced for one’s self in-person, there’s no doubt that remote cultures exist, too.

However, it may take longer to assimilate remote workers to cultural norms if you don’t take strides to help them take seed early. Here are some ways to make your virtual culture more quickly tangible:

  • Facilitate video introductions between a new hire and fellow department members and other key co-workers. Make sure all teammates take a turn to introduce themselves, explain their respective roles, and offer suggestions on how they interface with the new employee in his job.
  • Recognize that your organization likely has a multitude of multimedia approaches for communication in different situations. Create a “cheat sheet” of common scenarios to give your new employees a head start:
    • Protocol for out of office messages
    • Appropriate channels for different types of Slack posts
    • Frequency for co-worker video meet-ups and the purpose of each (e.g. is this a project-related call or a virtual happy hour?)
    • General guidelines on how quickly to respond to different inquiries and requests (make sure to allow for time zone differences between co-workers)
    • Location of a schedule of regular working hours for different employees
    • Protocol on whether to use one’s video camera on conference calls (is it preferred or required by various departments?)
    • Acceptable format for email signatures
    • Preferred software applications for different assignments (e.g. MS Word or Google Docs when both are available?)

5 – Implement employee onboarding software for remote hiring success

Depending on the industry in which you work, you likely use a set of software applications critical to the productivity of your business–it’s your tech stack. From CRMs to POS systems, and project management suites to ticketing portals, these varied forms of technology are essential to different industries because they leverage technology to automate and improve repetitive, and perhaps otherwise manual tasks for different employers.

While health clinics may not need POS systems, and safety equipment manufacturers aren’t desperate for software issue ticketing suites, I will advocate that all employers who are currently hiring should consider employee onboarding software.

Moreover, if you are hiring remote employees, onboarding software gives you a significant competitive advantage as you can improve the new hire user experience (aka first impression) as well as minimize documentation errors.

ExactHire’s OnboardCentric employee onboarding software can be implemented either as a stand-alone solution to meet your urgent onboarding needs; or, as a hiring component integrated with our ExactHire applicant tracking system.

As employers face constantly evolving news related to COVID-19, they are adjusting priorities and re-allocating resources on a daily basis. Our team understands the need for fluidity and responsiveness, and we’re equipped to get you up and running with onboarding software quickly.

To expedite implementation and improve your new hire experience despite the current pandemic, we recommend that you start by implementing required new hire forms (e.g. state tax forms, Form W-4, Form I-9, direct deposit, etc.) and allow us to train supervisors who need access right away.

Then, as demands on your schedule decline, our team is happy to work with you to include non-essential nice-to-have new hire forms, discuss onboarding process best practices and conduct more advanced user training with all of your hiring managers. Our responsive team is ready to work as your partner through this crisis.

Demo ExactHire Onboarding Software

Are you ready to improve your employee onboarding experience and respond to the rapidly changing hiring landscape with success? Schedule a demo of OnboardCentric today.

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Payroll Service Bureaus – Are Clients a Flight Risk? [Infographic]

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Payroll service outsourcing is nothing new regardless of whether you look at large employers, or organizations that fall within the small- to medium-sized business (SMB) space. However, advances in other human resources-related technologies in recent years have, for the first time, enabled increasing numbers of smaller businesses to automate administrative tasks related to recruiting, employee onboarding, the Work Opportunity Tax Credit (WOTC), background checking and reference checking. And, to do so for a reasonable price.

This presents a challenge to independent payroll providers because larger, national payroll organizations are packaging these additional HR services into a single solution and luring existing clients and prospects away from regionally-focused, independent payroll service bureaus. Want to identify the warning signs that suggest your clients may seek payroll services elsewhere? Check out the infographic below and learn how to spot the red flags that your customers may be a flight risk.

(Click here to enlarge)

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How to Make a Business Case for Onboarding Process Improvement

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You know it’s time to do something better with your employee onboarding process. Your HR-intuition is on full alert after spotting the tell tale signs: high employee turnover; low workforce morale; lagging time to productivity statistics; and perhaps even lengthening time to fill trends for open positions.

But is your boss convinced that the new hire onboarding pain is palpable enough yet? As a person charged with human resources activities within your organization, it is your job to convince upper management that they need to care about this process and take action. To do so, you must make a business case for onboarding process improvement…and it starts with a discussion on how change can make the company more profitable.

Focus on KPIs that impact business outcomes

Key performance indicators for any organization are always tied to people. So, to help connect the dots between profitability and your plans for employee onboarding nirvana, you’ll need to identify and track the onboarding-related metrics that will most impact business outcomes. This means moving from a conversation that was once focused only on efficiencies gained or staff time saved…to one that illuminates the direct impact those efficiencies can have on your organization’s revenue growth and profitability.

In addition to your trusty turnover and time to productivity metrics, introduce ratios such as revenue per employee and profit per employee to the discussion with senior management. The latter metrics are more easily tracked and benchmarked, and more clearly affect the bottom line…a factor that will cause ownership to take notice when a process improvement effort can move that needle.

Next, paint the picture on how those business outcomes can be positively changed as the result of onboarding process re-engineering:

  • Automating the management of onboarding process tasks using employee onboarding software makes it easier for new employees and onboarding process stakeholders to address administrative items quickly and correctly
  • Allowing employees and managers to electronically sign and approve completed forms (vs. paper statutory forms and organizational documents) from any web-based device requires fewer HR business partners to be involved in document review in the instance of an organization with multiple branches/offices.
  • Leveraging automatic email notifications for onboarding process task reminders allows the human resources team to focus on the more strategic process elements such as culture assimilation, training excellence, fostering a sound mentoring program, and continuous analysis of new hire feedback…even with a potentially greater number of new employees and/or stakeholders involved in the process
  • Focusing more effort and enabling all stakeholders to spend more time with new employees leads to retaining teammates…teammates who are excited to be a part of the organization as a result of the attention, assistance and expectations offered in a revamped onboarding process
  • Engaged employees are likely to become productive more quickly, stay with your company longer and be better performers
  • This domino effect improves your customer satisfaction statistics, reduces operating costs, improves business output, and drives more revenue per employee in part due to the use of technology to automate the more tactical aspects of the process

Record benchmarks for current levels

During the process of identifying which quantitative KPIs are critical to your company’s success, be sure and note their current levels so that benchmarks may be established and compared against future metrics. Only by doing this will you be able to realize the extent to which your ongoing onboarding process improvements have an impact on business outcomes.

Meet with other process stakeholders to determine, in advance, where KPIs will be collected and reported; as well as, who is responsible for monitoring them, and how often.

To increase awareness of your re-engineering efforts, and to illustrate the importance of this endeavor with the rest of your organization, consider making highly visible dashboards available…either via a web-based portal/Intranet and/or in frequently-trafficked areas of your office(s). The added benefit of this approach is that it further commits all stakeholders to staying accountable to the goal for onboarding improvement. There’s no hiding from the onboarding scoreboard!

Organize your findings

Set yourself up for success when making your request for support and resources to senior management. By now you will have identified which KPIs will resonate with ownership, but also remember that your best approach is to come to management with a solution…not just a problem that needs fixing because a bunch of numbers are looking scary.

Think about the types of activities that will result in positive outcome change for your business. A helpful exercise is to organize potential items in a SWOT (Strengths – Weaknesses – Opportunities – Threats) four-square grid. This format helps to flesh out which items are the most critical objectives…as upon completing the grid, items that are truly top priorities are often redundantly referenced across more than one of the four squares. Additionally, a SWOT can help demonstrate that you are thinking outside the change’s impact on your department, and more broadly at an organizational level.

Grab your bullhorn and spread the word

In addition to presenting the raw numbers and proposed action steps to company ownership, it’s important to garner support from peers within the organization, as well. While you will need the head honchos to wave the green flag, it’s vitally important to make your peers aware of the forthcoming change effort, as well. The more you can engage them to offer feedback on how the process might work more effectively, the better your chances of future business outcomes being positively impacted. After all, you will continue to rely on these stakeholders to buy-in to the change so they are willing to help you execute the plan moving forward.

Do focus groups and/or surveys with existing employees for insight on what works or doesn’t work with your current employee onboarding process. Solicit feedback (and also communicate future progress) via many different avenues:

  • internal company newsletter
  • email
  • social media (particularly if you wish to also include feedback from your vendors and/or customers)
  • word of mouth
  • periodic company and/or department meetings
  • company dashboards/intranet

Stay the course

Approval for significant onboarding process improvement may not happen overnight in your organization, but continuing to speak the language of senior management will at least keep the lines of communication open (while you continue to amass data that supports your cause) and improve your perceived value to the organization (icing on the cake).

ExactHire’s employee onboarding software makes the otherwise tedious administrative activities involved with hiring new employees paperless and painless. For more information about our software application, please visit our resources section, try our pricing estimator tool and/or contact us today.

Image credit: Photographers expand horizons in 2010 Army Digital Photography Contest 110311 by familymwr (contact)

Time-Saving Strategies for Employee Onboarding

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“I need more hours in the day to get everything done,” is something I used to constantly think. For Human Resources professionals, this thought often comes to mind during the onboarding phase of a new hire. There is so much to do, and so little time to do it.

The only way to get more hours in a day is to shed current “time-consumer” activities or to sleep less–and let’s be clear, my sleep hours are protected like Fort Knox. That leaves shedding current time-consumers, and even that doesn’t seem like a logical solution because those things still need to get done. So what’s the solution?

You need to have a strategy for approaching your work and optimizing your time. My two favorite time-saving strategies are called “One Touch” and the “4 D’s”.

One Touch

The One Touch strategy is something that most frequently applies to paperwork. It’s a way to cut through clutter. When you encounter a piece of paper, your goal is to touch it once. I like to think about it like my mailbox: when I get an item, I either toss it into the trash before entering the house, put the mail in the “to be paid” tray, or take action on it immediately. Same thing can be said for the papers that land on my desk or in my inbox.

4D’s

Most people consider “4D’s” and “One Touch” the same strategy, but whichever strategy works for you, and whatever you would like to call it is a-okay by me. Here are the 4D’s:

  1. Do it. These are typically important and urgent items with short-term deadlines. Take care of it and mark it DONE. Think of someone who brings you a completed I-9. That’s a “Do It” task.
  2. Dump it. These items are unnecessary clutter and unimportant. Think of sales fliers for items your company will not partake or purchase. Take that to the trash.
  3. Delegate it. If someone else possesses the skill set to handle an item, pass that item on. Think of an IT competency questionnaire that will result in the IT department training a new employee. Delegate the submission and scheduling of the IT training directly to the IT department.
  4. Defer it. This is an item that you need to do, no one else can do it, and the deadline is not soon. Make sure that by deferring an item, you do not become a bottleneck in the process. Think of a new hire that submits an apparel form, but you only order new hire apparel once a month. You defer this item until the regularly scheduled moment.

To help manage your employee onboarding process a bit better, implement one of the above strategies. Whichever strategy you choose will be better than none at all. For extra assistance in implementing these strategies, consider investing in technology as part of your total time-saving solution. Onboarding Software can help with workflow and reminders, and it will require fewer touches of virtual pieces of paper.

 

ExactHire works with small- and medium-sized organizations to help them leverage technology in hiring. For more information about our employee onboarding software, try our pricing estimator and/or schedule a live demo with us today.

Image credit: Clock on East Montague by North Charleston (contact)

A Paperless Workplace Is Good Business

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Wasted time. Wasted money.  No one likes waste–the mere mention of the word evokes the feeling of regret. But across the world we do it every day. Often times, as individuals, we waste because we cannot find an alternative. But for small businesses today, much time and money is wasted by ignoring the obvious, glaring alternative of transitioning to a paperless workplace.

According to the U.S. Environmental Protection Agency, paper and paperboard products accounted for roughly 69 million tons (or 27 percent) of the U.S. municipal waste stream in 2012–nearly twice the amount of the next most wasted material, food. On average, each U.S. citizen is responsible for 1.2 lbs. of paper waste per day. And while recycling efforts have helped to mitigate paper waste, the best approach to reducing waste is to avoid generating it in the first place.

Paperless Possibilities

The Information Age has ushered in new possibilities for conservation. In the vast majority of cases–especially with the broad adoption of e-signatures and cloud drives–paper documents are not necessary. Yet, too many businesses have been slow in transitioning to a paperless workplace.

Small and medium-sized businesses in the U.S. employ around 56.1 million people. Imagine if these businesses fully embraced a paperless work environment. Yes, this would sharply reduce waste by businesses, but more importantly it would influence how employees think about paper use outside the office.

Do I really need the newspaper delivered?

Do I need to receive a paper bill?

Do I have to print this off?

Where else can I save paper?

An environmentally responsible employer brand is one benefit of moving to a paperless work environment, but there are cost savings to be realized with the transition as well. Paperless solutions not only remove the need to use paper for common tasks and processes, many times they automate those same processes as well. So in addition to the savings associated with not buying paper and print cartridges, a business can return higher profits through increased process efficiency.

A Culture of Conservation

Your business can take the first step in becoming a paperless workplace by first creating a culture of conservation. Here are a few ideas on how to use less paper in your office:

  • Purchase printer and copier units that can print on both sides of a sheet of paper.
  • Set all computers and copiers to default to double-sided printing.
  • Use email instead of paper or faxes.
  • Don’t print email messages.
  • Work on drafts electronically, using “edit” and “comment” features.
  • Choose reusable cups, plates, and utensils instead of disposable paper and plastic items for your office break room.
  • Use paper towels made with post-consumer recycled material or use cloth napkins.
  • Choose reusable lunch bags or coolers.

To make the full leap to a paperless workplace,  you’ll need to explore how new technologies can further remove your reliance on paper. From communications and marketing to document storage and employee management, virtually every aspect of your business can be enhanced by investing in technology. And the best part? Many of these technologies are very affordable… and sometimes even free.

So stop wasting time and money, transform your business into a paperless workplace. You have nothing to lose–except paper…lots of expensive paper.

ExactHire provides paperless HR solutions to help small businesses achieve greater efficiency. Please contact us today to learn how you can stop wasting time and money by going paperless!

 

Time Is Money – Paperless HR Makes Money

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Once you find, interview, and hire that new employee, it is time to get started with training. But first, that new employee must complete the new-hire paperwork. Sign this release, pick your benefit package, here is a state form, a federal form, and few more things. That should be all you need until enrollment rolls around again. Then, in the middle of training, here comes that HR representative, bringing even more paperwork.

Now your perfect employee is wondering if this is the company they want to work for at all. The HR department has spent days getting things sorted out, and they still don’t know what is going on. Haven’t I filled out this form already?

Save Time with Paperless HR

Stop wasting your time! Stop wasting your new employee’s time! Improve your onboarding process and get new hires working faster. There is no need to shuffle papers, scan, copy, print things over and over again. With onboarding software, your new hires will breeze through the paperwork process and begin contributing faster. The HR department is going to start saving time too!

Onboarding software provides a platform where new hire paperwork is uploaded, completed, and saved in one area. Employees can be in control of their progress through updating paperwork, and they have a visual representation of their status. Time is no longer wasted on determining which form is the most current.

When the government makes regulation changes and your form is updated, simply upload the new form and have no fear. Employees do not need to look through paper files to see what is missing, they can tell with a simple glance at their digital dashboard–it’s paperless HR.

Time really is money–especially in a business environment. The quicker your company can get  mundane tasks completed with accuracy, the quicker employees can get on to new, high-leverage projects and responsibilities that increase profit.

To save time and increase profits for your organization, learn the benefits of ExactHire’s paperless HR solutions. Contact us today!

Image credit: The Man by Robert S. Donovan (contact)

Applicant Tracking Software for Blue Collar Employers

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In my dealings with organizations around the country, I occasionally (though not as often as in the past) hear concerns about moving the hiring process online for positions that are entry-level or blue collar in nature.  I especially run across this objection when speaking with individuals from manufacturing companies. When digging a bit deeper with these organizations, the concerns typically boil down to two things:

  • Do their applicants have internet access readily available?
  • Are their applicants tech-savvy enough to complete employment applications online?

The first question is probably a bit easier to evaluate than the second.  According to the U.S. Census Bureau’s most recent publication on the topic, “Computer and Internet Use in the United States: 2018,” around 85% of American households had internet access in 2018.  That means three out of every four applicants (on average) have internet in their home.  Beyond that, we also have to consider how many people have access to the internet through their smartphone or tablet device?  While there may not be any solid statistics to bring clarity to that question yet, I’m a believer that some reasonable percentage of the 25% population without home internet access do have access through one of these alternate devices.

Strategies for Applicants Without Internet Access

However, let’s look at this from a more pessimistic perspective.  To be fair, if I’m recruiting for positions that are more entry level or blue collar, I don’t want to potentially miss 15% of my applicant pool because they don’t have internet access.  If you subscribe to that theory, below are some things our clients have done to make our applicant tracking software more accessible for those who may not have regular access to the internet:

  • Set up kiosks so applicants may apply on-site.  Going this route doesn’t mean you have to purchase new laptops or desktops (or even tablets).  Instead, simply have your IT staff (or an outside group for very few dollars) repurpose older computers so that they may be used in a lobby or office for just this purpose.
    • If applicants do not have a current email address, then make sure your web-based employment application includes a link to a free email provider within its instructions – so that the applicant may create a new email account on the spot and then use it to complete the required email field on the application.
  • Suggest to applicants that they may access your career portal for free from most libraries.  All they need is a library card (also free), and they may apply like any other applicant.
  • Partner with your local Workforce Development office.  Given that its mission is to help create and/or fill jobs for local organizations, the staff there may be happy to allow applicants to complete your online application from their office.
  • As a last resort (if none of the above work), suggest to applicants that they use the computer of a friend or family member.  While I don’t anticipate it would come to this often, it does virtually guarantee that they’ll know someone with internet access.

Applicants Who Are Not Tech-Savvy

Now, on to the second question from above — are the applicants tech-savvy enough to complete online employment applications available through your applicant tracking software?  The reason this is more difficult to answer is because there are a handful of things that can influence the answer.  Chief among them are:

  • How user-friendly is the paperless application you’re using?  If designed properly, a good ATS should walk applicants through the process of finding and applying for the right job in a very simple, intuitive way.
  • What is the typical demographic you’re hiring for these positions?  There are some groups of people where access to internet and overall computer usage is lower than the national average.  Again, according to the U.S. Census Bureau’s data, examples include households where the median age is above 65, and households located in rural areas with limited availability to purchase/use internet services.  If you happen to target these demographics, you may need to have manual options available on very limited stand-by for cases where accessing a web-based application doesn’t work for applicants.

So, if you hire entry-level or blue collar staff regularly, please take a look at your hiring landscape.  Feel free to use the guidelines above to help determine whether the advantages of applicant tracking software may be realized for your company, despite any initial concerns regarding affecting your applicant flow.

Image credit: Perfection is our Direction by Nick Harris1 (contact)

Paper Kills! New Hire Paperwork Kills Productivity

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Advances in technology over the past few years have allowed organizations to streamline a variety of functions. Accounting, inventory control, payroll – these areas, and others, have seen significant advances in efficiency due to automation.

Human Resources departments have also felt the positive impact of automation, although perhaps not to the extent of other organizational areas. Functions such as benefits administration, applicant tracking and performance management have been made easier with advances in automation capabilities over the past decade. However, a newer technology that has been gaining traction over the past couple of years is poised to help automate one of the most painful aspects of hiring for most organizations – new hire paperwork. The solution is employee onboarding software.

Onboarding software is HR technology that makes the new employee process paperless. Different solutions utilize different approaches, but there are common advantages to using this type of tool:

  • Eliminate paper and printing/storage costs as forms change over time
  • Ensure accurate and complete documents
  • Avoid “back-and-forth” with new employees to gather all necessary documents
  • Reduce overnight shipping charges for off-site hires
  • No need to print and store copies for future reference

Even better, these paperless technology options typically allow you to replicate virtually
all forms unique to your organization’s new hire process.

Examples of forms that can typically be made paperless by utilizing employee onboarding software:

  • Federal Form I-9 / e-Verify integration
  • Federal W-4 withholding form
  • State withholding forms
  • Background and drug testing authorization forms
  • Employee handbook authorization forms
  • Sexual harassment or workplace violence policy acknowledgement forms
  • Direct deposit authorization form
  • Emergency contact form
  • Uniform order forms / Technology order forms
  • Continuing education program enrollment form
  • Building access card request form
  • Confidentiality agreement
  • Personal information form
  • …and more!

Consider these factors to determine if onboarding software is right for streamlining new hire paperwork in your organization:

  • Number of hires you make per year
  • Number of forms required in your new hire packet
  • Whether those forms change based on position hired or geographic location
  • Whether you hire people across multiple locations
  • Internal resources available to handle these tasks manually – would automating free these resources for other more relevant and/or strategic human resources efforts?

As an HR professional, you owe it to yourself to be aware of this trend and how it can impact both your organization and your new hires. Let’s hope that over the next few years, we can all experience a paperless employee onboarding world – happier trees, no paper cuts, and happy new hires everywhere!

Schedule a live demonstration of ExactHire’s software-as-a-solution (SaaS) employee onboarding software today.

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