electronic signatures

Electronic Signatures – are they binding?

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Legal precedence of electronic acceptance of contracts is not uncommon in Australia. The Commonwealth legislation governing the practice is referred to as The Electronic Transactions Acts 1999 and provides for the same degree of legal status for an electronic acceptance when compared to a traditionally executed contract; in writing. These may be known as an electronic signatures (or eSignatures).

The Electronic Transactions Acts 1999 also provides protection that a transaction would not be invalid just because it was conducted electronically.

States and Territories of Australia have also developed their own electronic transactions legislation that generally covers similar topics to that found in Commonwealth legislation.

You can find links to the Commonwealth and state legislation later in the article.


How myjoboffer deal with electronic acceptance of employment contracts

To conform with large parts of electronic transactions legislation, myjoboffer has satisfied the following requirements:

  • We have developed a way to identify the person
  • The way we have developed our electronic signature capability and identification protocol is appropriate in the circumstances
  • The person who needs to electronically sign their contract consents to doing so using an electronic method


How myjoboffer deals with identifying the person and their intent 

When an Employer uses myjoboffer to create an Employee profile, we send the Employee and email and SMS message with details on how they can login to myjoboffer.com.au

We do not share with them their password, but rather we send them a shared secret. A shared secret is something that the Employee knows about themselves and something an Employee would reasonably expect an Employer to know about them. In most cases, the default shared secret is the Employee’s mobile number.

To login to the platform, an Employee would need to know their username (sent by email and SMS) and the answer to the shared secret. Finally, we notify the employee that by using the platform, they agree to transacting with the platform online.

How the electronic signatures method is reliable and appropriate

myjoboffer is a cloud based application hosted in Australia by Amazon Web Services. Our application is fault tolerant, redundant and secure. More information about our application architecture and commitment to information security is available on our website.


Links to additional resources and more information about electronic signatures

Electronic Transactions Act 1999 (Commonwealth)


Australian Capital Territory


New South Wales




Northern Territory


South Australia




Western Australia





Important note

The contents within this publication are provided to you and have not been legally reviewed. You should not rely on any of the contents of this publication as a legally sound deliverable. It is strongly recommended you have the contents of this publication reviewed by your legal representative, prior to relying on the contents whether in whole or in part.


manual on boarding

How much does manual onboarding cost?

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Have you ever calculated the cost of manual onboarding for new employees?  Hiring new employees generates a considerable costs for most businesses.  There are so many things to consider when looking at the cost of hiring a new employees.  Most organisations evaluate the costs of advertising, recruitment and agency fees, but few consider the costs associated with onboarding a successful candidate.  Here we consider the costs associated with manually onboarding 100 successful new employees a year.


Manual administration and tracking of employee paperwork

How much time does your HR Team spend manually preparing new employee packs? It is not uncommon for each new employee pack to take an hour to prepare and a further hour of follow up and consolidation time making sure everything is completed.  If you business is hiring 100 employees each year, this adds up to 200 hours a year.


Time spent by an employee completing their forms on the job.

It is fairly typical for a new employee to be given time to complete their new employee paperwork during their first week of employment.  New employees can spend anywhere from a couple of hours to an entire day completing their paperwork.  They also spend a considerable amount of time reading policies and familiarising themselves with the organisation.  If you consider on average each new employee spends around 4 hours completing their onboarding experience, this can add up to 400 hours per year.


Manually provisioning a new employee

Acceptance of an employment contract, is usually the trigger point for provisioning a new employee within the organisation.  This typically involves emailing the relevant divisions to set up IT systems and property security clearance.  It also involves notifying the relevant parties such as the manager and cost centre owner.  Getting this right is essential to a smooth first day and you are easily looking at another 100 hours per year.


Double handling of data when updating information into other systems such as payroll,  HRIS and rostering systems

Manually rekeying the new employee information into other IT systems can take anywhere from 15 to 30 minutes.  If you are entering this information in both a HRIS & Payroll system, this adds up to 60 – 100 hours per year.


Total cost of manual onboarding processing time

So far, we have accounted up to 800 hours per year to support a manual onboarding program for 100 employees.  This time covers both the time to prepare, deliver and track new employees onboarding.  Also included is the time spent by the employee completing their onboarding administration.


 *Return on investment (ROI) outcome is based on a 24 month subscription to myjoboffer.com.au on the premium package.  Estimated savings are based on average timings of fully manual onboarding within a small to medium enterprise and may vary within your organisation.

Ready to discover how myjoboffer.com.au can help you? 

If you’d like to transition from a manual onboarding process to a digital platform, we’re here to help!  Visit myjoboffer.com.au or myjoboffer.co.nz.  Better still we’d love to show you with a demonstration.   Visit myjoboffer.com.au to book.

eLearning and employee onboarding

eLearning and employee onboarding

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Incorporating eLearning into your employee onboarding process can deliver some great outcomes for your business. While the most obvious are flexibility and cost savings, at myjoboffer.com.au we know first hand there are many more.  Let’s explore other benefits and then we’ll take a look at the potential risks and how you can alleviate these.


5 benefits of eLearning to both the learner and the employer


1. eLearning delivers an engaging learning experience

The key to delivering an engaging learning experience is to know your audience!  Many of us have experienced the boredom associated with an eLearning course.  When you know your audience, then you can select the interactive elements that will keep them captivated and engaged.  Elements such as images, audio, video, game-style features, story-telling and even humour.  Interactive elements make eLearning interesting and keeps the learner focused.  Choosing from simple drag and drop interactions to an interactive virtual class room environment are all possibilities.  Design elements stimulate interest and create a connection between the new employee and their employer.


2. Reduction in classroom time & pressures

eLearning eliminates the need to spend the entire training in the classroom.  It is often used in conjunction with classroom training.  New employees have access to the course at any time.   This helps to relieve the time pressures associated with classroom training as well as removing  the fear of asking questions and the anxiety of passing assessments.  I can remember the many times I’ve consoled new employees who were worried they weren’t keeping up with the rest of the class.


3. Improved employee retention 

Incorporating eLearning programs into the employee onboarding process creates a great first impression!   Statistics show that employees who experience a good onboarding program generally stay longer in their role and have greater success in their role.  eLearning creates a more engaging and enjoyable experience for the new employee and employees are happier and staff retention increases as a result.  Instead of your employees having to read your 20 page induction manual, they receive a 15 minute engaging eLearning course.


4. eLearning promotes individualised learning

eLearning courses progress up to 50% faster than traditional classroom training.  Why is this?  It’s because well designed courses take an individual approach to learning.  Learners are free to navigate through the course at a pace that is right for them.  There is the option to re-wind audio and video files.  They have the ability to click back and forth through the course, and navigate the system they way they like.  This allows the learner the freedom and control to learn in a way that appeals to them.  They can skip material they already know and spend more time on those topics they need help with.  As a result, they become much more engaged with the content.


5. Improved consistency

eLearning ensures the message is communicated in a consistent fashion and all learners are receiving the same training. eLearning eliminates the problems associated with different trainers teaching slightly different material on the same subject.  The trainer’s personality, mood and subject matter experience all have an impact on the effectiveness of their training.  You have the confidence in knowing the message is being delivered consistently.


How to alleviate potential risks?

eLearning has many benefits for organisations to engage learners in new and innovative ways, but this isn’t always a simple process!

Studies have cited risks such as:

  • Lack of motivation and engagement due to learner isolation
  • Inability to modify the learning content to a different learner skill levels
  • Lack of flexibility that comes with modular designed learning.

It is important to be aware of these risk and how to alleviate them.  A professional eLearning provider seeks to understand your learner’s demographics, what motivates your audience and what your learning objectives are.  The outcome being a course that engages and delivers strong learning outcomes.

If you’d like to know more about digitalising your onboarding program and eLearning, visit myjoboffer.com.au or myjoboffer.co.nz.  Better still we’d love to show you with a demonstration and 90 day free trial.   Visit myjoboffer.com.au to book.

employee onboarding

Solving your onboarding challenges

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Integrating new employees into your workplace culture is a challenging task for HR and managers alike. Retention and engagement are often cited as the benefits of effective onboarding but many organisations fail to develop programs or processes that ensure the onboarding experience for new employees is seamless, memorable and prepares them effectively for their first days with you. Today’s top talent are looking to see if they are the right fit; it has very much become a two-way assessment. It leaves effective HR and people managers thinking “what impression are we really making?” We explore some of the challenges you may be facing with employee onboarding and a solution to solving employee onboarding challenges.

Are new employees spending their first days completing paperwork?

Traditional onboarding can be a bit boring.  Employees come in for their first day excited to make a difference and, in most cases, they sit in a room signing form after form.

On a new hire’s first day, digital onboarding helps reduce the time spent on paperwork, freeing up time for more personal discussions about company culture, workflow, work related responsibilities, and team dynamics.  With the right platform, organisations can avoid the mountain of paperwork that kills a new employee’s spirit on their first day.

The more you do to make your process more new-hire-friendly and interactive, the more engaging it will become.  And the more engaging your processs, the more likely you are to nurture employees who are highly satisfied, motivated and committed to your organisation.

New employees aren’t the only ones who have to worry about making good first impressions during the start of their new job.  Employers also need to put their best foot forward if they want to make a good first impression.


How much does the new hire process cost your organisation?

Whenever we think about hiring a new employee, most of us tend to think about recruitment costs.  For example, advertising the position, time spent interviewing, testing and finally training.

There’s one area that most organisations fail to consider – the cost associated with onboarding the employee.  These costs include sending out paperwork (on average 40 pages per pack), processing and administrative times, material costs for welcome packs and contracts, and time spent getting the workplace ready for the new candidate’s arrival.

The cost of workplace integration, a seemingly minor point shouldn’t be overlooked either!  With research indicating 33% of new employees make the decision to stay or leave within the first 30 days of employment,  this suggests the ‘real cost’ of recruitment can be upwards of 50% of a person’s salary.


Are you losing good candidates through the recruitment process?

“Its been three weeks and I still haven’t received my paperwork for my new job.  I’m starting to think that if this process represents the organisation fairly, I’m not sure I still want to work for them.  I’m worried I’m going to spend my working life frustrated by slow and inefficient processes.”

In a highly competitive marketplace, making paperwork turnaround a priority is just one way to avoid losing good candidates through the recruitment process.  The time between verbal offer/acceptance and dispatch of paperwork is often a danger zone, as candidates can receive other offers, change their mind and secure counter offers.  Digitalising your onboarding process makes this process timely with the click of a button.

Keeping up communication especially post offer stage is also important.  Regular emails and calls to keep a candidate up to speed with new initiatives, to ask their advice, or just to say ‘hello’, help keep them engaged before they start working with you.


Going digital is easier than you think! We’re all about solving employee onboarding challenges


To find out how you can solve your onboarding challenges, go to myjoboffer.com.au or myjoboffer.co.nz

onboarding experience

The top 5 tips to create a great employee onboarding experience

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In one of our recent articles we talked about the challenges with onboarding. You don’t need to look far to find a myriad of articles on how to create a great employee onboarding experience. There are many reasons for the noise in this space; it’s a really important issue that many organisations struggle to tackle successfully.

There is no doubt that we all make good and bad hiring decisions and while bad hires do occur, in my experience it’s the lack of effective onboarding that can make the difference between how successful your new employee will be at their new job.

We often wonder, why has my new employee not settled in by now? Or, they aren’t excelling at the pace I would expect. Given those realities, here are my top 5 tips to welcome your new employee to the team – in style!

1. Shout it from the rooftop!

You’ve just hired someone who you think can make a real difference to the team and the organisation – so don’t stay quiet about it. Announce it to the world (or at least the team) that someone is about to join you. Give the team some insight to who the person is, what they’ll be doing, when they’re joining and how you can connect with them.

Don’t leave it all to your new employee to make friends at work – you need to start with a little nudge.

Throw a morning tea or get everyone together for lunch – it helps break the ice and allows for your new hire and the team to share more about themselves.

Get your team to help create the new employee’s onboarding experience.

2. The employee onboarding experience should start well before “Day One”

Stay in regular contact with your new employee before they join. If you have any formalities (such as paperwork) you need them to complete; have it done before day one

Include your new employee in company or team communication to allow them to become familiar with what’s going in the workplace.

Send them a quick email or text the day before letting them know that you’re looking forward to see them tomorrow.

3. Meet the stakeholders

The best onboarding experience I had when starting a new job was when my new manager sent me the LinkedIn profiles of some of my new stakeholders. I was able to understand a little more about what they do/did and in two cases was able to build something in common with my stakeholder by knowing we studied at the same university and once worked for the same organisation (albeit at different times).

It is really important that you spend some time explaining the “informal network” – you know the one that’s not on the organisation chart. This includes the go-to people, the gatekeepers, the people who know what’s happening before it happens. And, don’t forget the supporters and potentially the rivals/adversaries who may not think highly of you and your team. Its all about setting up your new employee for success and ensuring they can navigate out of potentially sticky situations.

4. The small (but really big) stuff to know – when it comes to creating an employee onboarding experience

Don’t underestimate the impact of not addressing the small stuff. Which number is needed to dial an outside line? How do you use the photocopier? Where are the restrooms? The coffee machine? When are lunch breaks taken? It’s the little things that can be the most frustrating when we are new to a team and trying to be at our best.

5. Go on, have some fun

We believe in fun; so much so its one of our values. When new team members join you should let them know what you and they can do to make work fun. Talk about what events are organised or how they can share their ideas about how they can get involved in life outside of work. You never know what ideas they can bring to the table!

Tell us about when you you’ve hand a great onboarding experience.

We’re all about solving employee onboarding challenges 


To find out how you can solve your onboarding challenges, go to myjoboffer.com.au or myjoboffer.co.nz

Cuscal goes digital

Cuscal goes digital – an interview

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About Cuscal and the ‘Cuscal goes digital’ project

Cuscal’s business is payments. They are Australia’s leading provider of end-to-end payments solutions. An Authorised Deposit-taking Institution (ADI), their extensive capabilities include card and acquiring products, mobile payments, fraud prevention, EFT switching and settlements, as well as running the rediATM Scheme, one of Australia’s largest ATM networks.  Cuscal has a growing base of over 100 clients from a range of industries, including financial services, airlines, fintech and retail.  They provide their clients with the technology, scale and licensing they need to compete with the largest players in payments.  Or they simply take a complex problem off their hands, enabling them to focus on whatever it is which makes them unique and successful.



Cuscal goes digital


We talk to Jennifer Bass (HR Operations & Projects Manager) about Cuscal’s journey to a digital employee onboarding solution and the benefits they have experienced.


Q. Jennifer, thinking about ‘Cuscal goes digital’, what prompted you to look for a digital solution to onboarding of new employees?

Our position as an innovative and nimble company had been let down by our historical, arch age onboarding processes.  Large packs of paperwork, many duplicate forms and double handling were all signs of a very manual process.   Our internal onboarding process did not represent what we stand for as a company.  The contrast of service between what we were delivering to our internal customers (new employees) and what was being delivered to our external customers, was what prompted us to seek a better process.

Q. What are some of the benefits you’ve seen by automating your employee onboarding?

The benefits are ten-fold – little to no printed documents to file, a user experience that is fresh and easy to navigate, and a smooth process for sharing the information with our HRIS to name the main ones. 


Q. How would you describe the myjoboffer.com.au product features to a prospective customer?
  • Easy to use digital employee onboarding platform for incoming employees, great engagement tool for providing important company information that you wouldn’t necessarily have on your external website
  • Accessible on mobile devices, allowing the employee to access and accept their offer right away, and return to action other paperwork when they are ready
  • Simple offer set up and download features for HR and Payroll processing
  • Communicates easily to multiple HRIS systems via csv
  • Can be easily managed and updated internally once implemented
  • Accessible and efficient helpdesk for any questions or issues  


Q. How much time have you saved by automating your employee onboarding Jennifer?

The big win for us is the time spent with the employee on their first day – rather than take 20 minutes to sit with them whilst they fill out paperwork.  We can now spend the time re-enforcing what their onboarding process will look like, what they can expect and really getting them set up for success.


Q. What is the feedback you’ve received from users of the myjoboffer.com.au platform?

Great feedback – most new employees are horrified to hear that we used to do it in paper form! Overall they love the experience of being able to access via their mobile device initially and then get prepared to sit at their PC and action the requirements when they have all their information.


myjoboffer.com.au was developed by managers and HR professionals who share one thing in common; the burden of employee paperwork and the terrible experience this provides to new employees.  myjoboffer.com.au is all about making the onboarding process seamless for you, and your employees by creating the right impression from day one. 

To arrange a demonstration with a 90 day free trial, visit www.myjoboffer.com.au or www.myjoboffer.co.nz

employee onboarding

Kick start your journey to digital employee onboarding

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Digital HR – kick start your journey with myjoboffer.com.au

There is a lot of interest in going digital in almost every aspect of business these days and HR is no exception. The great news is its never been easier to transition your manual HR practices to digital solutions without the cost and time investment.

There are a lot of HR systems out there. Some support the full life cycle of an employee and others focus on one component of the employee life cycle. The full life cycle systems usually aren’t cheap and often require some major time investment to get everything up and running. Because of this, organisations with a system that supports the full employee life cycle rarely take advantage of the full capability of the system. These systems also often fall short in some areas as they tend to deliver a well rounded solution but don’t necessarily do everything well.

Most organisations already have a payroll system in place and may also have a HRIS (Human Resources Information System). You don’t need to replace or upgrade these to further enhance of your digital HR capability.


Employee Onboarding – a great place to start

HR managers are often challenged to find the budget to support digital HR projects but know the returns are huge.  An organisation with manual onboarding practices hiring 100 people a year conservatively spend about 800 hours on new employee administration alone. This time could be better spent on projects that truely add value to the organisation rather than administering paperwork.

Many of the customers we speak to at myjoboffer.com.au start out thinking that a transition to a digital employee onboarding solution is going to be expensive, require alignment to wider business practices and need expensive configuration of other related systems such as payroll and HRIS. We often discuss the fear of time investment and a limited budget required to make digital employee onboarding happen for their organisation.

Our customers quickly realise that they don’t need to invest in replacing or reconfiguring their current systems. myjoboffer.com.au is a stand alone onboarding solution that takes care of organising new employee information so that it easily feeds into existing payroll & HRIS systems. Our easy to configure payroll and HRIS connections take care of ensuring that data can be easily transferred to your existing systems.


Start on your digital employee onboarding journey today

If you’d like to find out more about how you too can digitalise your onboarding process without breaking the budget, visit myjoboffer.com.au.  Better still, we’d love to show you how by booking a demonstration of our digital onboarding software.

Visit myjoboffer.com.au to book now.

employee engagement and employer branding

Employee onboarding and engagement

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Employee onboarding and engagement is no different to customer experience. Organisations spend countless dollars on understanding the customer to tailor business solutions to meet the customer’s needs. Employee onboarding and employee relations should be no different and in fact play a significant role in customer satisfaction.

The way your employees feel about your organisation has a massive impact on the way your customers see your organisation. Promoting employee advocacy to your brand and business is essential to building strong customer advocacy. Companies with an employee advocacy program report a 26% increase in year over year revenue1. At the end of the day it’s your employees who are the face of your business in the eyes of your customer. If your employees don’t vouch for your brand how can you expect your customer to.

Building employee advocacy isn’t easy. It can’t be forced and must be built over time with an honest focus on employee engagement. Lets not forget that your employees have a back stage pass to the warts and all side of your product, brand and organisational culture. In many cases employees get to experience both sides of your organisation.  They live, breath and influence the culture but also get to experience your business through the eyes of the customer.


First steps to employee engagement and advocacy

Employee engagement starts well before your new employee even becomes an employee.  It starts with your employee value proposition (EVP). How well do you sell your organisation to potential employees in your job ad?  Engagement is reinforced in your interactions with potential candidates during the recruitment process. Finally, it reaches a peak when you offer the candidate a job and they accept. If your new employee wasn’t highly engaged at the time of hire they wouldn’t have signed the contract and you probably wouldn’t have offered them a job.

So onboarding becomes the first crucial step in engaging your new hire as they transition from candidate to employee . The experience they receive through the pre employment onboarding experience is essentially their first experience with your brand as an employee at a time when their engagement is at its highest. This is a great opportunity to further reinforce their decision to work for you, build further engagement and start their journey to employee advocacy.


Employee onboarding – Getting to the good stuff

The start of the onboarding process is paperwork, paperwork and more paperwork. Certainly not something to get excited about and not something that builds employee engagement. This step however can diminish the engagement of your new hire. Unnecessary complexity at this step almost certainly causes your new hire to question their decision to accept the job. Employees expect you to get this step right. In their eyes it gives them insight into what life will be like working for you in the future.  Making this step as easy as possible allows your new hire to get on to the good stuff. The stuff that starts to build engagement. Digital employee forms, electronic employment offers and online policy acceptance speeds up the traditional paperwork and helps the employee move past this as quickly as possible so they can start preparing for their first day.

Find out more about digitalising the onboarding process and taking the hassle out of employee paperwork by visiting myjoboffer.com.au

In our next post we will talk about the good stuff – how to prepare employees for day one of their new job.
1. http://v1.aberdeen.com/launch/report/research_report/13091-RR-Employee-Engagement.asp

Kagome goes digital

Kagome goes digital – a case study

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Kagome Australia is the country’s largest tomato processing company, delivering high quality tomato-based products since 1996. Kagome grow, harvest and process their own tomatoes in Echuca, country Victoria. During a typical processing season (February to April), Kagome will process up to 3500 tonnes of tomatoes per day.  In between the tomato season Kagome diversify and process other high-quality food items, such as pears, apples, beetroot and carrots. Kagome goes digital is a case study on the benefits of automating employee onboarding.

Kagome goes digital

Business challenges

During the harvesting period, Kagome can employ anywhere up to an additional 150 employees for a three month period.   New employees previously manually completed their onboarding packs, which included their employment contract, forms, policies and company information.  Kagome manually entered this information into their HR system & payroll system for processing.  As a result too much time was being spent on administrative tasks. This started Kagome on their journey to find a better way.


myjoboffer.com.au’s onboarding solution – Kagome goes digital

Kagome’s has a strong culture of promoting creative solutions underpinned with a strong commercial focus.  They started searching for an innovative solution which would deliver immediate efficiencies for their business.  Due to Kagome’s geographical location (country Victoria) they wanted an online solution which was web based.

Kagome chose myjoboffer.com.au’s web based onboarding solution to transform their HR practices and improve the onboarding experience for new employees.


Key Benefits

By transitioning to a digital onboarding solution, Kagome saw immediate cost benefits gained by eliminating the need to manually process new employee’s paperwork.

The system allows new employees to complete all the necessary paperwork online before they have started the job.  SMS functionality, smart phone & tablet compatibility has been an ideal form of communication for Kagome’s employees, who can be transient in nature due to the seasonality of the harvesting.

Some other key benefits include:
    • Preparing for Day One – new employees are provided with video, text and audio on how to prepare for day one. This creates a memorable and engaging onboarding experience, leaving the employee with a good first impression of the Kagome.
    • Workflow notifications options – Kagome now automate several internal processes associated with a new employee.  For e.g. setting up IT access, arranging security access & passes. Using notifications ensures new employees have all the resources they need before they start.
    • Offer queue – This function allows Kagome to view up to the minute information on each new hire and their progress in completing their offer.  Kagome send reminders to new employees if they have outstanding steps to complete.  This means tasks get completed on time.
    • Linking to your payroll / HRIS system – Kagome has avoided complex IT costs due to being able to easily link information between myjoboffer.com.au & their payroll / HRIS system.
Kagome goes digital – Conclusion

Kagome is delighted with their new onboarding system.  It’s business and employees are enjoying the benefits of an efficient and engaging onboarding program.

I believe one of the benefits of going with myjoboffer.com.au has been the quick response time from the team regarding any questions I had.  I don’t believe I would have received that level of service from a larger organisation.
HR Coordinator

employee onboarding

Digitalising employee onboarding – making it a priority!

Posted on 34 CommentsPosted in myjoboffer blog

Digitalising employee onboarding processes continue to be the ‘missing link’ overlooked by a large majority of organisations. Digitalising the onboarding process for most organisations is the last step in transitioning to a 100% digital HR solution. Employees continue to fill out forms in pen and then this information is inputted into other systems manually. Paper-based processes can lead to mistakes, redundancy, security concerns and inefficiency. Freeing up HR professionals time to focus on more important tasks, is just one of the reasons why organisations should make this their number one priority.
Here are some other benefits of digitalising your onboarding process.


Digitalising Employee Onboarding with Workflow Notifications

Acceptance of the employment contract is often the trigger to many internal processes. HR Managers need to have real-time insight into which internal tasks have been completed. Paper-based processes require the forms to be scanned in order to share with other departments. This can lead to mistakes and delays. Myjoboffer.com.au workflow notification automatically triggers notifications the second the employee accepts their offer. Cross divisional communication is improved and employees have an improved chance of getting the resources they need on day one.


Digitalising Employee Onboarding and Building your Organisation’s Brand

Onboarding each new employee in a brand-right, culturally appropriate way will ensure the time and money you’ve committed during the hiring process gives you maximum return. Myjoboffer.com.au digital onboarding software is customisable to the look and feel to your brand. Your fully branded platform looks and feels just like your website. Banners, logos and information presented to new hires can be easily configured by you. This ensures new hires will unambiguously answer the question, “Have I come to the right place?” in the affirmative. Our multi-brand centre also allows you to create and deliver offers under multiple brands to support organisations that hire under more than one logo and brand.

Does your organisation have a 100% digital HR solution?

Are you looking to go digital for employee onboarding? If so, contact us and arrange for a demonstration with a free 14 day trial.

Visit www.myjoboffer.com.au to find out more.