employee onboarding

3 Things to Have in your Onboarding Survival Kit

The first day can be just as nerve racking for employers as it is for new employees. The new hires make or break moment at your business lies in your hands (no pressure). Making a good first impression is (should be) top of everyone’s mind.

Sometimes this good impression can get buried under a mountain of paperwork and boring training manuals.

It can get lost behind forgotten information that left the new hire feeling frazzled and confused. If you find your new hire has an extremely high number of questions about the workplace, you may need to rethink your onboarding process.

Now, if this is all sounding far too familiar and you aren’t 100% sure how to enhance your onboarding you have landed in the right place. Use these 3 tips for a good impression.

  1. Before the First Day Checklist

Your employee starts making up their mind about your business from the day they see that job ad in Seek, on the window printed or on your company LinkedIn. Hire to first day should be one of the most important phases of onboarding. Your onboarding should have a checklist of things that need to be completed during this phase.

No matter how long they have been in the workforce, how skilled they are in your industry or how confident they are – first day will be top of their mind. What to wear, what their desk will be like, what the other people are like, where they can get lunch. This is where you can shine as a business. Fill this void, ease their mind and get them in the mindset of your business before they even begin.

How?

  • Technology like electronic signatures means you can now ensure all their paperwork is filled out before they even begin. This will make room for their first day to be all about the business, meeting new people and learning about the culture.
  • Send them a welcome message, including what they should wear, when to arrive etc. making sure you cover all of those key questions you would want to know before starting.
  • Create a checklist of things you need to set up BEFORE they start. This eliminates the company looking incompetent. IT, emails, workspace, computer, swipe cards (just to name a few).

The good news? Myjoboffer can do it all of this for you at the touch of a button. Find out more here.

  1. eLearning

Gone are the days of boring training manuals.

Technology is a businesses best friend – no matter what the size. eLearning is just one of the many ways you an utilise technology to enhance your business.

There are a number of benefits for eLearning. Including flexibility, accessibility, blended learning and being able to complete at their own pace (with ease).

On top of these benefits, integrating this into your onboarding process can open up opportunity to really leave an impact on your new hire.

Learn more about eLearning here (and how easy it can be done).

  1. Onboarding Plans

Planning what to do before and during their first day is important. But it shouldn’t end here.

While you may be a busy person, your job isn’t over after one day of orientation.

You could have the most efficient, well branded and effective onboarding process but if you don’t follow this up with a 6 month plan, it will often be all for nothing.

The first week should be the most important. You should plan to see your new employee each day of the first week, focus on making them feel welcome, introduce them to other staff etc. Schedule in time for orientation, training, debriefs, get them to shadow another staff member. Make them feel a part of the business.

The first month should involve follow ups, more training (if required) and more in-depth information being fed. Explain to them on the first day about their plan and where they should be at/what they should know by the one month mark.

The first 6 months should be planned to ensure you do not miss any chances for feedback. This is normally probation period as well, which should be a big part of your plan. Work with your new hire and give them the chance to shine. That way, the 6 month probation period will result in a well rounded decision, not just you springing feedback on them that they have never heard before.

 

Automate your onboarding and have your checklist at the tip of your fingers with myjoboffer.com

For more information or to book a demo, contact us today.


Employee Diversity and Employment Types in the Workplace

The world is a diverse place and it is no exception for the workplace. Having a team for your business that is diverse, flexible and fits your needs as a business can bring many benefits. These include

  • Increased productivity
  • Creativity
  • Improved employee engagement
  • Reduced employee turnover
  • Improved company reputation
  • Wider range of skills
  • Improves cultural insights

On-top of employee diversity, there is also a range of different employment types:

Full-time

Part-time

Casual

Fixed term

Shiftworkers

Daily hire and weekly hire

Probation

Outworkers

This will depend on your business but often for small businesses, having a mix of full-time/part-time and casual allows you to cover shifts easy and control wages easier depending on P&L for the month. Allowing flexibility for your employees within these types also results in more productivity and higher employee satisfaction. And we all know that employee satisfaction is one of the greatest tools you can have under your belt.

To reap the benefits of having a diverse range of employees and multiple types of employees, your payroll and HR processes need to suit your needs. Flexibility for religious needs, maternity leave and maternity positions, casual loading, policies for discrimination are just a few of the key aspects you should have under control in this day and age.

Having solid onboarding and training processes for EVERY employment type, that also ensure you cover topics such as discrimination in the workplace is vital. Now most HR professionals know this. But, a lot of HR professionals handle this in a lengthy and out-dated way.

How we can Help

With myjoboffer.com we have integrated the following aspects to ensure your workplace can handle multiple employment types, changing contracts to allow for flexible work hours and streamlining the whole process to ensure important points like discrimination in the workplace is never missed during onboarding and training.

  • Contract builder
    • Create your employment contracts via the platform using our built-in contract builder.  Your organisation's contract templates are uploaded to the platform and configured to populate custom information specific to the employee.
  • Customise Content
    • myjoboffer can provide custom forms to allow you to capture all the information you need without separate paper forms.

Myjoboffer also integrates eLearning options that can be customisable for your different employee types. Find new and exciting ways to engage your employees and cover all topics, such as discrimination in the workplace. Automate notifications and job offers sent at the end of probation periods. Customise your contracts for each employment type so you can streamline the hiring to first day process.

For more information or to get started, book a demo today.


HR for Franchise & Multi-Brand

Top HR Considerations for Franchising and Multi-Brand Businesses

Whether you already operate with numerous locations, operate under a number of brand names or have big plans for a business expansion of this nature, then you need to understand some of the top HR considerations that come with it. Training and onboarding are the key to unlocking a successful multi-brand operation.

Training

If you operate within different locations, have multiple brands under the one umbrella or are looking to expand in this way – one of the most important considerations is training. Ensuring uniformity within training is vital. The content may be different or include specifics for different locations. What should be the same is delivery, frequency and ongoing support. It is vital that you have employees across the board that all have the same opportunity, values and attitude instilled in them from day one.

One way to ensure consistency across the board is with eLearning. This will allow you to deliver training with a shared vision, message and integration. This is applicable to both franchises and multi-brands. First impressions count – particularly if an employee’s workplace is associated with a much wider brand.

 

Share best practices

The key to success with franchises and expanding a business is both uniformity and sharing best practices. As a HR professional you should be aiming to create a culture where each brand/location/franchise shares new ideas and things that have increased sales in their branch. This is not only a way to increase sales and success, but to also create positive employee cultures.

If you are planning on franchising your business, or if you already operate within a franchised business, this point is especially important. It all comes down to training. If you can ensure the same messages and training are delivered, you will operate a successful franchise.

 

Policies and Procedures - pay, leave etc.

If your franchise is operating in different states, or on a bigger scale – internationally, you must be aware of small differences in legislation and the way your business operates. Depending on your business, you may need to alter your employee policies and procedures to include nation-wide and state specific sections.

Another consideration with policies is the actual franchise agreement. This ensures all brands/franchisees are operating under the same obligations. Ensuring that employers are following workplace laws not only protects your brand name but protects and attracts better employees to your business. It’s no secret people are your biggest asset to your business so ensuring they are protected and respected is a high priority for any sort of business expansion.

 

Onboarding

Welcoming new employees and getting them from the hiring process seamlessly is another major consideration for larger companies with multiple locations. Training and adjusting policies can become quite hard to manage. This is a simple fix by ensuring there is a set process for onboarding, covering both considerations. Every location/branch/brand/franchise should have a reliable, proven system to follow. This takes time and resources.

Dynamic tracking, any device, customise content, notifications and workflow, contract builder and integrations. Including myjoboffer as a part of your onboarding can make managing multiple brands as simple and effective as possible.

Talk to us today to find out how we can help your business.


Simplify HR - 4 top tips to streamline HR

When it comes to human resources, most professionals are experts in the theory around managing people, onboarding and teams. So why do so many businesses fall behind in the processes?

With the dawn of technology, the systems available to streamline HR processes are endless, inexpensive and can simplify your HR department with ease. Onboarding, payroll, online learning, communication and electronic forms. These are just 4 of the simple ways to make your life as a HR professional efficient. If you are finding your days are drowning in paperwork, turnaround times for tasks are painfully slow and you are inundated with work – it might be time to update your processes.

 

4 top tips to streamline your HR processes:

 

  1. Onboarding

If you think of onboarding and the first thing that comes to mind is paperwork – it’s time to make a change. Electronic onboardingis the way of the future and can make your life as a HR manager and new starters lives much easier. Employee forms, offer letters, policies and procedures plus all the other lengthy forms that most new starters have to sign on their first day can all be streamlined by simply going electronic.

The list of benefitsfor electronic onboarding systems is long and going digital is easier than you think.

 

  1. Payroll

The way of the world now has shifted trends in HR, particularly with payroll. With trends seen by the ATO, accounting firms and banks – not having a streamlined, electronic payroll system will create more stress than its worth. What’s best is most companies recognise that there are multiple processes going electronic and make sure their software easily integrates with others.

 

Top payroll software of 2018

 

  1. Online learning

The power of online learning is greater than most HR professionals realise. Time, money and quality are just three of the benefits of integrating online learning.If you are finding your orientation days to be long, unengaging and low satisfaction online learning is for you. There are so many ways to make elearning interesting and fun. Finding the right style and production for your budget is easier than most think.

Here are some great examples to inspire you in 2019.

 

  1. Electronic Forms

Gone are the days of paper waste and losing your marbles because the printer is jammed. Gone are the days of print, sign, scan, send. Electronic signaturescreate efficient customer experiences. There is the same degree of legal standing as paper signatures. There are ample pdf editing programs to create electronic forms. Save time and money filing on the computer instead of a prehistoric metal filing cabinet.

 

So if you are living in the manual and paper copy world, it may be time to upgrade. You will be amazed at the time and money you will save going digital with all things HR processes.


Connect employees to company branding

Connecting employees to the company vision and branding

Does your company have or striving to create a strong branding strategy? Have you got a clear company vision you follow? This needs to be saturated across all aspects of your company, including your employees. The employees of a company are generally the first point of contact between business and consumers. Brand ambassadors. They are the ones that demonstrate the true definition of what the company stands for. If they are not aligned with the company branding, they are damaging to your marketing strategy. Follow these tips to get your employees connect to your brand, therefore strengthening your strategy.

 

Tips for connecting employees to company branding:

 

  1. People Marketing

When studying services marketing, a major aspect was the 7P’s. These are factors that a business needs to consider, making up a marketing strategy. Product, price, place, promotion, process, physical evidence and people. Research shows that in most services, front-line employees drive success. That is why “people” is a vital factor. Creating a happy and healthy work environment is the first step to this. But where does branding come into this? While having high employee satisfaction is vital, this can further lead to success by creating strong brand ambassadors. Employees that demonstrate attitudes and behaviours that reflect what your business stands for. There are a number of ways this can be achieved but it is all dependant on your business and what you are communicating. Start your employees off on the right foot by integrating branding and communicating the company vision from day one.

 

  1. Engagement

Leading on from this, submerse your employees in the culture of your workplace. Whether you are looking for corporate professionalism or new-age thinking. Make it clear what you want you want your brand to represent and engage your employee accordingly. There are many arguments around finding employees that are a cultural fit for the office versus more diversity in personalities and behaviours. But whichever option suits your company and direction, integrating and engaging employees with all aspects of branding is recommended. Communicating visions, sharing stories on how the company started, small touches such as logo on their email footer. Show interest in employees and how they help the business. Show employees how they can grow at the business.

 

  1. Demonstration

This one is simple. Demonstrate the branding across all employee touchpoints. From day one make it clear what your brand involves (try digital onboarding to maximise this). After that continue to demonstrate this through management teams and communication. Showing your employees what the brand means is the first step of a people marketing campaign.

 

Integrate branding and what your company stands for into your onboarding process.


man frustrated with head on desk and help sticker on his forehead

Frustrated with manual onboarding?

Frustrated with your manual onboarding processes?

Getting the employee onboarding process right can mean the difference between securing great talent or losing them to a competitor. In fact, coordinating all the people who play a vital role in new employee onboarding can be an administrative nightmare.

Is your HR and recruitment team spending all their time on administrative tasks?

Typing up manual employment offers, tracking candidates throughout the onboarding process and triggering other workflows often over shadow a great candidate experience.  Ensuring a new employee is setup for their first day doesn't need to be a manual process. For example, with the right onboarding tool you can easily automate notifications to IT to setup a new employee's systems or a reminder to a manager that a new employee is starting. A digital onboarding solution should provide the tools to automate all the manual processes including contract generation.

Is your new employee's first day an onboarding cyclone ?

Nothing creates uncertainty more than disorganisation! If your hiring managers are rushing around preparing for an employees first day after they have already walked through the door you can guarantee your new employee will be a little concerned.  Worse still, if your hiring managers don't even know the new employee is starting alarm bells really start to ring! Don't let the finer details slip through the cracks.

Is your employee onboarding processes generic?

Failing to tailor the onboarding experience can be just as bad as having no onboarding process at all.  Of course, you should always included the things that are core to your onboarding program. However, ensure that your onboarding program is also tailored based on an employees location, their role or level in the organisation so new hires don't feel like another number in a hiring production line?

Digital onboarding solutions are expensive and complicated to implement right?

Well actually, it doesn't have to be.  myjoboffer can take your existing manual processes and quickly turn them into a digital masterpiece.  Meanwhile you can continue to build automation and enhancements along the way.  Going from zero to hero doesn't need to happen overnight and we can support you build an amazing onboarding experience.

A digital onboarding solution that isn't priced per offer gives you assurance that costs won't increase the more you hire.  Finally, doing the math will quickly show that a digital onboarding solution easily pays for itself by removing the manual processes that don't add value.

Find out how myjoboffer can solve your employee onboarding challenges.


EoFY reporting - top tips to reduce stress

The end of financial year is almost upon us. For employees this often means that sweet extra deposit into their bank accounts. Behind the scenes this means extra reporting and stress. For a small to medium sized business there is often only a handful of people handling the EoFY reporting. HR can often take on a lot of extra stress during this time of year.

Reduce end of financial year stress with these HR tips:

Understand your budget – First of all, know how much the HR department has to spend on recruiting, retaining and firing is important. How much has actually been spent? Therefore, this will create a better understanding at EoFY if you are putting enough money into the right things. Make note of budget discrepancies and use this next financial year.

Develop strengths and weaknesses – This will create an idea of what to continue and what to work on. Reporting is not just numbers. It does create more work – but most of all it demonstrates a deeper understanding of the numbers. This is a useful step in the process.

Start Early – As the year progresses, it is helpful to report and document things as you go. Document budgets, employee details etc. from the start. Therefore, at the end of the financial year everything can be generated and exported. This makes the process much easier and reporting is consequently more accurate. Avoid unhappy employees nagging you for payment details. It is also important to note this will be the last year of PAYG summaries. This means preparing your systems and staying in the loop for 2019 is vital.

Prepare – following up is harder than being prepared. Have TFN, employee details etc. set up from day one. Set this up with payroll and store this digitally. This will ensure when EoFY rolls around, everything you need is right there in the system.

Integrate a smooth HR system that generates reports for you. To do the previously mentioned – having an automated system is key to generating reports. API will assist in exporting reports between different systems easily. Going digital with your HR department will save hours and hours of time (and money). 

Does your system have API?

myjoboffer will set up API for your employee centre to easily export employee details for any HR and payroll software. Retrieve all employee details and export reports for payroll before the employee even begins.


man looking over edge of building

Onboarding checklist | Tip one

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. Who the person is, what they’ll be doing, when they’re joining and how you can connect with them. Get your team to help create the new employee’s onboarding experience

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

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

Onboarding New Employees:

It’s surprising the number of times new employees join a team with little or no fanfare. Hiring managers don’t spend their entire time onboarding new employees, and so often get caught up in the day to day and forget about the little things that make new employees feel welcome. Try some of these things and as a result, create a consistent, engaging and memorable welcome to the team and organisation

  • Automate processes and notifications to trigger reminders to hiring managers to make a call and introduce themselves before their new employee starts
  • Have checklists on everything that needs to be done to prepare for a new employee including technology setup, security clearances and initial meetings to set expectations
  • Frequently schedule corporate induction sessions to provide more information about the organisation, its customers, culture and goals and automate invitations to new employees who have recently joined.
  • Ensure that your new employee fully understands their training plan, who to go to for support and how they can access information around organisational processes and policies.

 

Getting onboarding right is so important to a new employee’s time to competency. Therefore, it’s important that they feel comfortable from the outset.

Here are FIVE things every new employee wants to know

Company Culture – values, attitudes and goals

What kind of culture does the organisation embrace? What is the vision and mission statement? Does your organisation value competitiveness and/or creativity? Is the organisation people-oriented or result-oriented?

 

People – Boss & Colleagues

A supportive network of colleagues and an understanding boss would be a welcomed environment.  Knowing who your manager is and who’ll be a part of your team. Who is their tenure with the organisation, their strengths and passions, as well as

 

Workload & Expectations

Does the organisation have a policy on flexible working arrangements to help employees achieve a work-life balance?  Are there flexible rostering options, flexible working locations and job-sharing opportunities available?

 

Progression vs Stability

Does the organisation encourage promotion from within? What is the frequency of promotions for employees in similar positions?  What is the attrition or turnover rate of your future department?  Or alternatively, is stability more important to you than prospects.  What matters most is that your employee can make an informed choice based on what the organisation has to offer.

 

Employee Benefits

What fringe benefits or perks does the organisation offer?  Do they offer salary sacrificing? Purchasing additional leave? Discounted shopping, child care benefits, transportation benefits, reward and recognition programs? Training programmes and retirement benefits to name just a few?

 

Furthermore, digital onboarding with myjoboffer.com.au does all this and more at the touch of a button. 


Apprentice chef learning

Before day one | Tip two

Before day one processes are vital to create a smooth transition for new employees. One of the biggest mistakes we often see employers make is doing such a great job of engaging new employees throughout the hiring process, often driven by recruitment professionals, only to have all communication stop until their first day.

It is so important to stay in regular contact with your new employee before they join.

If you have any formalities (such as paperwork) you need to have them complete; have as much of it as possible completed before their first day…. so “day one” is about them and not completing mountains of paperwork.

 

Apprentice chef learning

Here are some things you can do to ensure regular contact with new employees before day one.

 

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

 

Two: Send them a quick email or text the day before. Let them know that you’re looking forward to seeing them tomorrow and confirm the logistics for arriving at work.

 

Three: Depending on the time of year they are starting, if you have planned any team events or outings invite them along!

 

Four: Do you have a strategy or team planning day coming up? What a great way to become familiar with the team and your goals.

 

Five:  If your organisation has access to online information, consider providing access before day one to cover some of the basics such as Workplace Health & Safety.

 

Six:  Social networking in the workplace helps new employees identify who’s who and what they do (no we didn’t say zoo!). If you don’t have digital social networking send your new employee so bio’s of your team.

day one statistics 

myjoboffer.com.au can create a personalised and customisable "before day one" message. Concise and cohesive communication with new employees. 


Globe of linked people

Meet the stakeholders | Tip three

Some of the best onboarding experience we have seen have included when a manager sent a new employee the LinkedIn profiles of some of their new stakeholders and colleagues.

 

The new employee is able to understand a little more about what each person does or has done and in some cases, is able to build something in common with their stakeholder or colleague by knowing they studied at the same university or 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 need a little extra convincing to get something across the line.

 

It is all about setting up your new employee for success and ensuring they can navigate your organisation.

Helping new employee establish networks, build connections and meet their stakeholders doesn’t have to involve a calendar full of meetings. These are just a few easy ways you can start things off.

 

 

  • Make sure your organisation chart is up to date and easily accessible. If you have a corporate directory make sure that role information is maintained. As well as maintiaing contact information and even alternate contact information. There is nothing worse than starting in a new organisation and knowing who you need to contact, but not knowing how to contact them or who to contact in their absence.

 

  • LinkedIn, Twitter, Yammer or any other networking tool is a great place for new employees to gain insight. Who subject matter experts are, who is quite vocal about different topics and who has a similar question. Introduce new employees to your organisations networking tools early on. It’s also a great idea to link new employees who start around the same time via workplace networking tools – especially if they are not located in the same office or work location.

 

  • Rather than setup lots of meetings with their stakeholders, invite the stakeholders along to a single meeting to collaborate together. This is even more beneficial when you have a number of new employees starting at the same time. It’s a great way to demonstrate team work and open communication.

 

  • New employees work with external stakeholders. Don’t forget opportunities to invite them along to industry networking events, or to join you out on the road. It’s always a good idea to join them for their first couple of external meetings. Remember to brief them on the types of external stakeholders they will be dealing with. Give insight into the current relationship and also the organisations policy on external meeting protocols.