Onboarding Systems Checklist: 6 Crucial Features To Look For In Your New Employee Onboarding Software
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Onboarding Systems: 6 Must-Have Features For Your Employee Onboarding Software Checklist

Very few of us enjoyed our first day at school, whether it was a new town or a new year. And this extended before that first toddler tantrum, all the way to college. It’s the sense of being small and unimportant, of feeling invisible and conspicuous, all at the same time. Starting a new job can seem like a new level of that same newbie discomfort. And as an employer, you can ease these beginners’ blues using the right onboarding software. So what tools and features can make this process as painless and productive as possible? Here are 6 crucial selling points to look for in your new employee onboarding systems.

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1. Remote Access

Many new hires will get to work hours early on their first day. They’ll spend their entire commute facing their own nerves and butterflies. Then they’ll sit in the reception area feeling alienated and unwanted. Onboarding apps help. They might use it to recognize colleagues as they walk in. Or to identify someone that can let them into the office. If nothing else, it helps them look more serious, because they can appear busy without resorting to Facebook or online gaming. It’s also crucial to invest in a mobile-friendly platform that allows them to access prep content on any device.

2. Integration Tools

If your onboarding app is built in-house via LMS, you can ensure it works well with existing systems. But if you’re buying pre-packaged commercial software, you need to be sure it’s the right fit. Find out whether it’s compatible with internal tools. Specifically, measure its performance and synchrony with accounting systems, timesheets, and corporate assets. Can new hires use it to call an office car or review their email? Can they upload documents or open office files? Does it sit well with their existing device or will you have to buy them a new one? Begin with a checklist and mark it as you go. It saves you grief and unnecessary costs.

3. Multimedia Compatibility

It’s easy to assume every software supports video and audio playback. After all, what device can’t play YouTube? What we forget is these applications have been around for decades and have been optimized for reach. Your online training course, on the other hand, doesn’t use public resources. So, it may host its own video and audio clips … or it may have omitted them to make it lighter. That said, many employees are visual or aural learners, so they can only take so much from text blocks and infographics. Ensure your software gives them an alternative, interactive training options, and that these add-ons work.

4. Feedback Modules

At every meeting in existence, someone invited queries with the grinning mantra ‘… there are no stupid questions.’ And at every meeting, that platitude was immediately disproven. New employees know this, so they’re unlikely to lure the spotlight with a question – any question. And yet they have so many! Check that your software has a safe, confidential, easy-to-use avenue for this. They can seek guidance or offer perspective on their experience as a newbie. This makes them feel heard and improves the online training course for colleagues that come after them. It could be an email feed to an anonymous chat board, or a friendly all-knowing chatbot.

5. Targeted Analytics

Every app worth its salt has built-in metrics and data collection measures. But orientation software needs a special kind. If it’s mobile, it needs location data so you can spot an employee that’s lost in the neighborhood (so they can find their way back). It needs automated progress reports to keep track of their training. Lesson reviews indicate where they’re struggling and need extra help. Self-assessment modules can help you place them in the right department. All these little things enhance job satisfaction, so your new employees feel at home sooner and are less likely to leave.

6. Goal-Setting Features

Onboarding sets expectations for new corporate learners, both individually and as a group. Your software should let them set their own daily and weekly targets. It should also have an external tool for creating and measuring objectives. It allows their supervisor to map out their targets for the day, week, month, or year. Automatically reviewing and checking off these targets makes the appraisal process easier. This is especially important during their probation period. It helps new employees assess their own impact, giving them a sense of growth and progress at this new job. It gives them hope when they’re dealing with onboarding snafus and stops them from giving up/quitting.

If you have the right new employee onboarding program, new hires can settle in weeks. In a month, visitors to the office can barely tell them apart from veterans with decades of experience. This helps customers feel confident in your organization’s abilities. So, what tools and features ensure a professional customer-facing façade for new hires? Remote access lets them study before they start, and continue at any location, even off-site. Integration tools and multimedia settings enable immersive working and learning. Feedback options and analytics help you improve and smoothen the online training experience for newbies. Goal-setting tools help everyone, from bosses to new hires themselves, see how they’re really doing. This facilitates ongoing adjustment and ensures there’ll be no surprises at staff review. You should also consider onboarding systems with multilingual features if you’re catering to a global workforce.

How can you make sure that an onboarding software includes all the must-have features, needed for your in-house and remote employees? How can you use onboarding software to figure out which fresh recruits are going to advance up the corporate ladder? Download our eBook From New Recruits To Rising Stars: Using Employee Onboarding Software To Help New Talent Reach Their Full Potential to discover tips and tricks that can help you identify top talent and avoid the most common onboarding mistakes. It also includes a fool-proof plan for training new recruits with limited tech know-how so that everyone gets the same benefits.

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