The remote and hybrid workforces that became a matter of business survival during the pandemic are here to stay. With the majority of new employee interviews being held virtually, some of those employees will never set foot in the physical workplace. For HR professionals, this change in workforce hiring logistics necessitates a new look at onboarding materials to design an engaging experience that addresses varied hiring options.

Employee onboarding has shifted from filling out paperwork to creating a positive onboarding journey. Onboarding as a pathway to success can be realized through designing an onboarding program that is easy to administer, is effective in welcoming new hires, informs new hires of their job responsibilities, explains what the company does, their role in contributing to the company’s success and the company culture that fosters that success. By employing a positive, multilayered onboarding program, HR professionals can demonstrate the company’s mission, values and unique culture when new hires are most likely to be receptive to this critical information.

The Quell Group helps you navigate this new world of work with creative onboarding solutions that help engage, motivate and retain new employees. We develop dynamic onboarding materials that feature a mix of interactive and traditional options to manage both in-person and virtual onboarding program structures that engage new employees in compelling ways. Planned to be memorable and instill a sense of ownership of a new hire’s position, these onboarding materials are also designed to provide a sense of ownership over the trajectory of their role in the company’s future.

Develop an Engaging, Omnichannel Onboarding Program

 

To create an immersive and engaging experience for new employees, Quell recommends using the VAK (Visual, Auditory, Kinesthetic) model of communication to address different sensory learning styles in your onboarding materials.

A comprehensive, multimodal process using a mix of tools, including eLearning, instructor-led training, interactive workbooks, quizzes, gamification, videos, animations and multimedia presentations, helps keep new hires engaged in the process.

According to Training Industry, when onboarding involves eLearning, retention rates increase by 25-60%, compared with decreased retention rates of 8-10% with traditional learning methods. Plus, interactive onboarding materials incorporate the same technologies new hires use in their daily lives.

Roadmap to Discovery

Before selecting from the array of interactive onboarding tools, Quell recommends starting with a Discovery Phase, in which you create a visual roadmap of the entire onboarding journey from beginning to end. Then, assign a mix of omnichannel tools – interactive, multimedia or traditional – that will amplify content contained in each program module.

Discovery Phase: Identify Onboarding Success

  • Plan onboarding architecture: Pre-boarding, onboarding and 30-, 60-, 90-day and one-year check-ins
    • Create a corresponding roadmap and process flows
  • Make the onboarding program available on mobile devices
  • Develop personas of new recruits, including job classifications, general and specific duties associated with their respective roles, motivations, etc., to help customize the mix of onboarding tools
  • Block out content for new hire modules
    • Key touchpoints, checklists, documentation requirements, measurement
  • Develop ideas for interactive modules that align with the VAK model; these include, but are not limited to: graphics/infographics, videos, animation, quizzes, gamification, animation and interactive guides. Consider applying these elements to:
    • Video: CEO welcome, company overview, company town hall meeting
    • Interactive: brand book, team/industry lingo guide; HR handbook
    • Graphics/Infographics: videos, guides, games, quizzes, eLearning tools, etc.
    • Company culture video tutorial
  • Review onboarding team members’ roles and responsibilities; adjust, as necessary
    • Include checklists and scripts
  • Develop detailed guides for hiring managers with checklists to set them up for success
  • Examine internal communications structures, including internal company network, collaboration software, applications, tools, graphic assets, as well as existing content and HR platforms for payroll, eLearning, etc.

Measure and Improve Engagement Tools

The Discovery Phase also is a time to review and assess current onboarding processes and develop benchmarking criteria to establish measurement data for the modules you’re keeping or transforming, as well as new modules.

Create a process to measure the effectiveness of your onboarding tools to foster a high level of engagement. Assess the selection of interactive, eLearning, video, multimedia and traditional modules to see if they produce the desired result: Engage new employees with a memorable and productive onboarding experience that instills confidence as they embrace their respective roles and contribute to the company’s success. Review and update your onboarding tools often to be effective based on new hire feedback.

Quell has broad expertise in helping companies develop impactful onboarding materials, as well as creating the right mix of interactive, multimedia and traditional content tools to bring the program to life. Bring us your next HR challenge. We’ll provide an engaging solution for you, and a memorable experience for your employees.

Contact Quell to learn more