The Dos and Don’ts of Onboarding Digital Nomads

With the rise in the popularity of remote work, onboarding digital nomads can be an effective way to expand your workforce and save on overhead costs. While there are definitely advantages to welcoming these digital professionals into the fold, there are some key dos and don’ts that should be kept in mind when considering this option for hiring.

Are you looking to hire remote employees? 

Hiring and onboarding digital nomads can be daunting, so it’s important to make sure you’re doing it right. A good onboarding process should include setting expectations and outlining the corporate culture early on, as well as offering tools to help them get up-to-speed quickly. 

By following the below dos and don’ts, you can ensure a smooth onboarding experience for your digital nomads, you will learn best practices for planning a successful remote employee onboarding program while also avoiding common pitfalls that could lead to disengagement or poor performance down the line.

Brief History of the Remote Onboarding Process

The remote onboarding process has evolved over the years. The key principles remain, however, that onboarding should be tailored to both remote employee needs and to the company culture. In general, a successful remote onboarding process includes effective communication with new hires about their roles and responsibilities, setting expectations for performance, and providing them with resources to get up to speed quickly.

On the other hand, you should avoid overwhelming your new hires with too much information or technology. And of course, don’t neglect to check in on your new hires regularly to ensure they’re feeling supported and valued. By following these guidelines, you can successfully onboard new employees remotely and ensure they feel welcomed, supported, and ready to hit the ground running.

The Five Stages of Onboarding Remote Employees

The Five Stages of Onboarding Remote Employees

Stage 1 Define the Process:

The first step in succeeding them is to clearly define the process. What steps need to be taken in order for the employee to be fully acclimated to their new role?

  • What resources will they need in order to be successful?
  • Who will be responsible for each step of the process?

By taking the time to answer these questions upfront, you can avoid any confusion or frustration down the road.

Stage 2 Set Expectations:

It is also important to set expectations with your new remote employee from the very beginning. Make sure they understand what is expected of them in terms of;

  • Work hours
  • Communication
  • Deliverables

It is also important to let them know what they can expect from you as their manager. By setting clear expectations from the start, you can help ensure that everyone is on the same page and avoid any misunderstandings later on.

Stage 3 Provide Resources:

One of the most important things you can do when onboarding a remote employee is to provide them with all the resources they need to be successful in their new role.

This may include access to;

  • Remote onboarding checklist
  • Relevant software
  • Manuals
  • Training materials

It is also important to make sure they have a clear understanding of your company culture and values so that they can feel like a part of the team from day one.

Stage 4 Stay Connected:

It is important to stay connected with your new team members throughout the onboarding process and beyond. Regular check-ins via phone, email, or video chat can help ensure that they are settling into their new role and meeting all of your expectations. Additionally, these check-ins provide an opportunity for you to offer feedback and support as needed.

Stage 5 Celebrate Success:

Finally, Don’t forget to celebrate your remote employee’s successes along the way, Acknowledging Accomplishments can help keep their morale high and show them that their hard work is appreciated. This also allows you to build a strong relationship with your new employee and ensure they are feeling supported in their new role.

By following these 5 Stages of the Onboarding Process and taking the time to properly onboard your remote employees, you can ensure they have a positive experience and are set up for success.

The Do’s of Onboarding Digital Nomads

Be flexible

When onboarding digital nomads, it’s important to be flexible. These workers are used to working remotely, so you need to accommodate their schedule and their needs. This may mean allowing them to work from different locations or offering a more flexible work schedule.

Do set clear expectations

It’s also important to set clear expectations right from the start. Make sure your digital nomads know what is expected of them and that they understand the project timeline and any deadlines.

Do ask for feedback

Another important tip is to ask for feedback throughout the onboarding process. This can help ensure that your digital nomads are settling in well and that they have everything they need to be successful.

Provide resources and support

Make sure you are providing your digital nomads with the necessary resources and support they need. This includes things like access to company documents or a mentor who can answer any questions they have. Providing this type of support will help ensure that your digital nomads feel welcome and valued.

Be proactive

Finally, it’s important to be proactive when onboarding digital nomads. Don’t wait for them to come to you with questions or problems—take the initiative and reach out to them first. This will help ensure that there are no misunderstandings and that your remote employee feels supported in their new role.

The Don’ts of Onboarding Digital Nomads

Don’t try to control them 

One of the worst things you can do when onboarding digital nomads is to try to control them. Remember, these are independent workers who are used to working on their own. If you try to micromanage them or tell them what to do, you’ll only end up frustrating them. Instead, give them a general overview of what you expect from them and then let them work independently.

Don’t neglect the details 

Just because digital nomads are used to remote working on their own doesn’t mean you can neglect the details. Make sure you have all the necessary information about your company and your project before they start work. This includes things like the company culture, the project timeline, and any specific instructions or guidelines they need to follow.

Don’t forget about communication 

Another mistake you can make when onboarding digital nomads is forgetting about communication. These workers are not in the office with you, so it’s important to set up regular check-ins or video calls. This will help ensure that they’re on track and that there are no misunderstandings about the project.

Don’t assume they know everything 

Just because digital nomads are experienced workers doesn’t mean they know everything. There may be some aspects of your company or project that are new to them, so don’t assume they’re experts in everything. Take the time to explain things thoroughly and answer any questions they have.

Don’t forget about training 

Training is another important aspect of onboarding digital nomads that many companies overlook. Just because these workers are experienced doesn’t mean they don’t need training in your specific company or project. Make sure you provide them with any necessary training materials before they start work.

7 Tips for Working Effectively with Digital Nomads

  1. Establish Clear Goals and Objectives: When working with a digital nomad, it is important to set clear objectives and expectations right at the start of a project.
  2. Use Collaboration Tools: To ensure effective communication and collaboration, use tools such as project management apps and video conferencing to stay connected.
  3. Set Up Regular Check-Ins: Have regular check-ins with the digital nomads to discuss progress, address any issues, and answer questions.
  4. Offer Flexible Working Hours: Offer flexible working hours to accommodate the digital nomad’s lifestyle and help them stay productive.
  5. Utilize Technology: Take advantage of technology such as cloud computing, automation, and AI to streamline processes and make remote work easier.
  6. Create a Supportive Environment: Show appreciation for their work and create a supportive environment that encourages growth and learning.
  7. Focus on Results: Focus on results instead of hours worked to ensure that the digital nomad is productive and efficient.

By following this advice and implementing the tips above, you can ensure that onboarding digital nomads is a success. Digital nomads can be incredibly productive and versatile members of your team, but only if you take the time to properly onboard them.

Frequently Asked Questions about The Do’s and Dont’s of Remote Onboarding

Q: What are the most common mistakes when onboarding digital nomads?

A: The most common mistakes include trying to control them, neglecting the details, forgetting about communication, assuming they know everything, and not providing adequate training.

Q: What should I do to ensure the successful onboarding of digital nomads?

A: To ensure successful onboarding of digital nomads, set clear goals and objectives, use collaboration tools, have regular check-ins, offer flexible working hours, utilize technology, create a supportive environment, and focus on results

Q: What should I avoid when onboarding digital nomads?

A: When onboarding digital nomads you should avoid trying to control them, neglecting the details, forgetting about communication, assuming they know everything, and not providing adequate training.

Final Thoughts

Hiring digital nomads can be a great addition to any business, as long as you’re aware of the particular challenges they present. By keeping the dos and don’ts of onboarding remote workers in mind and implementing a strategy, you can successfully manage both in-person onboarding and remote those who work remotely.

They recommend you put together a comprehensive remote worker onboarding checklist that sets expectations for each team member. With tools like video chat, there are lots of opportunities to bring teams closer, no matter where your employees or collaborators may be located. Bridging gaps between locations has never been easier with the rise in the popularity of remote work

Creating a Seamless Onboarding Experience for Digital Nomads

In today’s world, traveling has become greatly accepted by many companies looking to hire new professionals. The advancements in technology, it has even made it possible for them to be a part of their organization remotely. As such, introducing digital nomads to the onboarding experience has become a great way to bring in more opportunities for remote working.

Are you an Employer looking for a way to ensure your remote teams onboard quickly and efficiently? 

Creating a seamless onboarding experience for digital nomads is key to ensuring the success of their projects. But what does that really mean? It means more than just setting up equipment and understanding job duties. It’s also about providing access to resources, training on how to use tools properly, support from colleagues and supervisors, clear company policies and regulations, as well as allowing them flexible working hours they need in order to maximize productivity. 

Whether you’re hiring experienced or inexperienced remote workers, the onboarding process should be tailored to their needs. This includes introducing them to their team, setting expectations from day one, and clearly defining job responsibilities. Additionally, it’s important to create an environment where digital nomads can quickly become a part of the workflow with ease.

What is Onboarding Process?

The Onboarding Process is a crucial step in the success of a new hire. It refers to the process of integrating new employees into the organization and making them feel welcome and supported. Effective onboarding can positively affect the organizational culture and impact employee retention, productivity, and job satisfaction, while a poor onboarding experience can lead to disengagement and potential turnover.

The onboarding process typically includes orientation, training, introductions to other team members, and supervisors, and familiarization with company policies and procedures. It is important to have a well-planned and structured onboarding process to ensure a smooth transition for the new employee and to set the stage for their future success in the company.

Recruiting Process Guide

The hiring process is a critical aspect of any business as it ensures that the right candidate is selected for the job. However, hiring the right person is not always an easy task. It requires a lot of effort and careful consideration to ensure that the best candidate is selected. Moreover, the hiring process is not just about selecting someone for the job but also about branding your company as a great place to work.

Therefore, it is crucial to develop a guide for hiring that outlines the process from start to finish. This guide will help you to find top-notch candidates who align with your company’s values and goals.

The guide for hiring should include the following elements:

  • Defining the job role and responsibilities
  • Identifying the key skills and qualifications you are looking for
  • Developing a recruitment process, including how to source candidates
  • Setting up interviews and evaluating applicants
  • Making an offer to the chosen candidate

By following this guide, you can be sure that your hiring process is as effective and efficient as possible. With the right candidates in place, you can ensure that your business runs smoothly and meets its goals.

7 Onboarding Best Practices Hiring Managers Should Know About

1. Define the onboarding process

The onboarding process is the process of orienting and acclimating new employees to their jobs, duties, and workplace. The goal of the onboarding program is to help new employees feel comfortable and confident in their roles so that they can be productive members of the team.

2. Set expectations

Before the first day on the job, it is important to set expectations with new employees about what their roles will entail. This can be done through job descriptions, performance reviews, or one-on-one meetings with their supervisors. It is also important to let new employees know what your entire company’s culture and values are so that they can be aligned with those from the start.

3. Make a good first impression

First impressions are important, so you want to make sure that new employees have a positive onboarding experience and work culture from the start. This can be done by providing a warm welcome on their first day, giving them a tour of the office, and introducing them to their co-workers. You also want to make sure that their workstation is set up and that they have all of the supplies they need to do their job.

4. Provide training

One of the most important aspects of successful onboarding is providing training that covers the essential skills and knowledge that new employees need to do their jobs well. This training should be tailored to each individual’s role and level of experience.

5. Help them get acclimated

In addition to providing training, it is also important to help new employees acclimate to their work environment and company culture. This can be done by assigning a buddy or mentor, inviting them to social events, and making sure they have an opportunity to meet with different departments within the hr department of the company.

6. Check-in often

During the first few weeks or months on the job, it is important to check in with new employees frequently to see how they are doing and if they have any questions or concerns. This can be done through one-on-one meetings, performance reviews, or even just casual conversations.

7. Set up regular check-ins

In addition to checking in frequently during the first few weeks or months on the job, it is also important to set up regular check-ins after that initial period has passed. These check-ins can help ensure that employees are still adjusting well to their roles and that employees feel that they have everything they need to be successful in their jobs long-term.

What Hiring Managers Should Know About the Onboarding Experience of Remote Staff

Onboarding remote staff is a growing trend, as more companies are turning to virtual teams in order to stay competitive. While this type of setup offers many advantages, there are some challenges that come along with it as well. That’s why it is important for hiring managers to be aware of the unique needs and obstacles associated with onboarding remote staff.

  • First, hiring managers should be aware that remote employees require the same level of attention and investment in onboarding as those who are physically present. This means providing training, assigning a mentor or buddy, and setting up regular check-ins to ensure that they have everything they need to succeed.
  • Additionally, it is important to remember that remote employees are not always able to come into the office for face-to-face meetings, so it’s essential to set up systems that enable efficient communication and collaboration.
  • Finally, hiring managers should keep in mind that onboarding remotely can be more time-consuming than onboarding in person. To ensure a smooth transition and successful start for remote employees, it is important to prepare thoroughly and allow for extra time in the onboarding process.

Overall, when it comes to onboarding remote staff, hiring managers should be aware of the unique needs and challenges associated with this type of setup. By taking the necessary steps to ensure a successful transition, they can help set their new team members up for success.

Tips for Establishing Clear Expectations

Establishing clear expectations is an essential part of any business and can help ensure that everyone involved in the company understands their roles and responsibilities. This can help to prevent confusion or misunderstandings, as well as foster better relationships between employees and employers.

1. Provide job descriptions – Detailing out each employee’s duties and responsibilities should be the starting point for setting expectations. This will help everyone understand what is expected from them in their position.

2. Communicate regularly – Regular communication between employers and employees is key to avoiding any confusion or misunderstandings. Make sure to provide feedback when needed and encourage open dialogue between the two parties.

3. Set goals – Setting measurable goals for each employee helps to create a more productive work environment. Encourage employees to set their own personal goals as well, so that they can strive for excellence in their positions.

4. Foster a positive environment – Having an open and collaborative workplace can go a long way in creating the right atmosphere for setting expectations. Encourage employees to work together, share ideas, and provide feedback to each other.

By following these tips, you can ensure that everyone involved with your business understands exactly what is expected of them. This will help create a more productive and efficient work environment.

Frequently Ask Questions about Creating a Seamless Onboarding Experience for Digital Nomads

Q: Why are these best practices for onboarding significantly?

A: These best practices for onboarding are important because they help ensure that new employees are given the proper orientation, training, and support to be successful in their roles.

Q: How do I ensure my digital nomads feel secure in their roles?

A: To ensure your digital nomads feel secure in their roles, provide them with clear and concise job descriptions that accurately communicate their responsibilities. Additionally, create a safe environment where they can ask questions and receive feedback without fear of negative repercussions.

Q: What are the benefits of using an online onboarding process?

A: An online onboarding process can save time and money by eliminating paperwork and administrative tasks associated with hiring new employees. Additionally, it can provide a faster, more consistent experience for digital nomads since they don’t need to be present for orientation or training sessions.

Final Thoughts

To sum up, digital nomads are an ever-growing segment of the modern workforce, and with that comes the necessity of an onboarding checklist for businesses to understand and embrace their different needs. Creating a seamless onboarding experience requires creativity from hiring managers and a deep knowledge of the digital nomad mindset.

When it comes to recruiting top talent while fostering long-lasting relationships, there is no real alternative but to invest in this process as an effective means to ensure the long-term success of any business. So, take responsibility now—invest your time and resources wisely into creating the best employee onboarding experience available! Hiring managers: the future of your business depends on it.

The Importance of Onboarding for Digital Nomads: Why a Strong Start is Crucial

Whether you’re a digital nomad or an office-based entrepreneur, onboarding your newest staff members is one of the most important activities you can do to ensure a strong start. Investing time and energy upfront to make sure new hires have everything they need to hit the ground running has more of an impact than most people realize not just on their performance, but also on their overall morale and happiness during the first weeks of what could otherwise be a stressful transition period.

Are you working for a company but don’t know what onboarding is or why it’s important? 

If you’re starting a new job, think of onboarding as your first impression. It sets the tone and affects how connected you will feel to the mission of the business. It’s also crucial for managers to ensure that every hire can hit the ground running from day one – choosing the right digital nomad starts with successful onboarding.

In this article post, we’ll discuss how proper onboarding can help digital nomads get up-to-speed quickly while also decreasing the turnover rate and ensuring that everyone gets off on the right foot. We’ll provide insight into why strong processes are necessary to build long-term success between workers and employers in an ever-changing industry. 

History of Remote Workers

Remote work has been a part of human history for centuries. In ancient times, messengers carried messages across long distances, and scribes worked remotely in multiple countries to translate and record important documents. However, it was not until the rise of technology in the 20th century that remote work became commonplace.

The introduction of telephones, fax machines, and email made it possible for workers to communicate and collaborate with colleagues from different locations. Today, the COVID-19 pandemic has led to a massive surge in remote work as companies adapt to the new normal of social distancing. As technology continues to advance, the history of remote work is sure to evolve and take on new forms.

What is Remote Employee Onboarding?

Remote employee onboarding is the process of incorporating new employees into a company or organization, even when they are not physically present. It involves providing new hires with all the necessary information about their job duties and responsibilities, as well as helping them integrate into the team. Remote employee onboarding also helps promote collaboration between remote workers and their colleagues in different locations.

Why is Onboarding Important for Digital Nomads?

Onboarding is essential for digital nomads, who often find themselves in unfamiliar and uncertain situations. By providing a structured onboarding process, employers ensure that their new hires have everything they need to be successful from day one. This includes access to the necessary tools, resources, and support systems, as well as an understanding of the company’s culture and expectations.

Onboarding is also important for digital nomads because it helps to build rapport with their new colleagues. This can be especially challenging when you’re in a remote working situation, but taking the time to form relationships will allow them to feel welcome and supported by their team.

6 Steps on How To Create A Great Remote Onboarding Process

Step 1: Define the Objectives

The first step in creating a remote onboarding process is to define the objectives. What are the goals of the onboarding process? What do you want new hires to accomplish during their first few weeks on the job? Once you have a clear understanding of the objectives, you can start to develop a plan for how to best achieve them.

Step 2: Identify the Stakeholders’

The next step is to identify the stakeholders. Who will be responsible for each part of the remote onboarding process? Who will be responsible for providing new hires with resources and support? Once you have identified the stakeholders, you can start to develop a plan for how they will be involved in the process.

Step 3: Develop a Timeline

The third step is to develop a timeline. When do you want new hires to start their remote onboarding process? What milestones do you want them to achieve during their first few weeks on the job? Once you have developed a timeline, you can start to create a schedule for when each task will be completed.

Step 4: Create Onboarding Materials

The fourth step is to create onboarding materials. What resources and information will new hires need in order to successfully complete their remote onboarding process? Once you have identified the materials needed, you can start to develop or procure them.

Step 5: Train Onboarding Champions

The fifth step is to train onboarding champions. These are individuals who will be responsible for supporting new hires during their remote onboarding process. They will need to be familiar with all aspects of the process and be able to provide guidance and support when needed. Once you have identified and trained your onboarding champions, you can start to roll out the remote onboarding process.

Step 6: Evaluate and Adjust

The final step is to evaluate and adjust as needed. After new hires have completed their remote onboarding process, take some time to review how it went. Are there any areas that could be improved? Are there any changes that should be made for future cohorts? After evaluating the process, make any necessary adjustments and then roll out the updated process for future new hires.

What are the Benefits of Onboarding Digital Nomads?

Onboarding digital nomads has a number of benefits.

  • First, it helps to ensure that they have all the necessary tools, resources, and support systems in place so they can be productive from day one.
  • Secondly, It allows you to tap into a global workforce, giving you access to talent from all over the world
  • It also helps build relationships between remote workers and their colleagues in different locations, which can help promote collaboration and reduce isolation.
  • Lastly, onboarding digital nomads helps to create an understanding of the company culture and expectations, which can help them to be successful in their new roles.

Overall, onboarding digital nomads is essential for creating a strong remote team that can work together effectively. By following the six steps above, you can create an effective remote onboarding process that will help ensure that all new hires feel supported

Tips for Creating a Successful Remote Onboarding Process

  • Utilize technology to make the process easier. There are many tools and software programs available that can help streamline the process and make it easier for both new hires and onboarding champions.
  • Establish clear expectations. Make sure that all stakeholders understand their roles and responsibilities in the process. This will help ensure that everyone is on the same page when it comes to onboarding new hires.
  • Be flexible. Remote onboarding can present unique challenges, so it’s important to be flexible and open to changes if needed.
  • Set up a support system. It’s essential to have a designated support system in place for new hires during their remote onboarding process. This could include one-on-one meetings, virtual office hours, or other forms of support.
  • Celebrate success. Remote onboarding can be a long process, so make sure to celebrate milestones and successes throughout the process. This will help motivate new hires and show them that their efforts are appreciated.

By following these steps and tips, you can create an effective remote onboarding process that will help ensure the success of your new hires. With a well-planned onboarding process in place, you can rest assured knowing that you’ve set up new employees for success from day one.

Frequently Asked Questions about The Importance of Onboarding Digital Nomads with Hiring Managers

Q: How can I make sure that my onboarding process for digital nomads is effective?

A: There are several steps you can take to ensure an effective onboarding process for digital nomads. Initially, it’s important to clearly define the goals and objectives of the onboarding process, develop a timeline for completion, and create all necessary materials

Q: What should I keep in mind when onboarding digital nomads?

A: When onboarding a remote employee, it’s important to remember to provide them with the same level of support and guidance that you would offer an on-site employee. Additionally, make sure to establish clear communication expectations as well as ways for them to connect with.

Q: How can I ensure successful remote onboarding?

A: Successful remote onboarding requires planning and preparation. First, you should identify any challenges that could arise during the process and develop strategies to address them. Additionally, it’s important to select trained onboarding champions who can provide support throughout the process and be flexible if needed.

Final Thoughts

With the right start to their digital nomad journey, employees can hit the ground running and make a real impact within their new country and organization. A strong onboarding process can set digital nomads up for success by introducing them to the company culture and providing guidance when it comes to tasks and roles.

So if you’re considering employing digital nomads, don’t forget how important it is to get your new hires off to a great start your company’s online presence could depend on it! As more people embrace the digital nomad lifestyle, investing in meaningful onboarding is key for any business hoping to succeed in a rapidly-evolving world. Investing in a well-structured onboarding process will help you attract, retain, develop,

4 Different Ways to Use Photos During the Employee Onboarding Process (and Why)

Image Source: Pixabay

Adding some visuals to your onboarding process can be very helpful. Everyone enjoys visuals as they are more effective than text. People are no longer just visual in their private lives. They also want to see visuals at work.

Studies suggest that 67% of employees do better when managers use visual communication rather than text alone. It makes sense that you find opportunities to introduce visuals to your corporate communication, including the onboarding process. 

Here are a few ways to use photos in your employee onboarding process and why you need them

1. Create Compelling Welcome Videos

The process of joining a new company can be challenging. Taking on new responsibilities and working with new people can induce anxiety. New employees also need to worry about fitting into the company culture and excelling in their roles.

Videos and photo compilations can make the initial introductions easier. They reduce the sense of formality and make things feel friendlier. Instead of telling your new employees who you are, you can show them.

Good photos and videos capture the fundamentals of your business. This includes your culture, history, beliefs, and general purpose. Keep things light but informative.

Consider including a ‘meet the staff’ segment in your welcome video. Use it to introduce your leaders and other team members. This way, your new employees know who they’ll work with before meeting in person. 

2. Editing Your Photos

Consider using a photo editor from Picsart to make compelling and professional-looking photos. Sometimes just a little quality enhancement or background color change can make a photo nicer and more business like. Your new employee will appreciate photos that showcase your existing staff, business processes, and workplace culture.

3. Knowledge Handoff Videos

Who understands a job better than someone who does it every day? However, new hires don’t always get the chance to meet the person who previously did their job. This results in brain drain, and you may get little help from your seasoned employees.

New staff may take too long to get familiar with their roles. It may be long before they become fully productive.

Consider using a few short videos to introduce a new employee to their role. These videos bridge the gap. They allow outgoing employees to share their experiences with incoming ones. You don’t need to create complicated knowledge handoff videos. They simply need to be useful. 

Encourage your departing expert to capture details of their daily process and workflow.

The video can also include photos that capture the most exciting parts of the role. Keep your video in a central location. Both new and existing employees should be able to access it.

4. Screen Recordings and Photos for Software Training

Every organization uses a specific set of computer programs. Although these programs are essential, understanding them can be difficult. It may be long before new employees learn the ropes. Face-to-face training sessions may be effective, but they can be very time-consuming.

Consider using relevant photos and screen recordings to train your new employees. Offer a step-by-step walkthrough of the process and do narration as you go. Photos and videos simplify the most complicated training sessions.

Employees can use the video as a reference when necessary. You also get to save time by skipping in-person training every time you have a new hire.

Reasons You Need Photos In the Employee Onboarding Process

The first few days at a job are for orientation. They are the time for new employees to settle in and learn the lay of the land. This includes your core values and the systems you use. The onboarding process is bewildering, and your employees need all the help they can get. Here are a few reasons to add photos and other visuals in your employee onboarding process.

Employees Are Likely to Retain Information

Visual content makes it easier for new employees to retain information. Studies suggest that people will remember only 20% of what they read. However, visuals increase information retention by 65%. The human brain processes visuals a lot faster than text.

Addressing Frequently Asked Questions Without Disruptions

Images help you address all common questions at once. The first few weeks are stressful for both the new employees and seasoned workers. There are plenty of questions to be answered, and long-time staffers may feel less productive than usual. Addressing common questions using visuals promotes productivity.

Helping New Employees Review What they Learned

After attaining new information, new employees can always come back and review it. Some employees may be joining your team right from school. They are accustomed to visual learning tools and would love to find them at work. Reviewing visual content is much easier than reviewing text. 

The onboarding process is critical for every business. It integrates your new and old employees. The process also ensures that your new hires have the training and knowledge they need to be part of your team. If you get the process right, you can foster positive relationships and productivity at work. Consider using photos in your employee onboarding process. They promote easy learning, and employees can always refer to them.

Employee Staffing Software Features, Benefits, Pros and Cons, And More

Have a closer look at what staffing software features you should be looking for, their benefits, and other essential information you need to know when looking for the best staffing software for your business.

In today’s tech-savvy world, most companies and recruitment agencies use powerful and advanced staffing software to make their job easier. This software not only helps them in hiring the best employees for the job but also comes in handy in managing leads, sourcing passive candidates, training and developing existing employees, etc.

As a business owner, HR manager, or staffing agency owner, if you are still not using staffing software for your business operations you are missing out on something incredible. Using the right recruiting software offers a host of amazing benefits that can take your recruitment process to another level while helping you save a lot of time and effort.

In this article, we will have a close look at the major features, benefits, pros and cons, and useful tips related to staffing software.

So, whether you are looking for a new staffing software but need more clarity or you are still on the fence about investing in one, this article is for you!

By the end of this piece, you will have the answers to all your questions.

Let’s dive in!

What features make staffing software effective in the recruitment process?

While there are a large number of different staffing software available out there, not all of them will be able to fulfill your requirements.

This is why knowing about the essential features of good staffing software is crucial. It helps you pick the right recruiting software that offers you the most value for your money.

Whether you are a new staffing agency, a small business owner, or a human resource manager, knowing about these must-have recruitment software features of staffing software is necessary for you.

1. Easy integrations

When you are investing in staffing software, make sure that it offers seamless integrations with other third-party applications and software. This enhances the functionality of the software and saves time.

Look for staffing software that offers integrations with at least the major applications like Gmail, Outlook, Calendar, etc. This will streamline the staffing and application process, introduce data consistency, and save a lot of time.

2. User-friendly interface

All HR managers and employers aren’t tech wizards. And thus, choosing an incredibly complicated staffing software isn’t ideal. After all, nobody wants recruiting software for which they will have to spend weeks simply learning its functionalities. It does nothing but waste your time and energy.

Unless you are a die-hard fan of complicated technology and love spending time with it, go for a user-friendly and easy-to-use staffing software. It should not be clunky, have an attractive interface, and should be easy to set up.

Ensure that the recruiting software you are choosing offers tons of customization options and is heavily automated so that you can save time.

3. Management of passive candidates

This is one of the most crucial recruitment software features that many employers ignore. When you are looking for new candidates for a job position in your company, you cannot only rely on inbound leads. You need to look for passive candidates and make a lucrative offer on job ads to them.

According to a LinkedIn report, almost 70% of the global job workforce is made up of passive candidates who are not looking for a new job actively. But they will be ready to switch if a company offers them an excellent opportunity or a lucrative offer.

Thus, you need to choose staffing software that helps you find, organize, and manage a pool of passive candidates. It should help you get in touch with them if or when the need arises.

4. Employee availability tracker

Another crucial feature that every staffing software must have is a robust employee availability tracker. After all, staffing isn’t only related to finding and hiring people, right?

An employee availability tracker enables your employees to set their availability, leaves, shift hours, and more and ensure that everyone is on the same page.

Not only this, but employers can also allow potential candidates to access the recruiting software and set the hours when they are available for the interview.

It allows the recruiters to conduct the interview at that time and avoid any confusion.

5. E-signature facility

Since most of the work is being done remotely, having staffing software that offers an E-signature facility is a must, especially if you are hiring remote employees.

E-signature facility enables the candidates to sign the offer letter, contract agreement, and other forms securely electronically.

It removes the hassle of them looking for various e-signature applications for signing the documents.

6. In-app chat feature

Last, but not least, your staffing software should also have a user-friendly in-app chat feature to enable the candidates to be in touch with their employers.

An easy-to-use chat feature will help the candidates to ask their queries and clear their doubts with the HR or the hiring staff.

It will bring more clarity to them and ensure that they are not left to guesswork when it comes to the job descriptions of the jobs they are applying to.

The in-app chat feature also enables the employer to discuss certain important matters with the candidates immediately rather than depending on email (which can be quite time-consuming sometimes).

How does an organization benefit from an automated hiring process?

Have you finally decided to invest in good recruitment software to streamline and automate the recruiting process of your company? If yes, then kudos!

It is an excellent choice that will offer you more benefits than one.

For starters, it will help you filter the right candidates for the job without having to screen the applications manually.

In this section, we will go through some of the most amazing benefits of automated hiring that make investing in the best recruitment software worth it!

  • With the help of automated hiring, organizations can find their top talent from a large pool of applications from different job boards. A hiring software goes through hundreds of job applications and filters the most relevant ones automatically.

  • Automated hiring also improves employer-candidate relationships by automating communication through chatbots, and scheduling interviews and emails on time.

  • Automating time-intensive and tedious tasks frees up the time of the key personnel who can then use their skills and experience to focus on more important tasks.

  • With the help of automated hiring, organizations can screen more applications. This increases the chances of finding the perfect candidate for the job.

What are notable staffing and recruitment software functions?

Recruitment software performs several important functions that help both employers and job-seekers. Let’s have a look at some of the major ones:

1. Application tracking

The primary function of recruitment tracking is to enable you to track various applicants and their job applications. The software collects and consolidates candidate information based on their interest, skills, education, previous job experience, etc.

It also helps employers filter resumes and select the most qualified candidate for the job.

2. Seamless communication and updates

Good recruitment software also performs the function of your go-to tool for communication and sending real-time updates to candidates. The software sends immediate alerts and notifications to both candidates and helps improve communication with their employers by making it quicker.

For example, the recruiting software notifies the candidates about their interview date and time. This brings more transparency and ensures that candidates are not left confused.

3. Background screening and candidate assessment

Another critical function of recruitment software is to screen applications and evaluate candidates based on relevant questions, keywords, and more.

Effective resume screening and candidate assessment ensure employers can find the best candidate who is more likely to stay in the job for a while.

4. Interview scheduling

Online recruitment software is also used to schedule in-depth interviews based on the preferred dates and times of qualified candidates. Since everything is automated, it reduces the risk of double-appointment booking and offers a seamless interview process.

5. Onboarding

Recruitment software plays a significant role in employee onboarding too. They allow employers to create various important documents like contract agreements, offer letters, benefits enrollment, confidentiality agreements, etc., and send them to newly hired employees immediately. The employees can then read and sign them on the recruiting software itself.

Employers can also create various onboarding tasks and step-by-step guides to help employees understand their job role and the organization in a better way.

What are the benefits of staffing and recruiting software?

If you think that staffing software is beneficial only for recruitment agencies and organizations, you couldn’t be further from the truth! The reality is that these recruiting software offer equal benefits to candidates and employees too.

Let’s have a closer look at all the benefits offered by staffing software to both employers and employees.

Benefits of staffing software for employers and HR partners

  • Helps in finding better candidatesAutomated screening based on keywords and relevant questions helps HR managers and employers find the most suitable and skilled candidate for the job.

  • Better communication

    software comes with in-app chat tools that help employers communicate with candidates and update them about all the important information.

    Not only this, but the software also provides communication tools that can help in scheduling emails, using chatbots for answering common questions, etc. This also goes a long in improving their relationship with the candidates.

  • Tailored searchStaffing software comes with tools that can help in personalizing the candidate search process. By doing so, HR team managers can attract the right candidates who are more likely to stay in the job for the long term. This improves employee retention as well.

  • Saves timeThis is perhaps the most obvious benefit of staffing software is that it helps save a lot of your time.When most things are automated, employers can save their time to hire and find themselves with more time that they can dedicate to other parts of the hiring process and growing their business.

Benefits of staffing software for employees

  • Excellent self-service: Employees can access the staffing software and handle a lot of things on their own. They don’t have to go through the lengthy process of making phone calls and sending emails that waste their time.

    They can access the dashboard, analyze reports, mark their attendance and leaves, access development programs, and do a lot more on the software itself.

  • Easy communication: Another excellent benefit of staffing software for employees is that they can communicate effectively with the HR manager and their employers easily. The in-app chat feature allows the employees and candidates to get in touch with the right people in the company and ask their doubts and questions.

  • Quick onboarding: With the help of the E-signature feature, candidates and employees can quickly sign all necessary forms on the platform itself. This speeds up the onboarding process and helps the new employees get started with their jobs sooner by employee onboarding which makes the candidate experience much better.

Multiple advanced staffing software are available today. So, businesses and staffing agencies can choose the right one depending on their requirements and budgets.

Want to know more about the staffing software of 2022? If yes, then make sure to check out our article about the “Top 10 Staffing Software.”

What are the Pros and Cons of using Staffing Software?

While staffing software performs several critical functions for staffing agencies and organizations, it’s not all sunshine and rainbows with them. These software come with their own set of disadvantages too.

With this said, let’s have a quick look at the major pros and cons of using staffing software:

Pros of Using Staffing Software

  • Employing staffing software in your hiring process helps save time and boost efficiency.

  • It also helps in finding the best candidates for the job. The automated resume filtering tool sorts through hundreds of applications and comes up with the most suitable candidates.

  • The software also keeps the candidates informed about all the important details related to the hiring process.

  • Finally, by using staffing software, employers and HR hiring managers can improve candidate experience and create a positive image of their company.

Cons of Using Staffing Software

  • The first and most common con of

    staffing software is that it can be quite expensive in the long run. Small businesses make cuts in their budgets to accommodate the additional expenditure on staffing software.
  • Not all staffing software offers good features and performance. Thus, if you are not careful in analyzing your requirements, you can end up with the wrong software for a few months. You will not only lose money but your efficiency will reduce as well.

  • Training your employees to use the staffing software in the right way can be a time-consuming task.

It is quite clear that staffing software comes with both pros and cons. Thus, as a user of this software, you will have to learn to find a balance and gauge these cons in such a way that you can make the most of this software.

What are some tips for hiring and recruiting people?

When hiring new employees for your company, make sure to consider the following business tips:

1. Have a clear and actionable recruitment strategy

When starting with your company’s recruitment process, having a clear strategy is a must. It helps you define your ideal candidate and come up with the right way to find them.

Make sure to plan for the various recruiting components like which job boards to post the job opening, the kind of assessments you want to take, and who will handle the interviews.

Having a clear idea about how to do things will help you streamline your recruitment process and make it more effective.

Without a well-defined and actionable recruitment strategy, you will be flying blind.

2. Ask creative questions

Interviews are one of the most powerful ways to find the right employee for the job. You get a chance to talk to the candidates face-to-face, analyze their personality and temperament, and test their thing abilities.

Thus, as a recruiter, you should try to make the most of candidate interviews. You can do this by asking unique and creative questions. Most candidates prepare some general questions for their video interviews.

So, asking out-of-the-box questions is an excellent way to judge the candidate’s thinking and decision-making skills.

3. Do a solid background check

When recruiters find an impressive candidate, they try to not waste any time in hiring them. After all, you don’t come across talented and skilled candidates every day, right?

However, hiring a candidate in a hurry without doing a few rounds of solid background checks can be a mistake.

Instead of rushing the process, HR hiring managers should focus on checking the candidate’s educational and professional background and confirm whatever they have told is indeed true. It is also important to check their criminal and credit history to ensure that the person you are about to hire is an upstanding citizen.

Background checks are one of the most critical parts of the hiring process. Make sure to not skip it!

The Wrap

So there you have it! That was everything you should know about staffing software, its benefits, features, and functions.

We hope you found this article helpful and that we were able to answer all your questions. Make sure to bookmark this piece and go through it when you are shopping for staffing software!

Your Top 5 Onboarding Solution Platforms

Onboarding platforms are designed to guide recruits and their teammates in becoming involved in an engaging and cooperative induction and hiring experience.  They aid in making the new hires welcome and connect them to the organization, the team leaders, and their colleagues from when they get the job offer up to when they acclimate themselves into their new roles and positions.

In addition to serving as a guide, onboarding software also can be used to automate most, if not all, administrative tasks, required setup and tool, and team introduction, to make it easy for a company to bring in new hires to the company, helping in streamline processes to make sure that the onboarding process is done effectively and productively.

Just so you know, I ranked and reviewed the four best employee onboarding tools, along with some of my extra top recommendations, so that you can pick the best one for your business.

Is your business scaling at a fast pace? Whale is a knowledge sharing and training platform that can help you systemize and scale your company.
Read Review →

Trainual makes it easy to document and share critical processes and procedures. Everyone on the team is always up-to-date and aligned.
Read Review →

Enboarder onboarding software is a people management software that helps organizations onboard, engage, and retain employees.
Read Review →

Disclosure: Some of the links in this article may be affiliate links, which can provide compensation to me at no cost to you if you decide to purchase a paid plan. This site is not intended to provide financial advice and is for entertainment only. You can read our affiliate disclosure in our privacy policy.

These applications can be used by those who will conduct the onboarding tasks; these could pertain to the H.R. partners, team leaders, management, and colleagues. 

These platforms can also be used for self-onboarding to provide independent and active onboarding participation from the new employees by letting them get to know the company and their team and become aware of the tasks and expectations associated with their new jobs.

These systems may serve as welcome portals, task management tools, document repositories, or e-learning platforms. The platforms in this article are excellent tools that may help companies provide a better onboarding experience for their recruits.

Each tool has its strengths and drawbacks, and choosing the right tool is key in determining what set of functions are practical and whether they enhance the onboarding process for new team members.

What is Trainual?

Partner Onboarding Platforms and How They Help - Trainual
Partner Onboarding Platforms and How They Help – Trainual

Trainual is a training platform and knowledge management; it is an effective tool that enables businesses and organizations to develop and build their playbooks – repositories or containers of all necessary information that is essential to a business entity, from a company’s profile, goals, and mission, core values, policies to its business procedures.

When was the company Trainual started?

Trainual was born out of Chris Ronzio’s experience with building scalable and repeatable tools that can be used for training; he came up with an effective system of producing materials that can be used for his event video production company, ensuring that his company can provide a seamless and consistent experience for all the clients of the company. 

This led him to serve as a guide to hundreds of small businesses, aiding them in organizing all of their operational processes and policies while they scale up their teams. He launched Trainual in January 2018 as a platform and solution that provides functions he has been offering to organizations as a consultant.

How many customers does Trainual have?

Trainual currently provides support and essential services to 7,500 small businesses spread over 180 locations worldwide.

With Trainual, members of an organization can organize and collate all important and useful information into digital libraries encompassing all the how-to and need-to-know aspects of operations. 

Businesses can develop in this platform a neatly and smartly ordered and sorted library containing all policies, procedures, and business functions with the help of Trainual’s intuitive and playful U.I. 

What is Trainual used for?

The premise behind this tool is very simple, yet it offers valuable help in providing a content manager. Businesses can easily gather and organize data into a library that is easy to navigate, peruse and search.  

Organizations can use Trainual’s capabilities in developing and supporting the following, especially for employee onboarding:

  1. Automated Onboarding – With playbooks and sections dedicated to the company profile, company information, and organizational chart, businesses can build and automate employee onboarding, equipping recruits with all the information they need to be prepared for their onboarding journey.
  2. Business Process Documentation – Trainual can be used to come up with a single source of truth – a centralized knowledge library that is accessible and can be easily maintained and peer-reviewed, ensuring that team members can easily locate the information that they would need for them to perform their roles and functions productively and effectively.
  3. Smart Training Platform – Businesses can develop and customize tests and assessments; these materials can be part of the company’s playbooks, learning modules, or stand-alone content. These materials can enable companies to plan learning courses and assess and promote employee engagement through e-learning content. These tests can be automated, helping organizations save on operational costs, offload administrative tasks, ensure compliance, and raise awareness on essential information and topics that are needed and useful for employees.

How does Trainual help with employee onboarding?

Trainual provides a guided and organized approach to formulating and presenting company information, starting with all the basic information, culture, core values, mission, vision, goals, and history; all of this information can be created under the Company section. 

On the other hand, the People section shows all the employees of an organization for which access to Trainual has been granted, including the roles, assigned playbooks, employee directory, and organizational chart. 

The Policies section is where a company can document important memos, rules, guidelines, organizational policies, and benefits; essentially, all information in an employee handbook can be converted into the contents of this directory. Finally, the Processes section can organize the playbooks containing the procedures and day-to-day business functions.

Playbooks can be developed, maintained, and organized into sub-folders within these main categories. This level of sorting and categorization makes it easy to produce and maintain the content, consume and peruse the materials and manage assignments, editing, and review tasks. 

Having all this information in a central repository that is easy to maintain and access will make it easy for an organization to onboard recruits; for the new hires, easing into the new company and position can be performed without ambiguities and lack of information if all the necessary information and documentation are readily available.

Creating playbooks and templates with Trainual

Content managers can design and produce playbooks from scratch or use the many ready-to-use templates that come pre-installed with the platform. These templates make Trainual very effective and useful; implementing them already serves as a guide, and minor tweaks will make them apt for an organization. 

Companies can add more subjects or topics if they find the templates insufficient or remove aspects they will not need. Trainual’s editor also provides a comprehensive set of features and allows the embedding of interactive content that could aid in making the playbooks interesting and engaging. 

Moreover, Trainual offers personalization of its platform, from the use of a company’s logo as well as the designing and implementing of a customizable color theme and motif, allowing users of the platform to have a bespoke user experience that jibes with the aesthetics and visual style that a company is using.

Trainual boasts of an impressive clientele portfolio, including Doxy. Me, Webgility, Freestar, I.Q. Offices, Hireclout, The James Agency, and Stream Logistics.

This platform provides a creative tool to formulate company playbooks. It provides fun to an otherwise cumbersome matter due to its informal and lighthearted tone, proving that documentation does not need to be boring and mundane. Its templates provide essential guides for new employees with an interactive and fun walkthrough that can make a good impression on the company.

What is Eddy?

Partner Onboarding Platforms and How They Help - Eddy
Partner Onboarding Platforms and How They Help – Eddy

Eddy is a comprehensive and full-scale human resources management application suite that allows organizations to perform hiring, onboarding, employee, task management, and payroll. 

This all-in-one platform is targeted towards small-and-medium local businesses, especially those implementing a remote workplace setup or serving and managing frontline workers. Eddy aims and promises to elevate and enhance these companies’ employee experience to attract new talent and retain their finest employees.

When was the company Eddy started?

The company behind the platform Eddy was founded by Travis Hansen in 2017. He devised a solution for H.R. and employee management after failing to find a suitable solution to address his needs and expectations. 

The development of this platform was driven by the desire and need to attract and retain performing employees, and found that this business needs is common to many entrepreneurs and businesses.

What are Eddy’s main features?

Eddy has a complete set of applications for HR and talent management, including Employee Experience Software, Human Capital Management, Human Resources Information Management, People Operations Software, People Platform, Talent Management, Workforce Management, Employee Data Management, and H.R. Software.

How does Eddy help with employee onboarding?

The Eddy People platform offers a specialized talent and people onboarding and management solution. With this platform, businesses may employ an organized and fully digital approach to onboarding. Eddy can provide an intuitive, pleasant, paper-free, and conducive onboarding by sending bespoke welcome messages to new hires, furnishing information they would need on their first day at work, and a task list they need to remember and complete. 

Eddy’s platform allows the configuration and use of templates for onboarding called packets. Different packets may be used for contractual, full-time, and part-time employees. Each packet would contain the list of tasks that the recruits should accomplish. 

The documents for the employees’ perusal and submission may also be attached to the packets, which will then be assigned to the new hires. Documents, requirements, and images that the employee should submit can also be configured in each packet, forming a comprehensive set of requirements and a list of submissions that need to be checked and accomplished to ensure that all information is gathered and stored in a smart and easy-to-manage repository.

Eddy also allows the configuration of sending the necessary information that a recruit would need on the first day of reporting, such as the date and time, the official site, attire, and a personal and customized welcome message. 

It also includes the employee’s manager’s profile and team members with whom the employee will meet and interact. Other special instructions may be specified to ensure the onboarding is done smoothly.

In addition to individual tasks, a team task list can also be created in Eddy. This allows the team leaders and managers in the organization to assign or get assigned tasks and new-hire responsibilities within the company. 

With this feature, the needed tasks can be assigned and delegated to team members; when an onboarding packet is assigned to a new hire, the assignees will be notified of the assignments that team members should accomplish to help the new employees get onboarded successfully and effectively.

The platform offers an easy-to-use tracking of the progress and accomplishment of all the new employees, providing an effective means of tracking, monitoring, and evaluating the success of the onboarding process.

What companies work with Eddy?

Eddy boasts an impressive list of clients and a trove of success stories, with clients such as Crumbl, Huntington, CupBop, G.O.A.T. Haircuts, Ardent, Quench It, and The Ladder Method. 

Based on customer and user reviews, Eddy’s platform ranks high on usability and user-friendliness, value for money, customer support, and functionality. It has been known for its clean interface and a basic set of essential features for HR and employee management functions.

Eddy offers a simple yet very effective means of performing employee onboarding. It is perfect for a starter system because of its intuitive interface. Organizing tasks and documents into packets is ideal for ensuring that onboarding will be done well for every employee.

What is Enboarder?

Partner Onboarding Platforms and How They Help - Enboarder
Partner Onboarding Platforms and How They Help – Enboarder

Enboarder is a leading tool in the training and onboarding software domain and e-learning industry. It offers a platform that allows process automation, guides businesses in operations, and allows the implementation of customized onboarding experiences. 

Enboarder specializes in an experience-driven onboarding application that hiring managers, H.R. partners, and recruits can use to design or have bespoke and customized onboarding endeavors. 

To enable businesses to engage and effectively connect with new employees, this platform can build process flows for onboarding using common low-code tools such as drag-and-drop functions, sample templates, task management, and automation.

When was the company Enboarder started?

Enboarder is from a company that is based in Sydney, Australia. It was established in 2015. The company aims to revolutionize H.R. practices and procedures through its people activation platform. It allows businesses to enhance and elevate employee functions into employee-driven, science-based, simple, and scalable processes. 

Enboarder’s core values emphasize having a fun and enriching workplace environment, effective teamwork, customer-centric services, and transparency; these values transcend into their product development and improvements for their onboarding platform. 

This company is highly ranked for its excellent work culture, friendly workplace environment, diversity, and riveting technologies.

Who is Enboarder for?

Enboarder’s platform is targeted towards businesses that hire more than 100 recruits per year and are gearing towards scaling up and those with exponential growth and turnover. It is more apt for small to medium organizations with mass hiring, scalability, and value customizability.

What can Enboarder do?

Enboarder allows automatic granting of access to the platform upon successful recruiting and hiring. Users of Enboarder’s platform can design onboarding process flows depending on an applicant’s function, role, demographics, and other levels of categorization and segmentation.

This platform can be integrated with applicant tracking and hiring systems for businesses to craft a streamlined workflow.

This platform fosters the formulation of interactive process flows and onboarding journeys that can serve as guides for hiring managers, coaches, and team leaders. Integration with useful and popular tools such as DocuSign, Jira, Slack, and JobAdder is supported. 

These features ensure organizations can implement a fully digital and effective onboarding scheme. Through Enboarder, a guided flow of tasks, actions, and assignments of responsibilities can be done for team members and H.R. personnel to ensure that recruits can be onboarded properly and without hassle. 

Virtual or face-to-face onboarding actions can easily be programmed in Enboarder, and any change in a company’s process because of the ever-shifting safety guidelines and protocols can be easily adopted. Virtual spaces for team meet-ups and collaborative work can be done to facilitate bonding and team building.

Provision and gathering of feedback can be easily accomplished in the platform; instantaneous reactions and formulation of an action plan can ensure that any kinks or flaws can be addressed and resolved. Companies can maximize Enboarder’s capabilities in promoting positive employee experiences with this approach. 

How does Onboarder help with employee onboarding?

The onboarding process can be automated and broken down into manageable packets of task groupings, such as I.T. requests, access management, and team introduction. Enboarder employs an unparalleled user interface that is fully customizable and personalized with support for rich content. 

It uses data-driven coaching for team leads and managers for them to onboard and mentor their colleagues. Moreover, the platform caters to tasks that can be assigned and delegated to more than one team member, allowing managers to marshal and orchestrate communication and accomplishment of the tasks effectively.

Via analytics for the whole onboarding experience, progress tracking, and gathering of feedback with surveys, Enboarder can help organizations analyze pain points and aspects for improvement. This enables these businesses and could ensure success by promoting regular reviews of their onboarding process and policies.

Enboarder is a sensible choice for employee onboarding because of its ease of use, flexibility, and automation options; with the platform, businesses can increase employee engagement, productivity, and staff retention.

Enboader is the platform of choice of an impressive list of companies that includes the likes of  Hugo Boss, ING, Eventbrite, Wyndham, Canva, McDonald’s, Shopify, and Deloitte, among others. This spectacular portfolio is a testament and provides all the necessary information about the tool. 

This application makes creating customized employee onboarding workflows convenient for organizations to easily identify and implement logic and tasks for each step or process.

What is a Whale?

Partner Onboarding Platforms and How They Help - Whale
Partner Onboarding Platforms and How They Help – Whale

Whale is a knowledge-sharing and training tool that allows companies to build a centralized archive of S.O.P.s, business policies, company information, and other important documentation in an easy-to-use and uncluttered application. 

This platform offers a secure and collaborative means of cascading information to all stakeholders and employees. Content managers leads, and H.R. partners can store, organize, and disseminate data, company information, and business process documentation. 

This can be very useful in employing and implementing onboarding libraries that can be assigned to new hires, offering the recruits a visual and intuitive digital guide and providing all necessary information to help them get acquainted with their new company and new jobs. This system also facilitates the formulation and conducting of online training through playbooks, libraries, and topics organized into subject cards.

When was the company Whale started?

The company behind Whale, also known as UseWhale or Whale B.V., was founded on September 14, 2020, by Bram Billiet and Gary Vanbutsele.   Whale’s headquarters is in Oost-Vlaanderen, Belgium. It is a SaaS company that specializes in online and digital training. 

The concept behind Whale’s training platform was born out of an idea that one of the founders, Gary Vanbutsele, back in 2018. Before Whale was founded, he led an IT services firm and was inspired to develop a solution that could empower team members, foster knowledge sharing, and help scale the business.

With this idea, he built a Whale with his friend Bram Billiet. Their mission, and the concept behind Whale, are simple: employees should be aligned with their company’s mission, goals, and ideals. One sure way of doing this is to make tribal knowledge, procedures, and policies of the company organized and accessible through a smart platform.

The solution is governed by three main tenets: content creation, training, and gauging. 

How does Whale help with employee onboarding?

Content creation is Whale’s main feature. Documentation can be organized into boards, the main construct for sorting information. Boards can be used to categorize information based on the purpose, and function of the department for which the data is intended. 

Each board may contain different playbooks or libraries, each of which may have multiple cards, individual topics, or steps of a process flow. This top-down approach in the presentation and organization of information makes it easy for organizations to categorize information based on major groups and easily break down and identify the different components for each group. 

Whale’s content editor allows the embedding of visual aids such as videos and images to allow content managers to develop playbooks that are not too pedantic. This tool allows the production of materials through native integrations, content migration, or the use of pre-installed playbook templates.

Businesses may also use Trainual as a training platform. Playbooks and libraries may be assigned to new hires to create an automated and streamlined onboarding process whereby learning flows can be designed to facilitate self-onboarding and training. 

Whale allows the configuration of learning paths and monitoring progress, performance, and completion. Modifications on the content can easily be managed and cascaded through notifications and task assignments.

Finally, Whale’s progress tracking and analytic functions can help businesses analyze employees’ performance, identify knowledge gaps, and address them efficiently. Through Whale’s extensive reporting, insights can be gathered to determine the content’s quality and the personnel’s performance, allowing organizations to identify issues regarding information management.

What sets Whale apart from other employee onboarding platforms?

What sets Whale apart is its simple and no-frills approach to content management. The platform is simple enough to let small businesses implement a collection of playbooks that can aid them in coming up with an effective digital onboarding experience for new hires. 

Another aspect that makes this tool very effective in what it does is how it gives emphasis and importance to the continual refining of key business processing, improvement, and enhancement; subject matter experts can be assigned to the different playbooks, and regular Review and enhancement of the content can be scheduled. 

This acknowledgment that process documentation is always a work in progress is a nice concept to implement and can help businesses develop a sense of constant assessment and self-evaluation.

Whale has helped companies like Fairway, Kidwell, Direct, and Sales Boomerang succeed in handling and managing team growth ranging from 100% to 650% employee growth through a well-documented onboarding process that can be assigned to every new hire and making this information accessible to new hires as well as team members who are responsible for the onboarding of the recruits.

Whale fosters not just implementing an effective document repository but an ideology and culture of doing things right. When business processes are documented, recorded, and reviewed, a company may be allowed to optimize areas that can be improved upon and rectify pain points to ensure that the business may function and operate effectively and productively.

What is BambooHR?

Partner Onboarding Platforms and How They Help - BambooHR
Partner Onboarding Platforms and How They Help – BambooHR

BambooHR is a human resources information system that helps a company’s H.R. partners to manage employee data and conduct H.R. tasks by providing a large set of H.R. business functions such as onboarding and offboarding, hiring, leave management, applicant tracking system, time tracking, payroll processing, among others. 

PeopleGoal ranked this human resources management software-as-a-service as the #1 H.R.I.S. solution in 2022.

When was the company BambooHR started?

The company behind BambooHR is an American I.T. company based in Lindon, Utah. It was founded by Ben Peterson and Ryan Sanders in 2008. 

Before the pandemic, BambooHR served over 11,000 clients in 100 countries. It is known for its anti-workaholic policy wherein employees are discouraged from working more than 40 hours per week.   The rationale behind this stance is to alleviate occupational burnout, which was deemed detrimental to employees’ health and relationships.

What is BambooHR for?

BambooHR is ideal for small- and medium-sized businesses. This platform has a comprehensive dashboard homepage with allotted sections for employee database, time off monitoring and record-keeping, reports, and analytics. 

It also has components for the following: My Info – containing a particular user’s profile; Employees – a listing of all staff visible to the current user; Job Opening – a job listing for open roles and positions; Reports – essential information on statistics, metrics, and other data listings; and Files – BambooHR’s document management solution.

How does BambooHR help with employee onboarding?

The BambooHR platform provides a comprehensive solution suite for most of the essential H.R. functions, providing a set of features that includes hiring and applicant tracking, onboarding and offboarding, time off management, timesheet management, performance and appraisal, benefits tracking, and employee information database in a user-friendly application. 

Although the pricing and cost per user of this platform are quite steep, BambooHR’s arsenal of features and functions makes up for it and makes this platform an excellent choice. Unlike other platforms that touch upon similar functionalities but focus more on certain key areas, BambooHR has the distinction of fulfilling an overall H.R. management solution by providing extensive coverage of multiple areas for H.R. processes.

Regarding employee onboarding, BambooHR has covered all bases by furnishing the complete platform to record applicants, track the hiring process, and process onboarding for successfully hired individuals. Each step in this process has been done so well without making the approach and solution convoluted and cluttered. 

BambooHR’s intuitive and user-friendly approach in implementing this complete process flow allows H.R. partners to screen applicants effectively, keep track of their journey, information, and credentials, and then proceed to employee onboarding, covering essential tasks such as completing paperwork or digital submission of requirements, send out welcome emails and furnish checklists and I.T. requirements. 

Within the platform, organizations can define, design, and configure the steps involved in performing onboarding and provide a guide on the onboarding journey that is hiring managers, team leads, and recruits need to accomplish to make the onboarding enjoyable, effective, and convenient.

As with other onboarding software, this platform also provides configurable and reusable templates called New Hire Packets that can be tailored to specific requirements such as different roles, job types, departments, or locations.

BambooHR focuses on the people, not just the new employees but those who will process onboarding by providing the means and tools to ensure that the right talents are hired and new hires are properly onboarded. 

BambooHR makes this process easy and empowers the H.R. partners to learn the process, be comfortable doing their tasks, and help themselves. 

Some of BambooHR’s clients include Coursera, Disqus, Freshbooks, Kobo, Planet Fitness, Shopify, SoundCloud, and Stance.

BambooHR does not just offer tools for H.R. functions such as recruiting and payroll; it also features tools that could cultivate company culture and talent acquisition, especially for employee onboarding. It provides a flexible means of configuring what needs to be accomplished when welcoming recruits.


Employee onboarding provides new employees with the company’s first impressions and can ultimately determine if these recruits will stay for good or look for other opportunities. When done correctly and effectively, the new employees may feel welcome, engaged, and equipped with all the information needed to fulfill their roles and functions and help them imagine themselves growing and thriving in the company.

The above platforms may help organizations offer an excellent onboarding experience for their growing workforce. Each platform has its own set of strengths and weaknesses. Still, each tool could provide structure and organization to this process and enable these businesses to ensure that each onboarding experience is consistent, if not better, than the previous one.  

We are passionate about helping companies evaluate and assess their onboarding practices and policies. Interested in knowing how well you are doing with your employee onboarding? Take The Building Blocks’ Employee Onboarding quiz!