Onboarding Solution Buyer’s Guide

Posted Monday, October 30th, 2017 by Debbie Lamb, Sterling Talent Solutions

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Onboarding Software Buyer’s Guide

Having a good new hire onboarding experience in place can make a big impact on employee morale and retention. Most recruits will decide within the first six months if they want to stay with a company. If they are happy in their jobs, the first six months can be their most productive. More and more companies are creating formal onboarding programs with over 30% having programs that are longer than one month. Technology can help facilitate a great onboarding experience, but not replace it. By moving new hire paperwork and the initial socialization process to a unified online system, you can improve the experience for HR and new employees alike.

Onboarding is a critical part of creating a great candidate experience for new employees. Sterling Talent Solutions examines the successful components of onboarding a new hire from completing first-day paperwork via an online onboarding solution to creating the candidate’s 30/60/90 Day Plan in the eBook HR’s Guide to Onboarding: From Decision to Day One and Beyond.

Onboarding Solution Buyer’s Guide: How to Choose

A background screening platform and onboarding solution offer many benefits to help make an HR and recruiting team’s life easier. From centralizing background checks to providing a consistent candidate experience, a platform should empower the HR team to succeed. The time and money an organization spends on choosing a new software solution can be a daunting proposition. But, with a little preparation, it can be painless. You’ll see tremendous ROI after you’ve implemented a system that fits your needs and makes your entire department run more efficiently.

When evaluating a new background screening and onboarding platform, HR professionals have a lot to consider. From the simplicity of the platform to the experience, companies give their candidates; it is important that decision-makers think through all the features and functionality of an onboarding solution that is needed before making a technology solution.

  • Assess the Entire Landscape – Take a hard look at your current technology solutions. Identify bottlenecks and critical steps that make or break your efficiency. For hiring, look at your entire process and go through it from the perspective of a candidate from filling out the application to completing new hire paperwork. Does your current onboarding solution allow for electronic state tax and Form I-9? Will your current onboarding solution offer validation, auditing and storage of onboarding documents?
  • Involve the Stakeholders – Think about others who use the current systems or would be affected by a new software purchase. Many other teams will need to be involved including all the HR end users, the IT team, payroll specialists and anyone else whose job will be impacted by the change. Executive buy-in is also critical.
  • Take a Test Drive – Get a demo of the product and ask tough questions. View the solution from every stakeholder’s perspective, including employees. Ask to “drive” the product yourself, rather than having a salesperson do it.
  • Consider Your Other Systems – If a custom integration is required, be sure that all software solutions are open to such integration, that it has been completely scoped out and the complete costs identified and quantified. Optimally, look for certified partnerships between vendors that will ensure a seamless integration.
  • Consider the Human Element – There’s more to a technology purchase than the software and hardware. Customers need to feel comfortable with the human team that stands behind the technology. The sales rep is a window into the company and its operations. It is important to have a partnership with a vendor and not just a “typical customer relationship.
  • Measure Results and Report Findings – Measure the results of your new onboarding technology to make sure the investment was worthwhile. Determine the metrics and KPIs that you will use to measure the success of the new tool. Regularly communicate with the platform’s account manager or sales contact about best practices and software updates. Send feedback on future improvements or features that you’d like to see. Take your analysis and present it to your executive team.

Simplify the Onboarding Process with the Right Tools

When evaluating any new technology, but especially a background screening and onboarding platforms, HR teams and management have a lot to consider. From the simplicity of the platform to the experience you give your candidates, it’s important to think through all the features and functionality you need before making a final decision. Having the right tools will help to enhance the hiring and onboarding process. Learn how to transform onboarding from a cumbersome, paper-laden process to one that engages top talent from the get-go by downloading Sterling Talent Solutions’ eBook HR’s Guide to Onboarding: From Decision to Day One and Beyond.

Download the Complete Guide to Onboarding

This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.