Fast online onboarding for flexible employees

A major international supplier and service provider in the technology sector asked its temporary employment organisation to ‘onboard’ its extensive and very varied group of flexible employees more effectively.

As well as a fast and effective introductory programme, the priority was to increase involvement on the part of the flexible employees. Together with the temporary employment organisation, UP learning developed an online introductory programme. This was very much to the satisfaction of the customer and the flexible employees themselves.

Ready to work even before the first day at work

The temporary employment organisation said, “Our customers would like flexible employees to be able to do their new jobs from the very first day. That means, for example, that they must be familiar with the relevant rules and procedures. The same goes for more trivial aspects, such as their travel options. The online introductory programme, developed in collaboration with UP learning, has made this possible. We are also making sure that this leads to greater involvement with the company on the part of the flexible employees. This is in spite of the fact, or perhaps because, their introduction to their work actually starts before their first working day. In consequence, the flexible employees are much more confident on their first working day.”

Digital buddy gives the flexible employees a hand to hold

Leonie Vos, consultant at UP learning, says, “The online introductory programme contains more or less everything that flexible employees need. A digital buddy gives them a hand to hold and tells them all about the organisation – from its history to its working culture. The buddy also explains the work activities and the importance of safety. Attention is also paid on where you should park, how to reach the site by public transport, and what to expect on your first day. Flexible employees conclude the introductory process with a test. That way, they know whether or not they have understood everything.”

The effect of this approach is that flexible employees are able to do their new jobs from the very first day. They know the rules and the procedures and know what they have to do. In addition, it means they feel welcome in an environment that is somewhat unfamiliar to them.

The theory of onboarding

The strategic process of informing, training and coaching new employees is called onboarding. For effective onboarding, it is important to carry out the right activities at the right time. Who can say that they have never experienced a first working day – taken up entirely by sorting out administrative matters, introductions to a whole crowd of new colleagues, the copying machine, the coffee corner, and sitting through PowerPoint presentations? However, many of these activities can be arranged to take place before the first working day. A complete onboarding process lasts an average of ninety days. It is important that the onboarding process is in keeping with the strategic goals of the organisation. What is the employee going to contribute towards these goals?

Good onboarding makes new employees more effective more quickly

They know the organisation and build networks more quickly. This involvement makes employees proud of their organisation and encourages them to promote it among people outside it. In this specific process for flexible employees, UP learning recommended a strong focus on online activities in advance of their first working day. The form an onboarding process will take may vary from one situation to another. For example, there are situations in which a ‘blended approach’, with a mix of online and face-to-face activities is more suitable. The duration may vary too, perhaps from one day to ninety days or longer. The intended goal is always the determining factor.