A large international supplier and service provider in the technical sector asked its temporary employment agency to onboard its large and extremely varied group of flex workers better and more quickly.
Short onboarding time, high engagement
In addition to a fast and effective onboarding programme, increasing the involvement of flex workers was key. Together with the temporary employment agency, UP learning developed an online onboarding program. Both the client and the flex workers were very satisfied.
All onboard before the first day of work
According to the temporary employment agency, “Our clients want flex workers to be able to get straight to work from their very first day. This means that they need to know the rules and procedures, among other things. Even including minor points such as travel options. The online onboarding course developed with UP learning makes sure all of that is covered. In addition, we also ensure that the level of engagement the flex workers experience with the company increases significantly. Even if – or perhaps because – onboarding starts before the first day of work. This means that flex workers arrive with much more confidence for their first day of work.”
Digital Buddy takes flex workers by the hand
Leonie Vos, consultant at UP learning. “The online onboarding process contains just about everything the flex worker needs to know. A digital buddy takes them by the hand and tells them all about the organisation: from its history to its business culture. The buddy also discusses the work activities and the importance of safety. Information is also provided on where to park, how to reach the location by public transport and what to expect on your first day at work. Flex workers then conclude the onboarding process with a test. That is how they can be sure they have understood everything.”
This approach translates into flex workers being able to get started almost immediately on their first day. They know the rules and procedures, and what is required of them. In addition, they can feel welcome in an environment that is already somewhat familiar.
“The online onboarding process contains just about everything the flex worker needs to know. A digital buddy takes them by the hand and tells them all about the organisation: from its history to its business culture.”
The theory of onboarding
The strategic process of informing, training and coaching new employees is called onboarding. For effective onboarding, it is important for the right activities to be done at the right time. Who hasn’t had a first day at work that was completely consumed by sorting out administrative matters, being taken round hordes of new colleagues, the photocopier and the coffee corner, and going through PowerPoint presentations? Many of these activities can be covered before the first day of work. A full onboarding process takes an average of 90 days. It is important that the onboarding process is in line with the strategic goals of the organisation. What will the employee contribute to these goals?
With good onboarding, new employees are effective faster. They know the organisation and can build up a network faster. This engagement makes employees proud of their organisation, helping them to promote it to outsiders. In this particular process for flex workers, UP learning recommended a strong focus on online activities prior to the first day of work. The form an onboarding process takes can 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 appropriate. Turnaround time can also vary from one day to 90 days or longer. The intended objective always guides the process.