Tue Jun 15

5 Signs Your Business Needs Onboarding Software

Written by: Onboarded

Onboarding software is the technology that automates a smooth transition for new hires from before the interview to the first day on the job. High-quality onboarding platforms feature a digital dashboard that allows talent acquisition teams to easily communicate with candidates and track the progress of each hire as they move through the employee onboarding requirements.

Onboarding is a critical component and it is much more than signing paperwork. By implementing a smooth onboarding process it makes new employees feel welcomed and fully equipped to start work. This is one of the factors that make it easier to do their job and successfully meet the requirements of their new employer.

The article defines onboarding software and several pointers on why some businesses should have an onboarding software platform.

Users do not complete the sign-up or onboarding requirements

If you make a new hire jump through endless loops before they start their first day, you will lose them. The first step to create efficiency is to have a process and follow it. Every potential employee must complete your documentation requirements. There are legislative requirements from each state and territory and to ensure compliance all this documentation needs to be collected and retained for each person. Onboarding software ensures reminders are sent out if forms are not submitted and with customised forms your company can ensure that even safety and induction videos have been viewed and the candidate is fully equipped to start work. . No need to print and scan documents; it will be easy to integrate the information and data collected and send it to other platforms.

Single source of data collection

Collecting data from new hires in an inconsistent manner invites document mismanagement and leaves behind a poor audit trail. Having a single point of data input is preferable for employees, contractors and/or part-time workers. With onboarding software solutions one process can drive multiple categories of workers. Especially if you have different document requirements for each type of worker and cannot remember who has been issued what. Onboarding software comes with a dashboard that tracks the status of documents submitted and the percentage completed.

Real-time data

Good management depends on accurate facts and figures to measure performance and sometimes you need to access data at a click of a finger. HR software can cope with high volumes of onboarding data and people which is difficult to deal with. It becomes cumbersome to track who has submitted documents and upload them in real-time. If reporting is taking you longer than onboarding that is a sign that processes lack efficiency. Inaccurate reporting results in the company not being able to assess if their new employees are compliant with company requirements and ready to report on their first day of work.

Hiring trends on-demand

The recruitment industry is highly competitive. Marketing itself will raise company awareness however it does not guarantee clients. You have to stay ahead of your competitors and work on your unique selling points (USPs). Creating an onboarding process based on self-service frees up time for employees to engage in higher-level hiring trends for clients and are aware of employment based on the type of employment created (permanent, casual, contractor), gender, race disability, nationality and so on. These are very important factors to consider if policies guide employment behaviour either at a company level or government level. These statistics are valued by clients and can give off a strong impression to new and existing clients.

In addition to this, HR onboarding software enables you to examine the analytics and identify if new hires’ are facing any roadblocks in the onboarding process. This helps you make adjustments and improvements proactively. For instance, are you asking them non-essential questions that are holding back submissions or are the documents requested difficult to access on short notice and holding up the onboarding process?

Follow Up

Evidence of eligibility to work in Australia is very specific and they may have to provide other credentials before employment. As a recruiter, you are responsible for collecting this information and saving it in a commonplace so that you have evidence that you have applied due diligence in your processes in the event of an audit. VEVO Checks are essential and can be completed by the automated platform. Compliance is central to the recruitment process for those industries that require very specific credentials, tickets and documentation. Your client is exposed to risks for non-compliance from governing authorities in the eventuality of a breach in health, safety and security. Onboarding software ensures missing documents are flagged and if they are still outstanding days after sending the initial request then the onboarding system can follow up for you by sending out an automated reminder and reporting on progress.

One person managing the process.

If processes within your organisation are people dependent this needs to be addressed. So that your company can continue their processes regardless of the people managing them is a good contingency plan. Automating your onboarding procedure creates a self-service system that does not depend on one particular person. The system drives the process and the person working with the system is forced to follow due process, ensuring consistency and standardisation.

Mon Jun 14

What Is COVID 19 Risk Assessment for Vulnerable Workers and Why Your Business Needs it

Written by: NewsServices.com

During the height of the COVID-19 pandemic, governments strongly advised people to just stay at home as a critical effort to stop the spread of the virus. This led to many businesses temporarily shutting down or at least changing their processes to stay in operation, like having their employees just work from home.

But today, as lockdown restrictions are lifted, companies are also trying to return back to the normal way they do business. To ensure that the risk of the virus is mitigated and everyone is safe from the disease, the government still requires certain preventative measures, including the COVID 19 risk assessment for vulnerable workers.

The Important Responsibility to Protect Your Workers

As the virus is now considered “in general circulation”, there is also a gradual relaxation of restrictions. However, this does not mean that you can slacken when it comes to your employees’ health and safety. You still need to implement certain measures to control workplace risk. By using workplace health assessment services Brisbane companies trust, you will be able to protect those who are at higher risk of being seriously affected by the disease.

After the assessment, you will be able to identify which of your employees should keep working from home and which are good to return to the office, while still maintaining safety guidelines, like wearing face masks and social distancing.

Who Are Considered to Be Highly Vulnerable to COVID-19

Generally speaking, people who are at a higher risk of getting seriously ill due to the virus are classified into two categories:

Clinically vulnerable – These are individuals who are advised to work from home and observe social distancing in a current or alternative role. If working from home is not possible, they should first undergo a fit to work assessment before they can get back to the office.
Clinically, extremely vulnerable – These are individuals who are strongly advised not to work outside of their homes, and can only return when the infection rates are low.

You will know if an employee falls under these categories if:

They are classified as such by their doctors or general practitioners.

* They have had an organ transplant.
* They have had serious treatments for critical illnesses, like cancer, severe lung condition, or serious heart disease.
* They have a medical condition, like sickle cell or severe combined immunodeficiency (SCID), which puts them at a higher risk of getting infections.
* They are taking prescriptions that make them more likely to get infections.
* They are having dialysis or severe, long-term kidney disease.
* They are diagnosed with Down’s syndrome.

Of course, a COVID 19 risk assessment for vulnerable workers will make it easier to identify these individuals in your company.

Other Groups Who Are Considered COVID-19 Vulnerable

In addition to the two groups mentioned above, there are also other groups of people who must be given special consideration as vulnerable to the virus.

Pregnant women – While pregnant women are found to have a low overall risk of the virus, they are found to likely develop severe symptoms and complications than those who are not expecting.
Black, Asian, and Minority Ethnic (BAME) group – There is no government policy that requires this group to be subject to a compulsory occupational health COVID 19 risk assessment, but there is evidence of disproportionate morbidity and mortality among them due to the virus.
People of age 60 and above– Part of the reason why this age group is vulnerable is that their immune system would overreact when fighting the disease.

How Does a COVID-19 Risk Assessment Work

Basically, a vulnerable person risk assessment COVID 19 prevention programme is used to quickly evaluate the characteristics of employees, their workplace, and their work itself to determine their vulnerability to the virus. It is an integrated process that ensures vulnerable workers are redeployed to the office where possible. If this is not feasible, then you need to consider alternate arrangements, like working from home.

The process typically includes three stages, such as:

Initial assessment

Workers are assessed if they are vulnerable to the virus using evidence-based tools. Then, a report is generated, identifying vulnerable workers and categorising them according to the level of physical and psychosocial risk.

Review

An occupational health consultant or a medical professional reviews the report to recommend appropriate actions for each risk group.

Risk management

Occupational physicians develop a tailored health management plan for the vulnerable workers and oversee its implementation.

Final Thoughts

The pandemic does not only pose a threat to the public, but to employees as well. As the employer, it is your main responsibility to mitigate the risks in the workplace. This is why you should conduct a COVID 19 risk assessment for vulnerable workers to make sure your employees are safe from the virus. Aside from that, it also encourages customers to visit your business with the peace of mind that they are also out of harm’s way.

However, as with any risk assessment procedure, you should consult with your employees to discuss and agree on the most appropriate method towards the desired goal.

For more information that you can use to make your business processes more efficient, read our other articles!