What is onboarding?
When we talk about onboarding, we refer to incorporation process of new talent to the company. What you want to achieve in this process is to ensure the best possible integration of the employee, introducing him to topics such as: presentation to colleagues, explanation of the values and philosophy of the company or organization, their tasks to be performed, etc. In short, what we are trying to achieve is to help new talent as much as possible so that they perform as well as possible in their new job, making your initiation experience more enjoyable.
What benefits does it have?
During the processes of we try to create a more enriching relationship with the new talent, bringing it closer and increasing its commitment to the company. By Aberdeen Group, an international marketing intelligence company, implementing an onboarding system can increase the probability of new talent staying at the company for at least three years by 69%.
In addition to this, other benefits that we will obtain with an onboarding process are:
- Retention of new talent
- Greater commitment to the company
- Significant increase in productivity
- Reduced adaptation time for new talents
- Increased long-term relationships
- Cost reduction at the time of selection
What objectives do we achieve with the onboarding process?
- Make new talent feel as comfortable as possible in their job and their work environment.
- Indicate to the new talent the processes within the company and the activities that are carried out.
- Help new talent understand the values, philosophy and objectives of the company or organization.
Unlike the inductionThanks to the onboarding process, new employees create a better relationship with their colleagues in a shorter period of time. Thanks to this, the feeling of belonging increases, thus benefiting the company.
Companies, thanks to onboarding processes, have decreased in:
- Short-term resignations of candidates.
- Bad impressions and misunderstandings between company collaborators.
- An insane competition, which does not favor the company at all.
How are onboarding and induction processes different?
At first glance, it can be easy to confuse onboarding processes with induction, but there are several differences.
Induction is a more informative process than onboarding. Inform the new talent of the obligations and rights that they will have in their new job. In addition to helping the employee on the regulations and legal requirements that he must comply with for his best development within the company. Unlike onboarding, induction is a shorter and much more general process.
Instead, during the onboarding processes, new talent will learn new skills and knowledge about their new position at work. Onboarding is a more progressive process, with the sole purpose of helping the employee in his first stage in the company or organization, making him a more pleasant and simple welcome, increasing his commitment to it. In addition to helping new talent to perform effectively, and making sure they have all the necessary tools to do so.
Gamification in onboarding processes.
We are seeing more and more companies that have tools such as gamification for a better work environment. Within the human resources department is where this tool is used the most, since it helps motivate employees, improves their behavior and creates better team relationships.
In this way, thanks to tools such as gamification, the human resources department will help new talent to better understand the values and philosophy of the company or organization.
Moreover, at the time when occupational risk prevention regulations must be applied, gamification can help a lot, since new talents will assimilate it in a simpler and more fun way.
In short, the benefits of applying tools such as gamification to onboarding processes are:
- Will increase and motivation processes.
- The company, in the eyes of new talent, will look much more modernized.
- Improve talent retention. New employees will be much more motivated to continue in the company.
- Increases the productivity of the new employee's first period.
- Build long-term relationships.
Example of gamification in onboarding processes.
TAMAGOCHI
The gamification strategy is not only a specific game, since there are modalities and activities in which game elements are implemented, such as raising levels, obtaining points, etc.
In the case of tamagochi, a virtual pet will be the main element of the game. As the new employee completes missions and objectives, the pet will become happy until it reaches maximum happiness.
You must complete missions such as: fill out and do different paperwork, attend meetings, be punctual when delivering projects, contribute ideas within a group work, etc.
It is a very entertaining and simple dynamic for new talents, since they will be able to get involved very quickly in their tasks within the company, and it will be much more pleasant for them to start their new job.
Let's not forget that the first days of a new employee in a company are crucial, and they can determine if they finally stay or decide to change their workplace. In addition to generating a very positive image for the company itself.
En GumsUp, we are specialists in in loyalty platforms and commercial motivation systems. Thanks to gamification strategies, you will reinforce personal motivation and improve group dynamics.
