Effortless employee onboarding, every time

Simple to use, quick to deliver.
  • Customize workflows for every onboarding scenario
  • Clear accountability & realtime visibility
  • Ensure an amazing employee experience
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be Flexible

Cater for every onboarding scenario with the beSlick drag & drop onboarding workflow builder. Rinse & repeat for each new hire in just a click.
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be Informed

Gain realtime visibility of onboarding progress and what is overdue, so nothing is missed & every new hire is welcomed effectively.
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be Collaborative

Involve IT, facilities & line managers with ease, automatically informing them at each stage what needs to be done.
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Employee onboarding process HR template screenshot

Manage any employee onboarding process

With an easy drag & drop builder, any employee onboarding scenario can be catered for, involving all departments & sign offs.

Date dependencies and notifications are all automated.

You can even involve the new hire, for free, using guest access.

So everyone always knows what to do and when it needs to be done.

Project workflow library | Feedback | Drag & drop flowcharts | Embed video & docs | Training
Simplified screenshot of My Tasks personal todo manager in beSlick

Clear onboarding team accountability

Bin the spreadsheets, burn the paper… so nobody misses anything ever again.

Everyone involved enjoys a simple task list for their steps in the onboarding, whether they are in HR, operations, IT or the new hire’s line manager.

Plus beSlick integrates with Gmail, Outlook and is available on your mobile.

Quick add | Snooze | Prioritize | Reassign | Mobile app (iOS & Android)
Screenshot of Digital Forms field configuration using shortnames

Easy, customizable new hire onboarding forms

Design forms to kick off new hires, promotion requests, employee offboarding – any HR request you can think of.

beSlick helps you streamline HR operations & reduce errors in minutes, not months.

Public Forms | Data validation | Form linking | Shortname variables | Compliance

 

Screenshot of a Template Report in beSlick

Instant visibility into onboarding status

Gain instant visibility & accountability across all new hire onboarding.

beSlick shows progress, what is overdue and what couldn’t be done – including why.

To help with compliance every activity is timestamped with an audit trail, with data you can export.

Compliance | Track ‘why not done’ | Data export | Continuous Improvement

 

beSlick integrated features

Simplified screenshot of My Tasks personal todo manager in beSlick

be focused

  • Every user enjoys a daily to-do list of what to focus on.
  • Prioritize, snooze, reassign & email integration.
  • Automated notifications ensure nothing gets missed.

be collaborative

  • View and manage everyone’s work in real time.
  • Automatically notify each team member when things need doing.
  • Raise & resolve issues as tasks progress.

be consistent

  • Easily create complex process & workflows
  • Centralize in your secure, searchable library.
  • Run as task checklists that exactly follow the process.
  • Everyone knows what to do and when it needs to be done.

be productive

  • Standardize information with online forms, reducing errors.
  • Approvals, onboarding, requests & audits.
  • Use internally or externally, for clients or suppliers.
  • Implement in minutes, not months.

be informed

  • See progress, what is overdue and issues raised.
  • When something can't be done, see why.
  • Every activity is timestamped with an audit trail.
  • Visual data you can analyse for informed decision making.

be compliant

  • Real-time process compliance.
  • Track non-confrmance, see why.
  • Full timestamped audit trail.
  • Group based permissions handling.

Less errors, more visibility. Time to be Brilliant

No card required. Free 30 minutes call. Our privacy policy.

Five stars review recommendation on Capterra, Software Advice and GetApp review platforms
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Guide to effortless employee onboarding

What comes to mind when you hear “employee onboarding”?

If you’re a new recruit, you might think it’s the paperwork that happens before they meet their manager. If you’re in senior leadership, you might view it as a necessary but cumbersome process.

However, both perspectives miss the mark.

**Employee onboarding** isn’t just a checklist to tick off or an HR ritual; it’s a strategic investment into the very fabric of a company. Onboarding lays the groundwork for every new hire, setting the stage for their success—or failure—at the organization. It dictates the pace of their integration into the team, shapes their perception of company culture, and influences their long-term commitment.

In a nutshell, onboarding is where business performance meets human potential.

What is the Onboarding Process in HR?

The onboarding process in HR involves a structured set of activities and tasks, ranging from initial introductions and document submissions to training and team integration, all aimed at effectively assimilating a new employee into the organization.

At first glance, you might think the onboarding process in HR is solely a human resources affair. However, effective onboarding is a multi-departmental effort, orchestrated by HR but involving key players across the board—from IT for systems setup to department managers for role-specific training. In this grand theatre of corporate initiation, think of HR as the masterful conductor, ensuring every section of the orchestra is in tune.

HR serves as a facilitator and leader in optimizing the onboarding experience. They collaborate with various departments to create a cohesive and comprehensive induction program. For example, they might work with the tech team to ensure that onboarding process examples like login credentials and essential software are ready before the new hire’s first day. They could also liaise with the finance department for payroll setup, making sure the first paycheck arrives without a hitch.

And this isn’t just about making a new employee feel welcome; it’s about operational effectiveness. By coordinating with department heads, HR ensures that the new hire undergoes role-specific training right from the start. This doesn’t just fast-track productivity; it establishes a structured environment where accountability is clear and mistakes are less likely.

The distinction between onboarding vs orientation also gains more clarity here. Orientation may involve a day’s worth of activities led by HR, but onboarding is a marathon, not a sprint. It’s a strategically extended process involving multiple departments and various levels of management. It’s this complexity and breadth that separate a functional onboarding process from an outstanding one.

HR’s role extends beyond the initial weeks. Onboarding is a lifecycle, evolving as the employee grows within the organization. Through regular check-ins and performance reviews, HR ensures that the employee remains aligned with the company’s objectives and culture, making adjustments as needed.

What is the Role of HR in Onboarding?

The role of HR in onboarding is to act as the orchestrator of the process, coordinating with various departments, ensuring compliance, and providing the necessary resources and tools for successful employee integration.

You’ve been introduced to what the onboarding process in HR looks like. But what is the precise role of HR in this intricate ballet? Simply put, HR is the choreographer that sets the stage, decides the steps, and ensures every dancer knows their part. The role of HR in the onboarding process is multifaceted, covering everything from administrative tasks to employee engagement strategies.

First, let’s discuss employee onboarding documents. HR ensures that all legal and compliance-related documents are sorted before the employee’s first day. This isn’t just paperwork; it’s the legal foundation upon which an employee’s career at the company is built. You could think of these documents as the safety net under a high-wire act, necessary but hopefully never needed.

HR also collaborates with team leaders to set performance metrics and goals, not just for the initial weeks but for the employee’s entire journey. These goals are usually broken down into smaller, more digestible milestones, akin to leveling up in a video game.

It doesn’t end here.

HR plays a pivotal role in the cultural assimilation of a new employee. From setting up mentorship programs to ensuring newcomers feel a sense of belonging, HR is the social glue that binds an employee to their new work environment. It’s like the yeast in a bread recipe, invisible but critical for the dough to rise.

Through regular feedback sessions and assessments, HR continues to be the employee’s navigator, guiding them through choppy waters and ensuring they are on the right career path. They are the stewards of employee growth, keeping a pulse on job satisfaction, skill development, and well-being.

How Do You Prepare for Onboarding a New Employee?

To prepare for onboarding a new employee, it’s crucial to have a comprehensive plan that involves task assignments, document preparations, team introductions, and a clear workflow, facilitated by an employee onboarding tool like beSlick for optimal efficiency.

We’ve talked though what the onboarding process in HR encompasses and how HR serves as the maestro of this intricate symphony. Now, let’s look at the checklist for the preparation: How do you prepare for onboarding a new employee?

If you’re pondering, “Does onboarding mean I got the job?” generally, yes. Onboarding starts once the employment contract is inked. But don’t start celebrating just yet; preparation is key.

Pre-Onboarding Checklist:

  • Workspace and IT SetupCoordinate with IT and admin to ensure a smooth first day.
  • DocumentationComplete all legal and compliance-related paperwork.
  • Training PlansWork with team leads to sketch out initial training sessions.
  • Cultural IntegrationPlan welcome activities to make the new hire feel part of the team.
  • PayrollNotify finance to ensure a seamless first paycheck.

Now, let’s delve into these steps:

Firstly, HR collaborates with IT and administration to get the workspace and systems ready. Think of this as setting the stage before the curtains go up; you don’t want your star performer tripping over cables.

Big picture planning follows. HR briefs team leaders on the new hire’s role, sets performance metrics, and drafts training modules. This stage is like the dress rehearsal for a play; everyone needs to know their lines.

Cultural integration comes next. HR arranges activities like a welcome lunch or team-building exercises to foster bonding. Picture this as the cast party after a successful opening night; it’s casual but essential for team cohesion.

Down to the nitty-gritty, all employee onboarding documents are prepped and filed. Meanwhile, the finance department is looped in for payroll setup. After all, nothing speaks ‘welcome’ like that first paycheck hitting the bank account.

Lastly, regular check-ins are set to gauge the new hire’s progress and tweak plans as necessary. Think of this as the mid-season review of a hit TV series, where you have the chance to adjust the script for maximum impact.

Why is Onboarding So Stressful?

Onboarding is often stressful due to the multitude of tasks, tight deadlines, and the pressure of integrating a new employee seamlessly, all of which can be managed more effectively with a comprehensive employee onboarding platform like beSlick.

Ever felt like you’re walking a tightrope while juggling fire?

That’s what onboarding can feel like for both the new hires and the HR department. But why is it such a high-pressure situation?

  • First impressions matter.
    Both parties are keen to make a positive impact, which adds to the stress levels. It’s like the first date of employment; everyone is anxious to impress but also terrified of screwing up.
  • The learning curve can be steep.
    New hires have to absorb a colossal amount of information in a short span, from company policies to their specific job roles. It’s like drinking from a firehose; the sheer volume can be overwhelming.
  • Timing is often compressed.
    Businesses want new hires to be productive ASAP, pushing HR to expedite the process. Imagine it’s the final lap in a 400-meter race; you can see the finish line, but your legs are screaming for mercy.
  • The unknown variables.
    Each employee is unique, and what works for one may not work for another. HR has to be like a Swiss Army knife, versatile and prepared for anything. Remember, even the best magician can’t predict every card in the deck.
  • Accountability adds stress.
    HR is responsible for ensuring that the onboarding process yields a productive and satisfied employee. It’s like being the conductor of an orchestra; if one instrument is out of tune, the whole performance suffers.

To tackle these stressors, it’s essential to have a streamlined process in place. In fact, using a system like beSlick can drastically reduce these stress factors by providing visibility into each step and allowing for timely adjustments.

What Are the Problems with Onboarding?

The problems with onboarding often include lack of clear communication, inefficient task management, and insufficient resources, issues that can be mitigated by using employee onboarding software like beSlick.

Recognizing these issus can often be the elephant in the room. Just like hosting a dinner party where the soufflé doesn’t rise, or your playlist kills the vibe, onboarding isn’t always a piece of cake. Here are some common hiccups:

  • Lack of Clarity
    Ambiguity about roles, expectations, and procedures can leave new hires feeling lost. Imagine landing in a foreign country without a map or GPS; disorientation is an understatement.
  • Information Overload
    New hires often get bombarded with data, policies, and guidelines. It’s like trying to sip water from a fire hydrant—virtually impossible without feeling drenched and overwhelmed.
  • Limited Engagement
    When onboarding is confined to boring PowerPoint slides and monotonous videos, engagement wanes. It’s akin to listening to a podcast at 0.5x speed; you’ll zone out before the good stuff even starts.
  • Delayed Feedback
    Waiting too long to give or receive feedback is like waiting for bread to rise without yeast—it’s a futile exercise that results in a flat experience.
  • Fragmented Processes
    When there’s no cohesive plan in place, new hires can feel like they’re part of a poorly organized scavenger hunt.

Here’s where the power of a platform like beSlick transforms improves the employee experience. By providing a structured workflow for onboarding, allowing for deviations when necessary, and capturing these instances, beSlick empowers companies to continually refine their onboarding process.

The result?

Fewer mistakes, easier scaling, and faster employee training.

What is an Effective Onboarding Process?

An effective onboarding process is one that is well-planned, coordinated across departments, and utilizes a tool like beSlick to manage tasks, documents, and feedback for a smooth transition of the new employee into the organization.

So, what makes the process effective?

  • Structured Approach
    An organized framework gives everyone a roadmap to follow. Think of it as a cooking recipe; you need specific ingredients in a particular sequence to get the desired dish.
  • Dynamic Customization
    One size does not fit all. An effective process allows for customization to fit individual needs, much like how a tailor adjusts a suit for the perfect fit.
  • Timely Feedback Loops
    Constant feedback ensures that both parties are aligned. It’s like playing a cooperative video game; you need to communicate to win.
  • Robust Support System
    New hires should have easy access to resources and mentors. Picture it as your car’s GPS—guiding you and offering alternative routes when needed.
  • Checkpoints and Milestones
    Set specific goals and evaluate them at various intervals. It’s like hitting save points in a video game; they help you track your progress and offer a chance to re-evaluate.
  • Technological Assistance
    Utilizing software can be a game-changer in streamlining the process. That’s where a tool like beSlick steps in. By allowing you to document processes as flowcharts and execute them as workflow, it adds a layer of efficiency and transparency that’s hard to beat.

By incorporating these elements, businesses can significantly enhance their onboarding experience, reducing costs and errors while increasing employee satisfaction and productivity.

What Are the 4 Phases of Onboarding?

The 4 phases of onboarding are pre-boarding, orientation, integration, and ongoing development, each designed to progressively acclimate the new employee to the organization’s culture, systems, and workflows.

Onboarding is like constructing a four-story building, each floor designed to offer a unique but integral experience to the new occupant—your new employee.

  • Pre-boarding
    This is the “foundation” level where initial arrangements are set up. It’s the concrete and steel that no one sees but is essential for stability. Elements like paperwork, technology setup, and preliminary communication are sorted here. A platform like beSlick can ensure this stage is as solid as bedrock, taking care of even the minutest details.

  • Orientation
    This is the “ground floor” with the lobby and reception area. New hires get their first real feel of the corporate culture here. They’re welcomed, shown around, and introduced to the basic policies. HR acts as the welcoming committee, but other departments also play a part, acting as service desks or orientation stations.

  • Integration
    The “residential floors” come next, where employees set up their workspaces and really get into the thick of things. They start contributing to projects and attending team meetings. While HR can be considered the building manager, ensuring everything runs smoothly, the other departments act as neighbors, aiding in a more comprehensive and homey experience.

  • Ongoing Support
    This is the “rooftop garden,” offering support and amenities that keep employees engaged and comfortable long-term. Think of mentorship programs, continued training, and performance reviews. With software like beSlick, it’s like having an automated gardener, ensuring that the rooftop stays lush and inviting all year round.

By using beSlick, the intricacies of building each floor and transitioning between them can be efficiently managed, streamlining the entire construction process.

 

What Are the 5 Cs of Onboarding?

The 5 Cs of onboarding are Compliance, Clarification, Culture, Connection, and Check Back, serving as key pillars to successfully integrate a new employee into an organization.

When you’re planning a five-course meal, each dish needs to complement the others and offer something unique. The 5 Cs of onboarding work similarly to ensure that your new hires are both satisfied and productive:

  • Compliance
    The “appetizer” that sets the tone but doesn’t fill you up. This is where employees get familiar with legal and policy-related formalities. Using beSlick can turn this usually bland course into something more appetizing by streamlining the mandatory but dull aspects.

  • Clarification
    The “soup and salad,” a course that provides further details about the job and expectations. Employees get a clearer idea of their roles, functions, and key objectives.

  • Culture
    This is the “main course,” rich and fulfilling. It encapsulates the company’s values, norms, and systems. HR lays down the main ingredients, but other departments add their own spices, making the culture richer and more diverse.

  • Connection
    Consider this the “side dish” that complements the main course. Employees form relationships with their new colleagues and start to integrate within teams.

  • Check-back
    The “dessert,” sweet but necessary. This is the phase for follow-ups, reviews, and feedback. With beSlick, tracking this stage is like having a digital waiter asking if everything is to your satisfaction.

What is the Workflow for Employee Onboarding?

The workflow for employee onboarding is a sequential set of activities and checkpoints, typically managed through a platform like beSlick, that guide the new hire from the initial paperwork to full integration into their role and team.

A well-organized workflow for employee onboarding is a sequence of interconnected steps and departmental collaborations. While the HR department usually takes the lead role, it’s a multidisciplinary effort involving not just HR but also IT, Finance, and the direct managers.

  • Task Assignment
    Right off the bat, tasks are earmarked for specific team members. This could range from HR setting up initial interviews to IT ensuring all tech setups are ready for the new hire. beSlick streamlines this process by allowing for dynamic due dates and team assignments, ensuring an organized start.

  • Documentation Submission
    Following the initial step, new hires are required to fill out and submit a plethora of documents. This may include everything from employment contracts to non-disclosure agreements and tax forms.

  • Team Integration
    Once documentation is out of the way, new hires are gradually phased into ongoing projects, and opportunities are created for them to blend into the existing team dynamics.

  • Process Verification
    At this juncture, it’s vital to confirm that every process has been duly completed. Managers and HR representatives usually cross-reference checklists and submitted documents. Platforms like beSlick make this incredibly efficient with real-time dashboards for quick status updates.
  • Feedback Loop
      The final step involves collecting qualitative and quantitative feedback from the new hire and involved departments. beSlick excels here by systemizing the feedback collection, which is key for continuous process improvement, a core part of the beSlick ethos.

The intricate workflow of employee onboarding is more manageable and less prone to errors with a tool like beSlick, allowing businesses to focus on scaling operations and reducing overall costs.

Ready to get started?

Employee onboarding is far from a one-size-fits-all process. It’s a multidimensional undertaking that involves various departments, from HR and Finance to IT and project management teams. If executed poorly, onboarding can become a quagmire of confusion, delays, and escalating costs. However, with meticulous planning, a dash of adaptability, and the right tools like beSlick, the process becomes a smooth journey.

Through effective task assignments, thorough document submissions, seamless team integration, and an adaptive feedback loop, businesses can overcome the most common pitfalls in employee onboarding.

The result?

Faster training, fewer mistakes, more visibility, reduced costs, and ultimately, happier, more engaged employees.

So, what are you waiting for?

Stop letting your onboarding process be an obstacle course and turn it into a streamlined pathway to success with beSlick.

Frequently Asked Questions

What happens to everything after my trial finishes?

When you sign up to an active subscription everything will transition so you can keep using the platform uninterrupted.

If you decide not to go ahead we'll keep the data for 30 days, it will then be deleted.

How many users are included in beSlick?

Both Standard & Pro versions of beSlick include up to 5 users, additional users can be added at the relevant pricing for that tier.

Standard can then also have up to 10 Guest users, plus 2 more per paid user.

Pro can have unlimited Guest users.

Can I get a demo with an expert, to see if it is a fit (and get some guidance)?

Absolutely - we highly recommend a 1:1 30minute video demo with one of the team, you can select in the enquiry form.

They'll listen to your requirements and let you know if it is a fit, and if it is they'll show you the best way to achieve what you need to.

They'll even map in an example process for you (if you have one).

Can I use this as a process or SOP library?

Yes, you can easily create flowchart templates using the simple drag & drop builder that supports decisions & loops.

You can embed pictures, video, docs & links to show how to do what needs to be done.

The value comes when you execute these templates as task checklists that follow the exact template you've designed, with an inbuilt feedback loop so people can suggest improvements that can be immediately implemented.

So everything improves, continuously.

Is this a to-do manager, that can track actions & reminders?

Absolutely - collate actions from meetings and assign them with due dates and dependencies. Collate ideas and suggestions into a new task. Create tasks on the mobile app for when you suddenly remember something you don't want to forget.

Need to get milk on the way home or book a family holiday?

Keep it all in one place, and mark them as private if you need to.

Do you offer support other than chat?

Yes, and we help with real experts discussing your challenges and how to solve them right at the start.

Our support is one of the key differentiators in how you work with us, as we know that getting the right advice and guidance signficantly improves the value you achieve and the speed at which you can implement.

We highly recommend a demo with one of our system experts before you purchase to make sure it is the right fit and help you start.

Worth noting, even our free implementation tier includes a specialist for the first month to make sure your journey is a success.

What integration & automation do you support?
This is where things can get exciting. We always recommend starting simple, and making sure the process works - because automating something that isn't great won't make things better.

We support integration through Zapier, which means you connect beSlick to over 4,000 applications including CRM, email, finance or other databases. This could be Salesforce, Pipedrive, Google Sheets or a SQL database - or anything else.

Example use cases include;

  • Data captured during a process task to be automatically inserted into your CRM
  • Automatically email a generated PDF report to a client using data entered during the task
  • Kick off a beSlick task based on a field changing in Salesforce
  • Creating a beSlick task from an email in your inbox, to add it to your personal 'to-do' list

Integrating systems and automating activities helps you save time and reduce cost, and to provide an even more brilliant service to your customers.

 

If I need help getting started, how do you help?

While beSlick is simple to use, we're keen to make sure you get value as quickly as possible. As you'd expect, all customers have access to our extensive support documentation library, email support and responsive online chat for any queries.

We also offer a range of implementation options;

  1. Free support call during your trial
    • To answer questions, discuss your use case, map in an example process
  2. Starter Assistance - included free
    • Assigned, dedicated specialist
    • 4x One hour video calls
    • To advise, train, help map, advise on integration
    • Included free with every active subscription
    • Recommended for less than 10 users
  3. Accelerator Pack - £995, $1,350 or €1,200
    • Delivered to Proven Process
    • 3x 4hr remote or on-site sessions
    • Help you achieve more value, faster
    • Onsite is UK only, travel costs may be charged
  4. Managed Implementation - Bespoke
    • Agreed scope of delivery
    • Senior consultants embedded in your business
    • Typically targetting compliance (for example ISO, CQC, FCA)
    • Cost is bespoke depending on requirements
    • For larger implementations or complex requirements
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