Blog Resources to help you build better courses

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    Make Preboarding A Communal Process – 3 Ways To Involve The Whole Office

    Preboarding is a vital step in retaining the enthusiasm of a new recruit up until their first day of work. It inspires the new hire to be a productive part of the team even before he or she has officially started. It also eases them into the job by preparing them with information and helping them build relationships early. Knowing the benefits of preboarding you’ve probably already pitched a preboarding program to your employer, and he or she is positive towards implementing such processes. So now that the boss is on board, how can you involve the rest of the organization?

    Here are 3 ways you can involve your colleagues in the pre-boarding process.

    1. Ask Each Colleague To Contribute With Their Unique Skill Set

    Firstly, take a look at the whole organization. It is made up of individuals with different skill sets and perspectives, who comes together beautifully and creates a platform for problem-solving and co-creating. Each individual can contribute in some way that will benefit the pre-boarding process, your job is to figure out how. How about you send out an email, asking how each employee wants to participate in pre-boarding the new hire? This is a good way of giving them agency of their contribution and inspiring them to come up with unique ways in which they can help the process. Someone might be great at editing video-editing, someone else might be good at connecting like-minded people. Did you try this, but found that the responses were not as many as you would have hoped? Try observing each colleague at work and ask them if they want to contribute with their special skills that you have picked up on. Not only is this very flattering, but it will also inspire them to play their part in the program.

    You might also be met with questions such as ”isn’t pre-boarding HR’s responsibility?” If asked this, remind your colleagues that pre-boarding is only effective if it is implemented communally, and not if a single person or department is burdened with full responsibility.

    2. Implement An Open Door Policy

    Secondly, involve the whole office by implementing an open door policy. Many new recruits express that it is comforting to know that they can easily reach out to their new colleagues if they have any questions or concerns. Since many companies today utilise a digital tool for pre-boarding, the open door policy is more likely to be an open chat room policy on the digital platform. Whether done digitally or irl, this serves as a great way to connect new hires with their senior colleagues. Being able to communicate with your colleagues before entering the workplace will inspire an openness in the workplace culture that allows for new hires to quickly adapt to the office climate. It will also cut down on the onboarding process which is often prolonged by the new employee’s inability to connect with the colleagues, and therefore the workplace culture as well.

    When telling your colleagues about the new open door policy, remind them that this will mainly serve as symbolic and that their new co-worker will be able to find most answers in the company’s general information material that they have already received. Therefore, they will not have to worry about not having time, instead, they should view this as a prime opportunity to get to know their new colleague.

    3. Preboarding IRL – Invite Them To The Office!

    Lastly, preboard IRL by inviting your new recruit to join you at the office! By inviting them to partake in drinks after work and even certain meetings, they will feel welcomed and start forming important workplace relationships before they actually start working at the office. Networking with colleagues is one of the most important parts of preboarding, and many companies choose to do this digitally using a digital tool for pre- and onboarding. If your company utilizes a digital platform, we still recommend that you combine digital interaction with real-life meetings. Getting to match names to faces, and conversing with your soon to be colleagues, is a great way of breaking the ice and will definitely shorten the onboarding process. You can even assign your new hires to existing employees so that they can set up a time for shadowing. Shadowing a colleague for an entire day, or even just a few hours, is the perfect way to learn about the work that you soon will be taking part in. Similar to some of the other tips that we have mentioned in this article, this is a time-efficient way of easing in your new hire into the office, as it does not disturb the senior colleague in his/her day of work.

    In conclusion, by making pre-boarding a communal process that involves all the employees, it will guarantee that the new recruit has an easy transition into their new job. It is also time-efficient and gives everyone the opportunity to participate in the process by utilizing their unique skills, without burdening a single person or department at the workplace. All in all, it is the perfect way to improve your Employer Branding and it will definitely leave your new hires with a positive and welcoming impression of your business.

    Want to know more about Onboarding?



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    3 Steps To Get Onboarding Program Buy-in From Colleagues

    Preboarding is the vital process of onboarding new hires and introducing them to company values, vision, strategies, and culture before they have even entered the office. It is also the perfect opportunity for a company to strengthen and develop their Employer Brand. While many companies already do this and others are creating it as we speak, there is one recurring challenge that all HR managers face sooner or later: How to convince your colleagues – and more importantly hiring managers – to invest time and effort into creating a great onboarding program?

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    Digital Pre-boarding: Start Building Your Employer Brand Before Your New Recruit Has Even Started!

    It is a very delicate period of time between recruiting of a new hire and the day he/she actually joins your workplace. This is often a time marked by excitement but also worry and confusion for your recruit who often is unaware of what to expect from their new work environment. Here are some tips on how to turn this time into the perfect opportunity to connect with your new hire and improve your Employer Branding!  

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    3 Misconceptions About Emailing New Hires Before Day 1, Debunked!

    After an intense negotiation period, you have finally found the candidate you were looking for. The paperwork is in place and Day 1 booked in the calendar. Now, most new recruits are scheduled to start working 2-3 months after signing the contract. During this period questions, concerns, and new ideas can arise. You’ve most likely got preparatory information that you would want to share with your new colleague before their first day at the office. However, many employers hesitate or even refuse to contact their new hires via email before they have officially joined the company. Here are 3 common excuses, debunked!

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    Minimize Your Workload: How to Utilize Automation to Make Your Digital Onboarding Time-Efficient and Still Personal

    The paperwork is done, and the negotiation process has finally come to an end. You can now relax. Well, maybe if you are the hiring manager, but probably not if you work within HR. The time between the actual recruitment and day 1 is often a few months long. During this period, many companies assign HR managers to pre-board the new by personally communicating with them regularly and sharing important preparatory information with them. This work requires a lot of time and effort but can be made efficient. By digitizing the interaction and automating certain functions, you can minimize your workload immensely. Sounds great, right? Well, according to HRDive the pre- and onboarding programs are actually the most effective when personalized. So how could we utilize our digital platform in a time-efficient manner (using automation), without losing a personal touch?

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    7 Examples of Onboarding Videos that Give New Hires a Fun, Strong Start (Worth Talking About)

    Video content is key when creating engaging content for your onboarding program. New hires want to experience – and not just read about what to expect and prepare for. Landing a new (perfect) job is emotional experience, and you as an employer would want to confirm and enhance that feeling. So, what kind of videos to include in your pre- and onboarding program? Look no further. Here is some inspiration: 7 videos your new hires will love to see before day 1.

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    3 Reasons Why Digital Pre-boarding and Onboarding Are Essential For Managers

    Most managers are heavily loaded with both strategic and operative tasks. It includes training staff to make them feel like they’re developing in their roles and within the organization. And it does certainly include getting new employees up and running. Since time does not come in abundance, digitizing capacity building will streamline not just the manager’s job, but also the staff’s. 

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    Sales Representatives

    EdTech-bolaget Learnifier är i en scale-up fas med kunder i 25 länder och nästan en miljon användare per år. Vi är det naturliga valet för pionjärer som på ett modernt sätt vill dela kunskap, utbilda och kommunicera med såväl medarbetare, kunder och partners. Vill du vara med på resa?

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