Talent onboarding | How to implement HR onboarding technology to drive adoption and engagement

No matter how good your new onboarding technology is, the way you manage the implementation process can make the difference between the launch of a highly successful tool that drives key organisational objectives, and the unveiling of a white elephant.

It’s vital to leverage the power of your chosen tech to meet the specific needs of your organisation, ensure widespread adoption amongst new starters and managers, and optimise the use of its full functionality. So how do you achieve this?

Partnership is key

When choosing an onboarding technology, real emphasis needs to be placed on how much support you will receive in the implementation process.

Will the firm supplying it work with you to identify your key objectives, and create a bespoke solution, or just hand you the current iteration of their technology as a fait accompli? Will they be an active participant in the implementation process, working closely with IT, cyber security, procurement and HR, or leave you to fend for yourself? Will they build any necessary integrations between your existing systems and your ATS or HRIS? Or help you define and produce content and your onboarding workflows? Do they consider the process of driving engagement with, and understanding of, their technology throughout your organisation as a key part of their offering – or as your responsibility?