100% digital: how the onboarding process has changed since the pandemic

The pandemic has marked a before and after in the life of organizations. This impact refers not only to new ways of doing things, but also to the way in which this context has become an opportunity to rethink certain internal business processes, such as the “integrationa well-known employee onboarding process. This undoubtedly explains how technology has grown in importance in the field of human resources (HR) and is today an ally for human capital management.

but what is it integration? This is what we mean by induction or, in this case, admission or entry process. It is the practice by which we seek to facilitate, accelerate and make more effective the incorporation of a new collaborator in a company or an institution.

This reception and support process begins as soon as the job interview is carried out and generally lasts at least 90 days after taking up the job. In general, the moment when the employee begins to be productive for the company is considered the end, according to the consulting firm Gartner.

The truth is that before the pandemic, there was already an explicit need, on the part of the human resources sectors, to modify and make the initial process of recruiting a new employee more efficient and less costly.

In this sense, the employee had to go to the company, prior to his entry, to read and sign a long series of documents, essential at the start of his employment relationship. From the employment contract itself, the ART, the life insurance, the benefits offered by the company, the definition of the salary, etc.

It is a tedious task because of the time it takes, having to move around the company, when work is often done remotely, and in addition, consuming a quantity of paper which means, in the end, several less trees. .

The pandemic, as has happened in other areas, has forced to accelerate a process that was slowly beginning to be glimpsed: the use of human resources software to be able to carry out this whole chain of tasks, digitally and without having to be physically in the same space to be able to do so.

From there, the employee can find all the information on the same platform on their computer or mobile phone. And most importantly: you can digitally sign each of the documents, which gives you, since the approval of Law 25,506, legal validity, identical to a holographic signature.

Beyond delays and saving resources, this alternative also produces greater document security and integrity, since the content of the electronic document signed with a digital signature cannot be altered, thus guaranteeing its authentication and identity. of the signatory. Along the same lines, it reduces possible errors that occur when manually uploading documents.

He integration Digital technology, which has developed strongly post-pandemic and is gaining space in companies, is the only possible alternative for establishing a remote working relationship, especially when the employee is in another country or continent than the company. , which is happening with increasing frequency. in line with the trends of recent years, which seem to deepen in the future.

In the case of face-to-face or hybrid work, this digital way of managing an employee’s income eliminates unnecessary transfers, higher expenses and is, as has been said, a contribution to the protection of the environment, since the use of paper .

From a business perspective, the integration Digital came to accelerate and make more efficient a chain of processes, within the field of Human Resources, which required different work formats and the difficulty of having to integrate them afterwards.

For example, there were different formats to receive the CV, which could arrive on paper, through the company’s website or other portals for this purpose. Then, in some cases, the manual entry of each of the CVs (on paper or digital) was done. And, later, an electronic file had to be generated.

This is precisely the great change produced by the platforms of integration digital (and Human Resources, more generally) is the possibility of all of this being part of a chain of integrated processes in the same space.

From a broader perspective, digitizing HR domains provides a holistic view of the entire industry, observing results that could not be seen without the software. When all this is done from the same platform, the problem of having to unify different islands is eliminated and the monitoring results can be validated: task optimization, task deletion, resource or process optimization.

As we can see, and as in other areas of the economy and the labor market, the pandemic has come to accelerate and transform, digitally, emerging processes that currently and even more so in the years to come, will be the improvement standard. world of work.

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