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PART 2: What are the metrics HR should Focus on?

In this video, Mr. Jamie Duncan answers questions about the Virtual Onboarding process. To watch the full presentation, please follow HR CHANNEL on Below, you can also read the transcript of Mr. Jamie's answers in the Q&A.

This is part 2 of our interview with Mr. Jamie Duncan. You can watch Part 1 here.

You mentioned earlier that tracking is very, very important. What are the metrics that you recommend HR managers or business leaders who are onboarding steps online? What are the metrics that you're looking into?

So a couple of answers to this question. First of all, is the one that I highlighted in the in the presentation, which is your completion percentage, right? So, of the essential courses, what percent completed? And if not, the reason you need to check that because if not, then you need to take an action. Right? Secondly, if you are including quizzing as part of the onboarding process, then you also need to check the metrics on this. So if you're if you're asking your employees questions through an app, or through human, I think Google has that kind of functionality, you need to be keeping track of the scores again, so you can intervene it and when necessary. And this is this is an interesting one that we're working on move up, is that we're also tracking well-being. So I think, correct me if I'm wrong here, but I think recent statistics said that all employers should be given at least one hour of wellbeing training for per year for employees. Right? Right. So in move up, we are attracting, who has taken the welding training, whether that's something that mindfulness or mental health or something, and it allows you to get a score across your organization of how are they performing in terms of their mental, their mental well being or their well being. And this is something really, really important to focus on when onboarding virtually, because - I mean, you you've seen the issues arising from it, and you know, not having that face to face interaction. And so, yeah, that's, that's an interesting metric you maybe haven't thought about, that you can track.

Awesome. I think it's very timely messaging like, either on the moment, a potential employee comes in, or a new hire comes in the company. We've all been through almost a year of lockdown. In part, I think it's timely to really make it part of our initiative from the recruitment process to the onboarding process, to the talent development and employee engagement initiative to measure well being, or if you don't have the capacity to do that, to make sure that well being initiatives are really incorporated from our messaging from our onboarding processes, and systems and so on.

Concluding Thoughts

So final thoughts are, there were a couple of trends that are happening in commercial onboarding for 2021. And the biggest trends are, I touched on some of them already, but one that we're seeing almost everyone trying to do, in some ways, it's pre-boarding. So starting the onboarding process, and before even day one so that's that's one trend to watch out for. And to to jump on as well if you if you haven't done so already. The second is, we'll call him he spoke about prioritization of well being, mental health support services for new hires really, really important now that many people are working remotely. And you know, remote work is is the future right, where we will be going back to some degree of blended remote and office but many roles will now go remote. So mental health is is a huge priority. The next one would be focusing on social aspects of onboarding. This is another big trend that we're seeing an example what we're doing move up is we have our newsfeeds where people can interact, you know, celebrate achievements, things like this. So it's really important to think about the social aspect when you're onboarding.

To watch the full presentation, please follow HR CHANNEL on

This is part 2 of our interview with Mr. Jamie Duncan. You can watch Part 1 here.

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