Whereas many organizations scaled again on hiring throughout the pandemic, there have been many who did the alternative. What was their expertise like? How did they deal with onboarding? At the moment, we now have a Q&A with Todd Cunningham, chief individuals officer at AvidXchange.
For a corporation that has been lucky sufficient to be hiring throughout the pandemic, have been there any challenges to onboarding and coaching new workers? Something particular AvidXchange has achieved to create comradery or tradition with somebody who has by no means stepped foot within the workplace or met members of his or her crew?
AvidXchange is a quickly rising firm, and our hiring didn’t decelerate in 2020. We introduced on greater than 400 new staff and needed to fully reimagine our hiring and onboarding course of to make it efficient and fascinating in a digital setting. By leaning into expertise, we have been in a position to optimize our communication with candidates and preserve hiring greatest practices to proceed bringing the appropriate expertise into our enterprise. E-learning instruments actually gave us the power to create a digital expertise for brand new hires that’s grounded in our firm values and tradition, serving to us domesticate the robust connection that’s vital to worker success in a brand new function.
The truth is that even once we are in a position to carry all staff again to the workplace, there shall be two work environments transferring ahead because of what we now have discovered and adjusted to throughout the pandemic. That calls for 2 totally different options to onboarding and coaching, however there should be a correlation and cohesiveness between these two options. That approach, every worker, irrespective of the place she or he chooses to work, feeds into the identical tradition and total crew expertise.
What have been a few of 2020’s largest challenges from an HR perspective, and the way did you overcome them?
The steps we now have taken to keep up our tradition and connectivity as a company prolong past simply new hires, actually reaching throughout all the enterprise. Figuring that out initially was actually a problem, however it’s one we overcame by maintaining dialogue with our staff clear, correct, and constant—whereas additionally well timed—in order that they felt cared for throughout what was a really difficult 12 months for many.
Now, we’re targeted on the longer term and what working with a hybrid workforce will seem like. In accordance with AvidXchange’s newest analysis, greater than 63% of enterprise leaders imagine at the least half of the American workforce will proceed to function remotely in 2021. Creating an setting that helps an worker’s determination to be within the workplace or at house means reevaluating all of our contact factors with teammates and equipping them with the appropriate expertise to ensure we’re delivering a seamless expertise.
With the workforce making an attempt to stabilize after a whirlwind of a 12 months, what do you assume HR’s foremost focus shall be in 2021?
Worker expertise will proceed to be HR’s foremost focus this 12 months. Companies are updating their ways to ease into the adjustments of a brand new work setting, together with determining how expertise and tradition influence teamwork. As a part of that, HR leaders acknowledge they need to hold their staff’ psychological well being a prime precedence.
It is usually extra essential than ever to provide staff an outlet to supply suggestions so HR groups can measure and evolve. By rising inside surveys, ideally executing them in actual time, we will higher verify worker views to ensure we’re maximizing every crew member’s expertise.
How can corporations create the tradition wanted for versatile work environments to flourish in 2021 and past? How does worker efficiency/productiveness consider?
When AvidXchange initially transitioned to a totally distant workforce final 12 months, we noticed a slight dip in productiveness. However then worker productiveness surged previous pre-COVID ranges as groups adjusted to the brand new regular and located their rhythms from house.
We’ll proceed to look intently at productiveness and worker efficiency this 12 months to ensure we’re setting our staff up for achievement and never faltering in any areas of help. Now that we now have the appropriate channels in place to help our versatile work setting, 2021 is de facto about optimizing them to keep up our tradition this 12 months and past.
What is going to digital transformation within the HR house seem like over the following 5 years? What new applied sciences will dominate (i.e., efficiency monitoring and administration, workflow optimization, undertaking administration instruments, and many others.)?
Earlier than the present disaster, firm tradition was already shifting for many companies. The exponential progress of expertise coupled with a brand new technology of staff with totally different values and expectations was performing because the catalyst for a renewed perspective. Over the following 5 years, we’ll see expertise play an essential function as that shift continues to occur.
For all features inside a enterprise, together with HR, the pandemic has elevated digital transformation and the automation of guide, paper-based processes to create extra effectivity. We are able to not go away papers on a coworker’s desk for his or her overview or go out info to a room of recent staff. Because of this, we’ll see new expertise instruments emerge which can be designed to assist HR groups additional automate efficiency monitoring and course of workflows throughout the group, simply as we’re seeing throughout companies on a broader scale.
We’ll additionally see worker selection emerge as a bigger a part of digital transformation. Staff need expertise that enables them to customise their expertise slightly than taking a “one dimension suits all” strategy, so options will evolve to supply extra adaptable options and performance that every person can actually make his or her personal.
As extra corporations proceed to function remotely and look to rent throughout a bigger geographic space, I additionally imagine we’ll see innovation designed to assist recruiters higher determine and attain the individuals they wish to join with. This may deepen the pool of obtainable candidates to assist construct a stronger expertise pipeline for his or her firm.