Employee Onboarding Software for Medium & Large Businesses

The 4 C’s of onboarding is a concept penned by The Society for Human Resource Management (SHRM) to help organisations to implement successful onboarding strategies. 

The 4 C’s stand for compliance, clarification, culture, and connection: 

• Compliance is the basic and fundamental requirement to cover when onboarding a new starter. For most organisations, this involves new employees completing mandatory training covering things like health and safety, confidentiality and data handling, along with any legal or role-specific compliance requirements and company policies.  
• Clarification refers to the requirement to ensure that a new starter understands their role and responsibilities as early as possible during the onboarding process. This also might include where they fit within their team and company organisational structure, along with details of specific work already in progress and how they will be expected to contribute. Clarification is critical for new employees to feel as if they are quickly able to start contributing and adding value, as well as to the organisation to ensure that new starters can become productive as quickly as possible. 
• Culture is an important part of the whole onboarding process in helping an employee to assimilate. It’s also one of the hardest parts of onboarding to measure and get right. The recruitment process and pre-boarding should have started this process, reflecting company values and culture with things like a branded recruitment portal and access to company communications so that the onboarding process then feels like an extension and realisation of this.
• Connection is the importance of professional relationships in the onboarding process. When a new employee feels they are developing relationships and are part of a team, they’re far more likely to enjoy their work, be more productive and less likely to leave. These inter-personal relationships shouldn’t be underestimated in the onboarding process. A buddy scheme can help bridge the gap between new starters and their teams for example, and mentoring programmes can help bolster the long-term success of onboarding plans too.

You’ll have access to always-on support that covers both technical expertise and strategic guidance to help your HR suite deliver the ROI you expect.

After you go live with your system and depending on the level of support you require, you may be assigned a Dedicated Customer Success Manager to help you get the most out of your system, alongside a Technical Success Manager who provides proactive technical advice. 

We offer contractual service commitments with rapid response guarantees to ensure any issues are handled swiftly. This is tailored to the level of support package you have.

Yes – we provide proactive system monitoring and preventive optimisation so potential issues are addressed before they impact performance.

Absolutely. We offer comprehensive training resources and ongoing best-practice guidance to help your team get the most from the system.

No – we offer support packages which provide an end-to-end partnership, from initial implementation right through to supporting your wider digital transformation.