As the saying goes, first impressions last. A new employee's first weeks in the organization are crucial for acquiring the skills, knowledge, behavior and culture which will help them to become effective and engaged team members. Good onboarding processes allow enterprises to properly integrate new hires in their teams, reduce the ramp-up time to productivity, and encourage long-term retention. One of the problems that many HR departments face is how to personalize the onboarding process to make it most effective for new hires. People can come from very diverse backgrounds, have a wide range of career paths, and may be looking for different kinds of support from the HR department.
Artificial intelligence and machine learning are making their way into all aspects of our lives and businesses. Every time you ask Amazon's Alexa for the weather forecast or book a car through Lyft, you're benefitting from the power of AI. Entrepreneurs, in particular, are seeing their companies transformed by these technologies, and that trend will only continue in the coming years. One obvious opportunity for leveraging AI and machine learning in your business lies in teaching new employees about their responsibilities and the company. Many businesses already use online training programs and simulators when onboarding new employees.
In 2016, 56% of recruiters said they can't make good hires because of lengthy hiring procedures – MRI Network Survey 2016 Chatbots can initiate the interview process by fielding screening questions and capturing the answers. This helps in automatically screening and shortlisting the right candidates by assessing their potential. Automating screening has an additional benefit of eliminating human bias and identifying the candidates based on merit. HR personnel need to collect basic information like KYC, tax forms and signed non-disclosure agreements or other legal documents from the new employees during onboarding. It would be a rather time-consuming activity for the HR personnel to collect information from every employee.
O.C. Tanner's report on onboarding shows that one in five employees leave a job within the first 45 days. Most of the disengaged employees shared that they received little or no proper training during their onboarding. Not having an onboarding process in place can negatively impact both the employee and employer. In a survey of HR managers by job site CareerBuilder, 16% said poor or non-existent onboarding lowers their company's productivity, 14% said it brings on greater inefficiencies, and 12% said it leads to higher employee turnover. Lower employee engagement leads to lower confidence among employees, lack of communication and trust within the organization and missed revenue targets are among other negative impacts of not having a consistent on-boarding program.
Cognitive automation is adept in managing unstructured data. Cognitive automation is an extension of Robotic Process Automation (RPA). If RPA exists to simplify and automate repetitive, mundane tasks following a set of pre-defined and programmed rules and procedures, cognitive automation is responsible for knowledge-based tasks that require decision-making skills and judgment. Cognitive functions in this type of automation come from the integration of artificial intelligence (AI) technologies like machine learning (ML) and natural language process (NLP). Powered by AI technology, cognitive automation possesses the capacity to handle complex, unstructured, and data-laden tasks.