Actual workflow capabilities can help introduce new employees to their new employers and new hires by actually encouraging them – by assigning tasks – to read and learn or the company to meet newly hired employees to complete the task. This can be used as gentle pressure to move new employees through socialization.
You can browse online for the best automated onboarding process via https://www.ova.work/ for employees and HR. It also introduces personal accounts and networking capabilities similar to those found on sites like Facebook and LinkedIn.
With these features and your more formal HR organizational structure, your new employees can be introduced to their office colleagues and teammates and encouraged to explore more informal networks on the company's social networks.
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Finding and using a mentor on a corporate social network can be a completely unstructured activity or a much more structured task-oriented activity (as described above), depending on the company philosophy and culture.
You can do a much better job of servicing corporate social networks than typical standalone portals. However, if your company accepts corporate social networking on a more strategic level, there are plenty of platforms out there that offer rich additional functionality and are likely to integrate with much more likely than standalone portals.
It's now clear that you can use the online process to achieve your inclusion goals in onboarding. However, have we achieved this goal more effectively than an environment where employees are supposed to be working around the clock.