After Mark agrees to some terms and continues, he’ll be able enter the Onboarding website portal where he’ll see his dashboard. His to-do list is prominently featured on the left-hand side. The other sections of the dashboard contain the elements that you configured in Website Content.

Mark sees everything that you’ve chosen to present to him on his dashboard—it could be a video from the president or CEO to “whom to ask for” when he shows up on day one.

He’ll be able to use the provided links to possibly see trends within his industry, information about your company, access to Google Maps for office location, and restaurants within walking distance. Mark will also be able to see his job title and team, which allows him to meet the team and know who they are before his first day on the job.

Task Activities

DIRECT DEPOSIT

The tasks in Mark’s task list are hyperlinked for quick access. For example, he can fill in his direct deposit information by simply clicking the link, which looks very similar to the direct deposit EAN. He’ll add an account with a checking or savings routing account number. He can continue to add an unlimited number of accounts for regular and supplemental pay.

Once Mark’s done providing his account information, he can select Saving Complete Task or Save and Return Later if he needs to stop and resume at a later time.

E-SIGN/ACKNOWLEDGMENT

ExponentHR also allows candidates to e-sign or acknowledge that they’ve read certain documents or policies that you want them to look through.

For example, when Mark has reviewed the employee handbook, he can sign the document, showing he’s completed the task. This is great for other tasks, like filling out his electronic W-4 form and Section 1 of Form I-9. He can also populate additional fields that are needed for his employee profile before his hire date, like his social security number, name, gender, birthdate and more.

We really encourage you to be creative with this dashboard, knowing all the opportunities that you have to engage with a new employee. Take advantage of that time between the offer letter and the new hire start date to engage with new hires. Use email communications to engage them, introduce them to office culture, and get them excited and prepared to hit the ground running on their first day.