Deep Dive

Automating Remote Onboarding

February 7, 2022
5 Minute Read

The onset of COVID-19 in early 2020 turned the world upside down. Between shutdowns, re-openings, remote work, school closures and the toll taken on mental health, the pandemic did and continues to do a number on all of us. What most didn’t expect was that now in 2022, we are still in the pandemic and not ‘back to normal’. Most things about day to day life have changed including the move from in office to remote working.

It is clear that remote work is here to stay. A recent study revealed that working remotely has a clear positive impact on an employee’s experience and leads to an increase in productivity. As the landscape continues to move to more remote work there are challenges that must be addressed. These challenges start at the hiring stage and continue into the employee’s tenure at the company.

Remote workplace challenges

Companies have had to adapt to the remote environment by adjusting their HR processes for offer letters, screening questions, approvals, contracts, agreements and how they collect legally binding signatures. Gone are the days where the default is an in person meeting – now companies must digitize their processes. Initially, when the pandemic hit, the go to was email to fill the gap but it creates too much noise and the potential for important items to get lost in the day to day noise. The most daunting task is finding a balance of the right technology to take on these once human centric processes.

These challenges are far and wide reaching. From hiring to when an employee starts work today’s remote world poses many challenges. Training can be a struggle, connection with the team and the growth of loyalty for a company in addition to an unclear growth and up skilling path all can result in a morale loss.

What companies tried

With all good intentions, companies have attempted to counter these challenges by inserting technology. While this can be successful there are often areas overlooked that exacerbate the issues at hand. First and foremost, HR is not an IT department. Before the switch to remote, HR was involved in the management of a company’s ATS, HRIS and ERP systems in addition to others. The more systems with separate functions that get added leads to technology anxiety which destroys efficiency. In addition, HR should be focused on human capital – what they do best. The focus should remain on onboarding, retaining and managing employees utilizing efficient technology and not managing and learning new IT systems. Finally, with a multitude of systems all storing different yet similar information, the creation of a skills and data gap continues to grow. Companies are looking for a better way to manage the systems that are needed without custom development and integrations popping up left and right.

What we accomplished

Over the course of the pandemic, DocQ has sustained massive growth and has more than doubled the size of the company. One of our greatest success stories is that while many companies were downsizing due to the pandemic, we hired, onboarded and built an entire organization and continue to sustain its growth.

How we did it

That answer is simple – Dogfooding 101. It’s really that easy, we took our product and used it everyday. We keep our ears open as we continue to add enhancements and functionalities to fill the gaps. Next, we plugged our processes into DocQ and ate our own dog food, as they say. Utilizing our own product complete with it’s no code interface, we build out workflows (drag and drop) for our different processes and then turn them on and utilize them day in and day out. DocQ is no code automation at it’s finest.

Why it works

Our product has easy adoption (you don’t have to be technical to use it) and quick turnaround time allowing teams to build and maintain their own workflows (aka their existing process). There is no need to reinvent the wheel, just plug the process into DocQ.

Integrating systems is DocQ’s specialty. It can talk and listen to any system out there without the need for custom development. Running background checks, updating your HRIS, ATS and CRM platforms, sending offer letters, collecting eSignatures are just a few of the things that can all be done within DocQ utilizing our variety of plugins. In addition, comprehensive real time reporting is available to identify efficiency gains so you aren’t left wondering what is working and what isn’t.

Change management is built into the platform as well. DocQ offers robust support for conditional workflows (if this then that) to enable complex branching of processes. The templating of any document can be used over and over again – think contracts, offer letters, employee surveys, performance reviews, etc.. The platform is entirely self service, so the team building your processes can also manage them within the tool.

Example of a typical use case

Below is a typical use case to showcase how DocQ can plug into your HR process. This one takes us from candidate application through onboarding. This is just one of the many ways DocQ fills the gaps in existing technology solutions.

What DocQ can do for you

If you are looking for efficiencies then our no code self service process automation solution is it. DocQ lets your teams define their workflows, create conditions, generate documents, obtain e-Signatures and integrate with third party systems. Grab a quick slot to see DocQ live today.

written by

Rachel Bucher

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DocQ allows users to easily automate the most complex business processes all without writing a single line of code.
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