So you've just started using your brand new staffing platform. How exciting! Now begins the process of transitioning from your old staffing system to Wolf's platform.

We know that this is no easy process and can seem quite daunting. That's why this article has some ideas of where to start with on-boarding one of the most important part of your staffing company, your workforce.

So where to start?

First, we want to emphasize the importance of on-boarding your staff. Making a switch from one system to another in no simple task. This is why you should be upfront and clear with your staff about what to expect with your new platform so that they can have a clear understanding of how your new platform works (and how it is different than your old system).

So what tools are there for you to use to on-board your workforce? We recommend using Segment to set up a communication channel with your platform and your workforce. Click here for an article on that. There are a number of tools you can integrate with your platform, from in-app on-boarding messages appearing for your candidates, to the more cost-effective solution of automating on-boarding emails.

Once you've chosen your channel for on-boarding, how should you structure your on-boarding process? Well at Wolf, we recommend structuring your on-boarding into 4 different phrases.

4 Phases of On-boarding
Through Segment and your on-boarding message service of choice, you can configure your on-boarding messages to be sent after your workers complete certain actions. There are many different ways you can structure the timeline for these messages, but here are some of our recommendations.

Phase 1
Whenever a candidate signs up on your platform, we recommend sending an initial welcome email. Here you can welcome them to your platform, describe your company and tell them what they can expect from you.

Phase 2

This next message can be sent out within 24 hours or so after your candidate has initially signed up on the platform. In this message, you can detail what the screening process is (such as if they will need to attend an interview), the process of applying for jobs (using the messenger bot or on the platform), and what they should do if they need to cancel (and any potential consequences of this).

Phase 3

Once a candidate has been hired for their first shift, then you can send an email with all the information that they need to know to correctly log their hours (check-in and out on the messenger, login within 24 hours if they need to change their hours, etc...).

Phase 4

And lastly, once a candidate has worked their first shift, this last email can explain what the payment process is like (when they can expect payment, how to connect their bank to Stripe, etc...)

This is just one suggestion of the plethora of ways in which you can structure your on-boarding process. The most important thing is that your company has a concrete way of on-boarding candidates! Happy Staffing!