Canada Association of Tourism Employees

Ideas To Develop Partaking Onboarding On-line Coaching For Seasonal Hires

Discover ways to improve onboarding online training for seasonal workers

We all fear new employees more than anything. You probably woke up extra early and put a lot of effort into choosing the right outfit. It’s less about fashion than first impressions. You don’t want to be known as the person who dressed incorrectly. Then, as if that tension wasn’t enough, they have to deal with day one nervousness and uncomfortable introductions. After half an hour they are exhausted, cannot classify anyone and hardly know the way to the toilet. How can this process be more beneficial and less terrifying? Let’s look at some tips to help create engaging onboarding online training for seasonal hires. After all, you never know which holiday temples will turn out to be top talents.

5 Ways to Increase New Employee Engagement

1. Be brand specific

Not all seasonal hires are recent graduates. This can mean that they have decades of industry experience. Or it could be a parent staying at home / an empty nest heading back into the world of work. It might even be someone who is self-taught with tons of intrinsic talent who finally got noticed. What these hires lack is specific interaction with your brand. They obviously know how to use a computer, but they have no idea what type of LMS you are using. Or how your company logs workforce. Or how you can clock your way in and out using your company biometrics.

You should therefore concentrate more on these areas when designing the orientation course. Learn from your new employees. Take them around the office and just let them watch their new colleagues. Keep it casual so everyone can meet and say hello. This will help calm your frayed nerves. Write down the questions they ask or the areas that seem to arouse curiosity. Keep track of what piques your interest. It will tell you what online onboarding training they need.

2. Make it mobile

Some jobs are highly organized. One week before the start of your new seasonal job, you will have a specific workplace, security clearance, key cards and logins. However, this is the exception. At most workplaces, you won’t get your uniform / computer for a few days or at least a few hours. You will float for a while and be confused. However, everyone has their own mobile phone, so instead of basing your online training on a desktop, develop an app.

Corporate learners can download it as soon as they enter, or even before. You could actually give them access once they’re verified and passed their security check. While you then wait for your assigned seat, you can start self-training with the appealing onboarding online training set on your smartphone. If you are concerned about corporate espionage, limit the content they can access. Once they are completely in, you can empty the trench, lower the drawbridge, and increase your user rights. Now they can dig deeper into proprietary content.

3. Focus on practicality

Business leaders rarely share the views of their employees. For the boss, sublime missions and visions are key. You may have a first class assessment of the company’s success. So if you let the CEO orient new employees, they will learn a lot about starting the business. Or what his “squad goals” are. It’s all great, but it’s all ideological theory. What they need to know are practical tips that will help them in their daily work. They need to know how to fill out timesheets and track their weekly progress. You may need guidance on unfamiliar tasks, such as writing industry reports or requesting equipment. Remember that seasonal hires are usually only available for a short time. Hence, you need to focus on hands-on troubleshooting guides, task tutorials, and demos to help shorten the learning curve.

4. Create a personalized training path with rewards

Of course, each job title requires different skills. Don’t cover your onboarding content. Enable new hires to choose their own adventure that is relevant to their specific role. Create a clear “training package” tailored to your job description. You could also consider gamification elements. Like badges for any activity they successfully complete or when they get high marks on an onboarding compliance exam. They are more likely to take online onboarding training when it comes to a reward. Even if it’s as simple as collecting points, they can be used for lunch with the boss or an invitation to the VIP live training event.

5. Offer resources to support when needed

Start an online microlearning training library for your seasonal hires to give them the ongoing support they need. For example, bite-sized tutorials that show how to use the sales terminals or how to safely handle the goods. However, these repositories for the moment you need them are not just for your benefit. You can also use them to identify top talent. LMS metrics show, for example, that a seasonal newcomer in particular accesses further training or cross-training resources. You are thirsty for knowledge and ready to take initiative. This can be a sign that they are a good fit for your company in the long run.


Starting a new job can be confusing. You probably don’t know anyone in the office and you don’t know what to expect. Having an engaging onboarding online training program will help ensure your company is getting it right. Focus on brand-specific tasks. Don’t be philosophical, abstract, or general. Design detailed programs for each job position. Templates can prevent learners in the company from wasting time on irrelevant orientation modules. Allow them to start exercising on their phones before their jobs are assigned. Compatible mobile onboarding apps are an easy way to facilitate this type of training.

How can you use onboarding software to find out which new employees will move up the career ladder? Are you looking to improve the ROI and engagement of new employees with the help of onboarding training software? Read our eBook From New Recruits to Up-and-Coming Stars: Using Employee Onboarding Software to Help New Talent Realize Their Full Potential, to find out how to choose the ideal new hire training software and identify your up-and-coming stars, as well Inside secrets for onboarding employees with special needs and those with limited technical know-how so that everyone gets the same benefit.


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