WhatsApp messaging applications for new employee induction processes
A talk given by our Sales Executive Vanessa Chavarro and the CEO Daniel Ramírez of nojau.
VanessaWe have our guest Daniel Ramírez from Nojau. Today, we're going to learn about an onboarding app. Tell us, Dani, what that process is like. What is onboarding?
Daniel: The process we went through with Nojau has that super strong connection with Onboarding. We identified that there's a huge need when I'm new to a team; there's something cool and special about Onboarding that happens no matter what.
Because they are each of the points of contact that I have when I am becoming familiar with my new role, it is that induction, the great thing about this process is that it can be deliberate, I myself decide how I want it to happen or it literally emerges, even if I don't want it to.
So we hired a new employee, he joined the team, I had a meeting with him later, and that person was just sitting there or reading a magazine.
And that was a point of contact, or I gave him a list of the tasks that needed to be done, but I didn't make an appointment with the person in that area so they could talk.
So those things are part of the Onboarding process, which is how I learn each of the things I need to know to be able to perform my role. That's what the Onboarding process is associated with.
Vanessa: Of course, as a systematization of those processes, steps that a person must follow when joining a company so that during that induction, that new person can begin to be productive and collaborate in the company as soon as possible.
Daniel: Exactly, there you said the key word, that they think that when we in a company open a new role and we say, we need to reinforce the team with these particular skills,
We create that talent, that talent arrives, it's added, but then I need to tell that person, show them, and let them know how we do it, because every company, even though they may be in the same sector, doesn't necessarily do it the same way.
That is the Onboarding process that we are entering to intervene through the use of technology, and there I will tell you something cool and that is that how each company has its know-how in a different way, that is what is known as
KNOW HOW, that is the reason for the name of our Start-Up.
So what we do is help companies translate their know-how, which is the expertise that each person possesses differently, into a technological tool that helps us develop the onboarding process in an easy, scalable way, aimed at achieving the specific KPIs that I'm looking to achieve with the integration of this new person.
Vanessa: Sure, great. Let's continue, now that we know what the onboarding process is. The question is, why should I consider implementing an onboarding process in my company?
Daniel: Look, as I was telling you a little while ago, onboarding happens. If I leave it to itself, I won't necessarily be providing valuable elements to help you achieve your goals.
And that's why it's important for me to be aware of these processes. It might not seem relevant because in some cases, a new employee arrives, I give them a job manual and that's it, they do it and along the way they get used to it. Or I clearly build the path I want them to follow because I have a particular purpose there, and that's what you were telling us, Vane, a little while ago. And that's how I get the person who joined the team to help me achieve the objectives I have.
If I was hired to strengthen the sales team, how do I add value to that team? So, it's not necessarily just about relying on the new employee's previous skills, but also by telling them how I do it at my company.
That's the valuable element we should keep in mind and why implement it. If we have it clear, we can help new employees have a guide, a path for how we do it in the company so that they can get involved in a short time and can begin adding value, which is the purpose of new employees.
Vanessa: Of course, just like what we were saying earlier, about how to define that process when a new person joins. I've heard that Nojau is currently focusing on the direct sales sector. It raises a question for me: Why is Nojau focusing on direct sales if all companies need that onboarding process?
Daniel: Overall, there's something unique about it. It's like the first case study we're tackling. The reason is that this scenario—a new employee arrives, joins the team, and requires onboarding—applies to everyone; it's cross-cutting, for small, medium, and large companies. And we have a unique feature at Nojau: we're using technology to optimize these processes.
So direct sales is one of the first verticals we're tackling, since our focus is on onboarding sales forces, especially those of large sizes that are geographically distributed, and that's where direct sales come in.
When we talk about direct sales, it's by catalog. Most likely, at some point in our lives, someone has offered us products that could be clothing, toiletries, food. They give me a magazine, I get a craving and I say, 'I want this product,' and that person is my point of contact with the distributor of the products.
In that particular business, there is one characteristic: it is super intensive in human talent; I need to have a large number of people for that business to work.
That's the peculiarity of direct sales, so I have to prepare myself so that when I invite new people to join the catalog sales, I have to transfer my NOJAU to them.
Vanessa: Great, this introduction will give us some insight into how they do this process. The larger the company, the more valuable the support Nojau will provide.
Daniel: We help direct selling companies to:
Our focus is on people, with the majority of those who join being girls, so that our salespeople can grow by learning the processes required for catalog sales.
If I entered the direct selling business I have a particular purpose, I want to achieve objective “A”.
To obtain that new income, then we are interested in being that facilitator, being that bridge between the newcomer and the company that has joined and who doesn't yet know how the direct sales process works.
We can bring knowledge closer to those objectives, that is the first element that moves us and facing companies there is a KPI that is very relevant and is called consecutiveness and it is measured, let's say that I enter a direct sales company as a new seller, it normally works in cycles, how I managed to make sales in my first campaign, then how from the company I accompanied that person who entered the direct sales business so that they manage to make sales in their second campaign and then how I do to accompany them so that they can have sales in their third campaign.
It's that KPI of how that new person who arrives through that Onboarding process can make sales and make them consecutively.
That's the element we're helping companies with, so they can use data to access relevant information that allows them to make decisions during that process. I can identify which people would fall into the category of potential exits, before they leave the business because they may not understand.
The Onboarding Process
It starts when we take the KNOW HOW of each company and put it on our platform. We have a tool called a Journey Map where we identify, together with the company, each of the contact points where the company wants the new person to have access to certain information. So this is where what we were talking about at the beginning materializes.
When I want my collaborator to receive this information capsule, then after this receive other information, that there is a line of connection between each of the capsules that I need that person to access, so in that way what we do is the KNOW HOW of the company, what we do is accompany them in the construction of this Journey so that we then translate each of these points of contact into relevant information for the new collaborator.
Once this Journey is built, and the type of content I want to share is defined, we carry out the following process:
We build a thread of the conversation.
We start with the point of contact we have with iKono services. We start building that journey with the client once we have it ready. The technological component comes in, and today we are basing the onboarding process through WhatsApp.
What we do is translate that Journey into capsules that we distribute through WhatsApp, and together with the company we draw the thread of the conversation, literally opening a conversation from the line defined by the entrepreneur and the information capsules reach me at the frequency I determine, which can be weekly, monthly, or daily. The entrepreneur is the one who defines the frequency that suits the process we are carrying out, because this is the accompaniment.
The service allows us to communicate one-to-many as if it were one-to-one. It's very cool. You can connect to the corporate WhatsApp line and talk to my employees.
Messages for each collaborator and at the time they are needed.
There are custom variables in the messages: Names and surnames and zone, area or group.
There are also variables of the operation: Balances due, points accumulated and reminders, payment dates.
To know all the information about the webinar you can access this link to watch the full video.
#We invite you to read our blog post «5 Commandments for designing your business chatbot»
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