A recent article, Desperate Job Seekers Push Relocation Rate to Three-Year High, on the SHrM website reveals that 18.2 percent of people polled would be willing to “pack-up-shop” and move some where else for a job opportunity.

According to John A. Challenger, CEO of Challenger, Gray, and Christmas, the group who conducted the survey, “Job seekers had been extremely reluctant to relocate up until this most recent quarter…The reluctance was almost certainly related to the inability to sell one’s current home without incurring significant losses. There was also the fear that, with the job market so unstable, it was too risky to relocate for a job that might not last.”

As the article explains, though we have not climbed back to our pre-recession economic stability, workers who have been out of the office for such an extended period of time are willing to take the risk of relocating for distant job opportunities.

This obviously has a huge impact on the the lives and families of the employees. But what about the organizations onboarding these new workers? With an influx of new employees from different geographical locations, companies must ensure that they can successfully integrate many new people from different cultures and backgrounds into an established organizational culture.

A great approach to ensure success is to use a tool like Learning @… Here are three 4 ways in which a Learning @… package can significantly ease the integration process of new employees into a company:

1. Easily deliver the mission, vision, values, and goals of the organizations so that all new employees can be on the same page as established employees. As a new employee, it’s difficult to know what to work for and how to go about doing it if nobody tells you. In addition to having a centralized place that employees can read this information—a human resources executive or the president of the company can record a welcome message to employees in which he/she can detail what is expected of new employees.
2. Host an online orientation session. Why conduct multiple orientation sessions if you have multiple groups of new employees joining the organization. With Learning @… you can host an online training orientation session which new hires can visit multiple times—a sure fire way to help them absorb important new hire information.
3. Host an online policies and procedures section that allows new employees to access the rules and regulations of the organization. It’s hard to expect new hires to abide by the “law of the land” if they ignorant of it.
4. Host a cultural awareness online training module for your current employees. If a new employee is coming from a distant area, their cultural background and values may differ from those of a more homogeneous cultural atmosphere. Giving current employees the opportunity to learn and develop skills for cultural sensitivity in the workplace will ultimately allow for a more cohesive office environment.

Helping to integrate new employees into a distant organization is just one more example of Learning @…’s powerful, cost-effective functionality.