Understanding the need for engagement in talent onboarding
Imagine two men trying to sell you a pen.
Salesman 1: “Sir, I present to you, the all new range of ‘X’ pens. The pens are best-in-class and have been specially designed to gift you the best writing experience. It comes with an anti-sweat grip and has an anti-leakage technology. It’s an absolute must-have for professionals, Sir!”
Salesman 2: “When was the last time you took up a pen, Sir? Do you remember the purpose? The world is fast growing off pens as the world is getting more and more digital. But Sir, even in this almost-automated world, can you really deny the importance of a pen? Sir, you are the Managing Director of a reputed brand and your signature matters! And, that’s why this pen matters. It isn’t just a pen. It’s your signature!”
It isn’t tough to decipher who would make the cut.
The two men tried selling the same pen. But, the roads they took were quite different. While the first man was more of a dictated monologue citing the features and the benefits of the pen, the second man engaged in a conversation. And, that’s where the key lies. Engagement!
The battle to attract and onboard talent is as competitive as getting acquiring a new customer, and most importantly retaining them.
The basic problem with age-old talent onboarding is its outbound nature. The traditional ways are way too hiring manager driven. And, in a world brimming with options, that’s not an approach that will pay dividends. It’s about time we started considering candidate engagement an absolute necessity when it comes to talent onboarding.
Talent Onboarding – Defining Your Talent Persona
In the war for talent, it does pay off to think like a marketer. Inbound marketers define their target audience prior to every campaign and pitch their messages across accordingly. When it comes to talent onboarding, that’s exactly what more and more hiring managers have to start doing.
Here are 5 ways you could define the persona of your talent:
- Demographics – Age range, location, qualifications, current employer, income level etc.
- Work History (if any) – Previous employers, positions, and responsibilities held, etc.
- Social Presence – Presence across social platforms to assess the talent psyche
- Cultural Fit – Map the candidate’s psyche with that of the organization’s culture and ethics
- Pressure Points – Reason/s for previous job change/s, motivational aspects etc.
It’s important to understand the persona of your next talent and tailor his/her onboarding journey accordingly.
Related: Keep your Talent from Walking Out
Talent Onboarding – Engaging The Inbound Way
Getting talent onboard is a conglomerate of attracting the talent to your brand and re-confirming on that at the length of the onboarding journey.
To attract the right talent, the communication has to be effective and spot-on. But, when it comes to onboarding, it gets all the more important and quizzical at the same time. Your onboarding journey should convey your employer brand and at the same time explain, the scope for a potential candidate. From the brand culture to the goals and objectives of role-specific mentoring, the onboarding journey has to be an all-inclusive one.
Where most organizations miss out, when it comes to talent onboarding, is the consistency. The onboarding journey begins right from the time an offer is rolled out. Fast paced recruitment coupled with a vast pool of candidates across domains and functions often makes it an uphill task to maintain effective communication with the candidate at every stage of the onboarding journey. And, that’s where leveraging automation works wonders. Automated responses/reminders and events keep the candidates engaged as well educated about their roles at hand, ensuring they don’t drop out midway through the talent onboarding journey.
How to master the art of candidate engagement? Check the video:
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