How to Reap Benefits with Effective Onboarding Program?

 

Reap Benefits with Effective Onboarding Program
Reap Benefits with Effective Onboarding Program

Have you ever started a new job and felt completely lost on the first day?

Candidate onboarding starts before the first day of the new hire’s job and, it begins to have an effect on the employer’s bottom line from that moment.

A strong program for candidate onboarding can boost the bottom line more than you realize.

From a new hire’s perspective, onboarding includes everything a new hire experiences that defines his or her entry into an organization and that sets him or her up for success.

An effective onboarding enables new hires to embrace the organization’s culture, history, job requirement, performance expectation, etc.

Here what you must fathom about the benefits of a good onboarding:

1) Attract and Retain Top Talent:

The first impression counts!

With an easy and robust onboarding plan, potential talent can be attracted and retained for a longer period.

A study by O.C.Tanner found that 69% of candidates were more likely to stay with an organization for atleast three years if they had a great onboarding experience.

With an effective onboarding program, a robust foundation for an incredible work culture can be built, and use that to draw in and retain high talent.

Related: 5 Successful Recruitment Strategies in Hiring Industry.

2) Boost Performance:

When a candidate perceives their expectation from the day he was offered the position, they perform better.

Effective onboarding programs can improve employee performance by 11.5%, according to Recruiting Roundtable.  Pushing the candidates to meet new performance goals is one way to make them feel engaged.

During onboarding, have new hires interact with the team member and hear from them directly about key organizational initiatives and goals. It will consequently help them to gear up for their upcoming performance soon.

3) Better Candidate Engagement:

Being face-to-face with the candidates demands attentive listening and feedback, resulting in a more candidate engagement.

Research has shown that candidate engagement is one of the top factors that contribute to the candidate joining ratio.

Engaging and follow up with the candidates, accelerate the acceptance and cut back the gap between offer date and joining date.

 

Related: Mastering The Art Of Candidate Engagement

 4) Decrease Turnover Rate :

22% of candidates turnover occurs within the first 45 days of the offer. However, if the new hires participate in a tailored onboarding process, 66% of them are likely to remain with an organization for more than 3 years.

Gamification is a popular new trend striking recruitment industry and can be very effective in keeping the new hires engaged throughout their onboarding.

Implementing an onboarding program goes a long way towards ensuring a better talent fit right from the start.

Related: How Onboarding Done Right makes New Hires go Wow on the Date on the Joining

5) Encourage Open Communication:

An effective onboarding program can provide the structure and setting for new hires to get answers to questions about their new workplace without the pressure.

Sharing the information about the organization in a common platform where candidates can easily access, allow them to see exactly what it’s like to walk through the office.

It has conjointly an excellent impact on the candidate’s initial interest and engagement in the organization.

Related: The Art Of Onboarding.  

Final Thoughts:

 “Strategic onboarding not only reduces operating costs and helps new hires improve their personal contribution to the enterprise, it also reduces regrettable attrition, and helps the organization deliver against its strategic goals.”

                                                       – Mark Stein, Author of ‘Successful Onboarding’

(Excerpt Source Link: http://bit.ly/2xiEPOZ )

Get started now and grow and refine your program over time. Just as onboarding is a continuous process, so is creating planned onboarding program.

An onboarding program that is executed effectively is worth the investment and can be one of the biggest contribution made towards the long-term success of an organization.

For a seamless onboarding for your new hires embrace HirePro’s effective onboarding tool M-Brace. Click here to know more: http://bit.ly/2xMrgqS 

 

Mastering the Art of Post Recruitment Follow Up

 

The Art Of Post Recruitment Follow Up
The Art of Post Recruitment Follow Up

Here’s the brutal truth about Post Recruitment Process

There are WAY too many hiring leaders in recruitment space today that think “recruitment and selection” complete the recruitment cycle.

They say, “if we can attract and hire the right talent, the job is well done.”

If only it was that easy….

Perhaps, this statement could only apply if you were interviewing and selecting the perfect candidate, only to have them not to show up on their first day of work.

Otherwise, you’re taking the “cooked spaghetti approach”: throwing a bunch of stuff against a wall and hoping something sticks.

Well, today we are going to show you how to master the art of post-recruitment follow up. It guarantees that you get high quality hires onboard and let them stick around.

And when you apply these post recruitment techniques, you’ll watch your talent retention rate skyrocket to the top — consequently affecting the productivity and business growth.

But there’s a catch:

Before you fire up and take any action to cut your no-shows to absolute zero, you need to find out what’s fearing your top hire to accept the job offer.

Can’t-do the job” fears – Where the Post Recruitment Follow Up Begins   

As we said earlier, most hiring leaders think recruitment and selection complete the recruitment cycle.

This is a huge misconception.

Here’s why:

Because your candidates may still have serious doubts that they can’t actually do the job. Remind them that they clearly fit the firm/job and that they clearly meet each of the qualifications. Let them know that organization and the team is 100 percent confident that they will succeed.

That’s not to say “can’t do the job” fear ends here. Introduce your team members to your hired candidate.

Maximize contacts with your teammates – Post Recruitment Follow Up Analyzes Value fitment

If your candidates are still struggling to make a decision, here’s how your teammates can make them feel welcome.

Here’s what you can do:

Encourage your teammates to email or text your new hire, or offer invitations to connect on social media, or just provide the new hires with links to the social media sites of the team’s employees.

Provide them with more contacts from your team, encourage the administrative assistant, IT or anyone to call them, either to tell them something or to ask them a simple question.

Once your candidate feels engaged, keep an eye out for their offer acceptance.

Reinforce their acceptance decision – Post Recruitment Follow Up humanizes candidate experience

Now that your teammates have successfully encouraged your new hires and the candidates have accepted the job offer, it’s time to show some support.

We recommend putting most of your effort in reinforcing the acceptance decision of your new hires.

Immediately thank them for writing for accepting the offer. Also, reinforce the sale by reminding them that they have chosen wisely by listing again what you have to offer and why they said yes. Remind them how much they are needed and that their teammates are counting on them.

Reduce first-day anxiety – Post Recruitment Follow Up nurtures Candidate Engagement

Chances are that your candidate is ready to join the company, but still worried about their first-day appearance.

Here’s what you should do:

You increase the likelihood that they will show up if you minimize any anxiety they might have on their first day.

That means providing them with directions, parking information, what they should wear, what they should bring on the first day, and anything else that has caused anxiety among past hires.

Also, let them know their office location, phone number, the type of computer they will have, and make them aware that their physical worksite is ready for their arrival.

Yet, some will rethink reneging on their acceptance of a job.

Now, it’s time to make them aware of the economic consequences that they are creating.

Make them aware of the cost of a Renege – Post Recruitment Follow Up Educates the Candidate

It’s time to reveal your new hire the impact of reneging.

Let the new hire know generally the amount of time and money spent on their hiring.

Also, make them aware of the added rupees that they will cost the firm if the hiring process has to restart and the cost to the firm if the position remains vacant for at least another month.

Once your candidate is aware of the no-show cost, it’s time the humanize your Onboarding process by assigning a buddy.

Assign them a buddy – Post Recruitment Follow Up Humanizes the Onboarding Experience

Most organization start their buddy program from the date of joining of the candidate.

This is a HUGE mistake.

If you’re going to assign them a buddy, don’t wait till they start the job. Have that individual contact them and begin helping the new hire during their notice period.

Once you are done with assigning a buddy, it’s time to take a feedback on your Post Recruitment Follow Up process.

Send them an Onboarding survey – Post Recruitment Follow Up Cares

A simple Onboarding survey covering candidate experience will reinforce the fact that you care.

A survey covering the job needs will let them know that their individual needs are important both to the manager and the firm.

Reasons why Post Recruitment Follow Up Matters

Hiring Managers and Recruiting leaders need to know what factors can cause their new hires to change their minds before initiating the post-recruitment follow up process.

Some of the pressures that your new hires are facing include:

Counteroffers from their manager, pleas from their peer colleagues, late arriving offers from other firms, document verification, notice period buyout and “first-day fears.” If a relocation is involved, the pressure from the family to reconsider may be enormous.

Taken together, all these factors can easily give your new hires cold feet and cause them to at least think about backing out of their promise.

Wondering if your onboarding program would be a spot on?

Introducing HirePro’s MBrace Onboarding Solution:

Hit “Play” to check out the 3 reasons to consider Automated Onboarding M-Brace

Optimising Engagement for Better Talent Onboarding

 

Understanding the need of engagement
Understanding the Need for Engagement

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:  

For optimising your talent onboarding with seamless candidate engagement, get started with us: http://bit.ly/2Ik9FfH

 

Keep Your Talent From Walking Out

Talent Retention and Onboarding..

Are you losing your talent before they walk into your organization?

No one wants the potential candidate to walk away and getting the right talent onboard is not an easy task.

Organizations need strong new hire onboarding processes. Employee onboarding is a strategic opportunity for organizations to increase talent retention and employee engagement.

Integrating new hires into the organization requires the formation of a mutual relationship.

Related: The Art Of Onboarding.

First impression matters..

Do you remember your first day at work?

You are probably excited, a little nervous, and wanting to make the right impression.

Similarly, for the hiring manager, to create an effect and make the candidate feel comfortable with right impression is very crucial.

The first impression can create an everlasting effect, so make the most in the first meeting.

Recruitment efforts will bring the potential hire to your door, but how you manage the interview will influence whether the candidate accepts the offer. Even if the candidate is not brought into the company, they may refer other potential candidates to your company. You want the referral to be a positive one.

New hire onboarding..

The work is not over once the candidate accepts the offer. An organization needs strong new hire onboarding program. Employee onboarding is a strategic opportunity for organizations to increase retention and talent engagement.

Successful onboarding requires candidate engagement after the offer is accepted which starts even before the candidate steps in the organization. The time from when the offer is accepted until the joining date is very crucial. Even a little negligence will make you lose the right talent. So make the most of it. Integrating new hires into the organization requires the formation of a mutual relationship.

60% of HR professionals say that it is a major battle to retain the talented candidates. It is recommended to promote the work culture to attract and retain the new hires. Creating a positive work culture where each employee is valued, supported and engaged in work will not only help in retaining your talent but also impact your company’s bottom line.

So, strategize your talent management and strengthen your new employee onboarding to keep your talent from walking out your door. Discover the power of digital onboarding with M-Brace.

To re-imagine your interview management and new hire onboarding, get in touch with us:  http://bit.ly/2xMrgqS

 

 

 

 

The Role of Company Review Portals in Talent Acquisition

 Review Portals in Talent Acquisition
Review Portals in Talent Acquisition

Gone are the days, when a candidate used to wait for a call, from a recruiter. A job isn’t just working anymore, it is a brand which determines your personal brand! Erstwhile companies used to provide jobs for people, now the talent acquisition system looks for people first who fit the jobs.

A large part of the decision-making process starts much before the candidate gets the actual call. With company review portals, it becomes extremely easy for prospective candidates to assess the internal work environment and what they can expect. Company review portals, work on a simple concept that people believe people. You might not know anyone in the company, but a candidate today still wants to know everything about the company much before joining.

The First Impression

Delivering Highest Quality Candidates
Delivering Highest Quality Candidates

Any organization now needs to have a social presence. Social media is second to employee referrals as depicted to attract talent. This implies a strong inference on the influence that UGC has on the candidate’s mind. What is UGC?

UGC OR User-generated content has a very large impact on what people think OR know about the company in conversation. With the advent of company review portals, which give a platform to current employees as well as alumni. This allows every candidate to make a choice much ahead of an interview call.

Circle of Influence:

Candidate engagement and building conversations have become the core of any hiring activity. All the conversations and the activities pursued by an organization online/offline are integral to create a superior candidate experience. In a webinar held on “Hot staffing trends that impact business” carried out by a staffing agency, had interesting insights.

  1. 73% of candidates would go ahead to accept a lower compensation if the company had great online reviews
  2. More than 77% candidates willingly nod to a 5% lower salary than their expected compensation if the employer created a great impression during the hiring process. This included both online and offline methods.
  3. Around 60% candidates do not take jobs in companies which have limited social presence and responsiveness.

The Relationship Economy:

Company review portals are easier mediums to maintain a dialogue with not just candidates, but also the internal workforce. The entire investment of effort and time, that is spent in keeping the dialogue active will certainly prove to be highly profitable for the bottom line. Use archived data in combination with automated notifications to build consistently strong, communication-rich relationships.

In order to clap you need both hands always. Similarly as important as it is for a candidate to maintain a positive social profile, it is equally OR in fact much more important for a company to maintain an enthusiastic online presence. Review portals have a synergistic effect on your existing social Klout.

The affect areas:

It is not just important to be present on social review portals, but then what is the display content is as important OR even more. So what are the areas that you could positively influence with regular maintenance of the social review portals? OR let’s ask this question a little differently.

What do candidates usually look for when researching for any company online? The graph below depicts the various affect areas with review portals OR social presence.

Areas of review portal's influence
Areas of review portal’s influence

Conclusion:

Review portals are important because they are becoming a more integral part of not just the job offer and interview process but the entire engagement process that extends beyond the conventional transaction. Review portals have gained importance because the evaluation of the company by the prospective candidate begins much ahead in the consideration phase of employment.

There are high chances that your marketing team is maintaining your company’s social media and online mentions which makes the ability to monitor sites and conversations. The talent acquisition teams will need to sync with marketing to ascertain if, when and how to respond to reviews and comments. All Employers are not perfect and therefore you might chance upon negative reviews. I still dine at restaurants on Zomato with less than four stars. Candidates like consumers watch the responses employers have for negative reviews. This makes it important for employers to exhibit their listening skills and introducing changes to their processes or way of thinking.

References:

  1. http://www.businessnewsdaily.com/6975-future-of-recruiting.html
  2. https://image.slidesharecdn.com/lisasmith-strother-mainstage-finaldraft6-160930214011/95/glassdoor-summit-lisa-smithstrother-33-638.jpg?cb=1475271669
  3. http://www.softwareadvice.com/recruiting-agency/industryview/ats-report-2015/
  4. http://www.bullhorn.com/blog/2017/03/hot-staffing-trends-will-impact-business-webinar-recap/
  5. https://www.entrepreneur.com/article/250598

 

Shaping The Future Of Recruitment Trends

Shaping the future of recruitment trends
Future of Recruitment Trends

2018 looks to be the promising year for revolutionizing recruitment. 

So what’s new this season?

Planning to stay ahead of the competition?

In order to stay eminent, you need to evaluate where you stand right now compared to your talent acquisition competitors. Look out for the most innovative strategies to satisfy the new talent acquisition goals every year.

So let’s find out how in the coming future we can drive the existing recruitment trends to a new dimension.

AI Powered Search:

Why would you need a job board, if your machine can search candidate automatically? Thanks to the emerging AI technology it has become possible now. AI has become quickly a very powerful tool in candidate search procedure. If you give the machine an indication of the type of candidates you are looking for, it will start a broad search, and deliver a long list of potential candidates quickly.

Around 15% of HR leaders from 40 countries report AI and automation have already made a great impact on their workplace plans. Moreover, 40% say they expect artificial intelligence to affect the plans they have for the next 2 to 5 years.

So, AI is the next robust technology that will be widely used in the recruitment industry.

Workplace Diversity:

The term workplace diversity is defined as accepting and valuing the differences that exist between people of different gender, age, background, religion or ethnicity.

In recent years, companies have recognized both social and financial benefits of hiring a diverse workforce. Almost 60% of recruiters said that they design their hiring strategies to attract diverse candidates. Moreover, not only is this trend becoming increasingly popular across all industries, it’s also listed as mandatory.

In 2017 we have witnessed a huge shift in the mentality where recruitment strategies are designed to reduce unconscious bias.

And it will continue further!

Candidate Nurturing:

Millennials and Gen Z expect seamless candidate experience, much like the one they are offered when shopping online.

So to get the potential talent’s attention, recruitment professionals should always offer a smooth candidate experience during the entire hiring process. Automate the application process so that it takes much lesser time and all the details can be filled easily.

Yes, use all the automated tools and processes you can to be more efficient, but use your efficiency to provide a human touch, being more personal in your communications and more empathic in your interaction with candidates.

Nurture them until the time of onboarding so that the whole recruitment process gives a positive impact on the candidate.

Social Media Hiring:

With millennials being the major workforce nowadays, social media recruiting has become even more important. It looks at trends in the recent years.

Nurture your employer’s presence across all social media platform and measure the hiring statistics. According to a study, it is found that,

Over one-third of organizations have taken steps to leverage mobile recruiting. 84% of companies are currently using social media as one of the effective hiring steps and 9% are planning to implement in near future.

Chatbots:

Chatbots are in increasingly used in recruitment, to have conversations with candidates. They can save recruiters a lot of time, by responding the primary questions of candidates. They help them to make the first selection.

The chatbots can talk with applicants on the website of organizations, but also through the assorted social media platforms (Facebook chat, WhatsApp etc).

High volume recruiting require communicating with thousands of candidates, in addition to a recruiter’s normal screening functions and other duties.

A chatbot can help recruiters save a lot of time.

Chatbots are also gaining popularity for improving the candidate experience.

Finally

These are 5 key recruitment trends that are expected to cause a massive shift in the way talent acquisition is looked at in the near future.

If you think we’ve missed out on any other trending development in the recruitment industry, your views and comments are welcome!

To know more about Recruitment solutions click here.

Interview Management: Setting Candidate Expectations Right

Have you ever taken time to reflect back? Is it the interview management or the interviewees who are failing in the interview?  If not, it’s time to give it a thought.

Positive Candidate Experience
Interview Management process and candidate experience

Some of you might be able to remember when recruiting was about pulling names from a classified ad of a newspaper.

So, what are the steps to be followed before scheduling an interview?

  • Dialing the contact person in the organization – then request the candidates to send their resumes for further shortlisting.
  • Once the candidate would clear the application stage, call them and schedule an interview slot.
  • Post-offer-follow-up is also one of the important steps in inter management process.

We have been hearing a lot from HR professionals in various organizations expressing concerns about the quality and consistency in the way the whole interview process is managed. But, when it comes to talent attraction and setting candidate expectations right in the interview, it is high time to bring a change and introspect each aspect of the whole interview management process.

So let’s identify some critical steps to drive and make your interviewing process a world class:-

Hiring Managers need a new cape for acting as a Salesforce

Think Out of the Box in interview management
Think Out of the Box

When it comes to setting candidate expectations right, it is important to think out of the box.

It is time to start defining targeted talent persona and creating an attraction plan around their specific consumer behaviors. To design the talent persona, talk to your top performers and find out what makes them tick.

How did they come to your company?

How do they stay current with what is going on within their industry?

What message would really resonate with them?

Isn’t that the same approach followed by the sales force to attract the customer to a product? Yes, you are right!

To streamline the interview management process, take some research, make a checklist of the questions and prepare some selling points based on the interest of the talent persona. Sell the right message during the interview and, place that message in a right manner to nurture the targeted talent pipeline.

Subsequently, you will attract and connect with the right candidates in a jiffy.

Interview Management and Candidate Nurturing:

Nurturing and building a relationship with your talent persona like leads is just as important as attracting them.

31% of selected candidates keep waiting to hear back after the interview process is over. 44% feel the lack of response from recruiters is the most frustrating part. As a result, they start looking for other jobs.

To build and nurture a connection with the targeted talent pipeline, you can begin building relationships through email campaigns, direct mail, text messaging. Using a tool to check the status of the documents submitted online for background verification is also essential.

But, the important part is to create a strategy around how and when you interact with that targeted talent pipeline on the call.

Impact of Interview Management on Employer Branding:

Set up a few brainstorm creative sessions with your employees where you can define your core issues, evaluate your competition’s recruitment strategies, define your talent persona to them and, make your employees as brand ambassadors to connect with the targeted talent persona during the whole interview process.

Put it all together:

Your interview management process should be an integrated approach. Then, lead the art of talent draw and meeting up the candidate expectations right. There is no secret sauce. However, if you broaden your approach and your definition of recruiting, the candidate expectations can be attained. Try creating a multi-faceted approach to meet the candidate expectations. Create a robust strategy to nurture your candidate and use employees as brand ambassadors to build a relationship with the candidate.

For more information:

To learn how to manage an interview process or build a robust candidate experience, request a demo here: http://hirepro.in/contact-hirepro.php

 

Mastering the Art of Candidate Engagement to make Job Offers Work

Post Offer Follow-up ensures that our recruitment efforts don’t go into waste in these war of talent times. In this infographic, discover the trends of mastering the art of candidate engagement followed in best of the companies.

Candidate Engagement and Onboarding
Mastering the Art of Candidate Engagement with Post Offer Follow-up