Hire-On-Go and Onboarding with Recruitment Automation

Hire on Go with Recruitment Automation
Hire on Go with Recruitment Automation

Recruiting, interviewing, hiring, and onboarding new employees can be an expensive and stressful process in the best situations. 

But then to their rescue came the brimming gift from robotic technology, the Automated Recruitment software. Unstructured tasks now can be defined and standardized by automation without any hassle.

Automation helps to streamline the entire recruiting process, simplifying the sourcing process, and automatically sorting and filtering applications to find the best talent. It even helps with scheduling interviews, cutting down on much of the headaches that usually come with the manual follow up with the new applicants.

Automation in the recruiting and onboarding process eases the work for the recruiters and make them free for the other valued activities.

Related: 5 Successful Recruitment Strategies in Hiring Industry

Hire-on-Go

One of the problems with maintaining a disorganized mess of candidates resumes in physical form is that you have to be at the office to review the information. With the automated recruitment software, you can automatically source and screen the best talent from anywhere—be it a laptop or a mobile device. This on-the-go accessibility helps you make quick and updated decisions about the candidates—all without actually being in the office.

Automation allows the recruiter to make better hiring decisions based on the candidate’s technical ability and cultural fit. Therefore, the vacancies can be filled faster by the recruiters with the confidence that they have hired the right candidate for the role.

Automation can support great candidate experience in many ways. Two of these being speeding up the application process and candidate communication.

Millennials and Gen Z are quite agile and dynamic. So, days when candidates would have settled for the cumbersome and long application process, are in the past. They expect to know the outcome of the process for sooner. Quick response helps to attract and retain potential talent enhancing candidate experience. Consequently, positive candidate experience strives the brand reputation.

Because of Automated recruitment,

-time to fill the application process reduced from 34 days to 9 days

-cost per hire reduced by 70%

-efficiency increased by 4X.

Related: Campus recruitment and HirePro

Offer to Joining Ratio

Once a new hire accepts the offer, it’s important that your onboarding process serves as a crucial time to increase the joining rate of the new candidates. The onboarding process can set the tone for the relationship with the new candidate and the company over the long-term. However, onboarding is often filled with paperwork like document submission, background verification and introduction to the organization culture. Fortunately, much of this work can be streamlined, for example, by implementing a customized onboarding platform (MBrace). New hires can then quickly and easily fill out all the information required and submission of documents.

The best thing is that all these clunky processes take place only in a finger’s click. Automation complement seamlessly, enhancing the entire recruitment and onboarding procedure and eliminating the need for manual stress.

Bottom-Line

Using Automation in a purposeful way is a step forward in the pursuit of reimagining the future of the recruitment industry.

It provides structure, a consistency, and fairness to recruitment and onboarding activities.

Have a glance at the infographic of the impact of automation in recruitment:

This hiring season, leverage your recruitment and onboarding process with HirePro’s Hireboard solutions. To know more click here: http://bit.ly/2xMrgqS

 

 

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 Evolution of Onboarding: Reading through a Netflix Approach

Evolution of Onboarding
Looking at Evolution of Onboarding

Are you one of those movie buff who stay glued to Netflix TV shows or streamlined movies? We all know that Netflix today is the veritable gold mines of must-watch shows and movies. Other streaming services also followed in kind with their own original programming, but there’s no denying: This is Netflix’s world, and we’re just living in it.

You must be thinking why are we talking about Netflix in this article? For a moment, give this a thought about what’s that one thing that made Netflix get there? Netflix managed to stand ahead and shoulders over even TV network for one unique reason.

The answer is simple, it keys in on the millennial need for instant gratification caring little for advertisements. No one is forced to wait, a week to watch a 45 minute show peppered with almost 20 minutes of commercials, making Netflix the easy choice over network TV.

Now, imagine if companies apply the same strategy model to focus on instant gratification of candidates as customers to develop an evolutionary new hire onboarding solution for workforce development.

Looking at the Evolution of Onboarding

Onboarding models have had a dynamic evolution in recent years. For MNCs scaling up in the market, the emphasis in the past few years was primarily on the number of new hires getting attracted and retained for a period of time. The emphasis in 2017 has now shifted and a productive positive new hire onboarding experience has emerged as the new contract between employer and employee. Just as marketing roles have moved beyond customer satisfaction to look at total customer experience, so is recruiter salesforce refocusing its efforts on building onboarding programs, strategies, and new roles in Onboarding HR to understand & continuously improve the entire new hire onboarding experience.

The figure mentioned below illustrates several important areas, where there is little improvement in Onboarding process in 2016-2017.

The dynamic evolution of Onboarding in 2016-17
The dynamic evolution of Onboarding in 2016-17

Onboarding Evolution- Challenges across multiple dimensions

Several factors that make evolution of Onboarding process a challenge today:

  • First, companies need to embrace advanced recruitment automation tools to engage with candidates on an ongoing basis, design a metric to determine what the quality talent is expecting and values about the company culture before joining.
  • Second, while some companies have created the C-suite role of Employer Branding roles, most companies have not assigned responsibility to a senior executive or team to design and deliver the candidate attraction strategy model via company social platforms.
  • Third, many companies stresses on “employee engagement” in HR function but have not yet understood the importance of engagement in frontline hiring, diversity, inclusion, employee wellness metrics and intrapreneural workforce design.

Netflix Approach- Design of an evolutionary Onboarding Solution

Getting the cognitive Onboarding tool evolutionized right

When a customer signs up on Netflix app, it shows them a set of movies & TV shows to choose. This evolutionized cognitive approach allows recommendations to get tweaked and fine-tuned as soon as the customer click on a title or abandons a film half-way. Every action of customer is a data point that gets thrown into a big cauldron of data which Netflix eventually uses to keep adding to customer’s kitty.

Now, imagine embracing the same approach to develop an evolutionized onboarding tool across multiple dimensions. In a world where millennial talent can manage much of their lives on a handful of smartphone apps, they expect every element of their onboarding experience, to be customized, easily accessible & a red carpet entry which will make them go WOW on their onboarding journey.

Designate Onboarding Sherpas to orchestrate the evolutionized model

What is so unique about Netflix chatbots that adds richness to the customer experience? Have you ever thought about it? The secret magic behind Netflix customer retention are their online frontline chatbot agent. The quirky funny exchange in the form of a character play allow them to put themselves in the customer’s shoes and study customer’s future interest.

As the usage of AI systems, robotics, and cognitive tools grow in sophistication, designating Onboarding Sherpas will further leverage the human connect with the candidates.These experts will craft a winning proposition for the candidate, innovate the candidate relationship with the company,align talent goals with a corporate purpose and design a augmented workforce for future.

The Evolutionary Onboarding tool of the future: Arriving Now

Presenting you the ultimate cognitive Onboarding technology which will help you find and court skilled hires for your future workforce. Click to discover the power of Mbrace Onboarding tool.

How to simplify Onboarding with HirePro Mbrace, a POFU tool?

Simplify Onboarding with HirePro Mbrace
Simplify Onboarding with Mbrace, A POFU tool

Before we begin with laying out the story of why POFU is used for simplifying Onboarding let’s discuss what it is, let’s break down the acronym for you; POFU stands for Post Offer Follow-Up. It is not exactly a new concept, however, it tends to differ the way HirePro practices it. Post Offer Follow-Up is a simpler way to understand the holistic and indigenous candidate engagement and onboarding tool i.e. HirePro Mbrace. Yes, there is a word-play; Mbrace as in embrace. Onboarding is indeed about embracing the candidates and making their firsts steps into the organisation as smooth as possible. Apart from the formal information collection and background verification, Onboarding should be about increased candidate engagement and that is exactly what MBrace is. But before we get into what and how MBrace is the answer for successful onboarding, let’s look into the problem.

The Problem Statement

The first and foremost issue with the process starts right after the offer is laid out. While employers like to believe that the job is done, there is always a huge gap from the time of offer to actual joining date. So, in anticipation of onboarding the selected candidates, there is a good percentage of candidates that drop out, resulting in a setback of offer-to-joining ratios.

It is quite understandable, given the fact that right out of college a lot of students are not fully aware of their future aspirations. Although they choose to grab an employment offer to secure a future, most of them begin reconsidering the options during the ‘gap’ period. Things like whether the employer would match their career aspirations; will there be a defined growth path; including several other questions. Sometimes these questions emerge post-offer and when they go unanswered, that is when the chosen ones decide to drop the offer.

In the above scenario, more often than not these candidates have another offer to fall back to; An offer that may seem more lucrative as a comparison to the previous one. However, many times, these decisions are also influenced by peers, seniors and parents, who have different views about the prospective job. What remains common in all these, is the company’s sheer disconnect with the candidate. Since the employer gets complacent about a post-offer follow-up, the candidate goes the other way.

The problem statement, thus, gets defined as the dipping offer-to-joining ratios.

Continue reading How to simplify Onboarding with HirePro Mbrace, a POFU tool?

How Onboarding done Right makes New Hires go WOW on the Date of Joining?

The essentials of right onboarding
The essentials of right onboarding

We strive to find ourselves the right candidate by trying to attract the right talent within the designated time for a certain role. We invest a lot of effort, money and resources in getting the right candidate inside the door and converting him into an employee. Is our job done?

In the current landscape, on-boarding is much more than “welcome you aboard”. New employee yearns for that ‘sense of belonging’ from the moment they accept the offer. If done incorrectly, on-boarding can leave a bad impression about the company’s culture and values. It is like showing a wrong direction to someone who is trying to find a particular address.

So, what’s the best way to make candidates feel at ease and accepted?

Reduce paperwork – To begin with, infinite number of forms and list of documents required for submission can make the candidate jumpy. The idea is not to dump forms or skip legal requirements; however, incorporate paper forms using a strong technology platform, so that there is an ease of completing all joining formalities before the candidate comes to work.  

Incorporate a buddy program – The concept of incorporating a buddy system is essential for great talent branding. Buddies are great for that first day, first week, first few months support. New hires feel more comfortable conversing with someone who is tenured in the organization, or who is knowledgeable about the firm’s policies and procedures. While pairing a new hire with a buddy, you need to make sure that the buddy is well versed about company’s culture, dress code policy, organization’s values, mission and people.

Remember, your assigned buddy is the extension of your employer’s brand and must have the quality to be the best ambassador to carry your companies brand image.

Engage your new hires through training – You can’t expect your new hires to be loitering around with no work. At the end of the day, you are burning money – think about the money you invested on getting them hired. It is important to engage your new hires by enrolling them for training, so they reach up to the standards.

Stay hooked with your new hires – If you are the one who recruited that new hire, it is obvious that he/she will always reach out to you, once they feel lost. It is recommended to keep an engaging relationship with the employee instead of passing the baton to the onboarding team.

From orientation to retention – 60% of HR professionals say that it is a major battle to retain the talented candidates. While you get them hired with attractive perks and salaries, keep an awesome orientation program ready for an exciting new experience. It is recommended to promote that amazing work culture to attract and retain the new hires.

Don’t miss out on this huge opportunity to build relationships and create a great employer branding of your company.

If you have an awesome onboarding story, do share it with us in the comment section below.

The Art of Onboarding

Employee Onboarding done right is crucial
Employee Onboarding done right, is crucial

Bringing new employees on board is one of the toughest challenges the best of organisations and leaders face.  As per survey reports, 40% of new leaders fail in their first 18 months majorly because of onboarding gone wrong.  Critical mistakes made so early often prove to be a disaster.

Also, industrial experts suggest organizations with a standard onboarding process have experienced 54% greater new hire productivity, along with 50% greater new hire retention.

 

What is actually onboarding?

What is onboarding?
What is onboarding?

Onboarding is the process of bringing an employee to a state where they feel more welcomed and reach their best productivity levels, though not at the cost of overlooking factors like essential company paperwork and tasks. The process is deemed something quintessential and important at most companies.

As a matter of fact, onboarding remains a key factor in inspiring employees, helping them grow and evolve, both personally and professionally, and most importantly retaining them. A successful and encouraging onboarding experience in most cases plays at an advantage of the company, given they have hired a potentially talented employee.

2005: The process of onboarding meant a couple of handshakes in a room, and tips on getting used to a new typewriter or a computer and going through a few simple company forms.

2015: With the ascent of umpteen digital channels on the internet, onboarding has transformed into a computerized process across numerous platforms and channels such as online, cloud-based, mobile, social and even audio and video. Moreover, there are even better options available today that help customize and integrate various aspects of onboarding into a one simple mixture of performance and talent management programs.

Today, onboarding has evolved to such an extent that it becomes critically important not to leave the human element out of the whole process and leave it uninspiring and bland.

 

Why onboarding?

Why onboarding is important?
Why onboarding is important?

Onboarding should ideally start from the very moment the candidate has accepted the job offer, with an official offer letter citing the start date and details of remuneration being sent out promptly.

Thereafter, a steady flow of information should continue, designed to keep the new employee potentially engaged. Information details such as official contract of employment, company policies, and so on, can all be used to make the new employee feel part of the organization and the work culture even before his/her first day at work. The period between job offer and start date is a critical span where some new employees may reverse their new employment decision. Keeping in touch with them regularly goes a long way towards keeping the entire procedure on track.

Making a new starter feel sidelined or left out is quite easy. They take up a substantial amount of time to cope with the surroundings and hence, lack of proper awareness can evidently find them down the wrong end. Disoriented, the new employee is quite likely to feel ‘useless’ while the truth is, they’ve been employed because they are qualified, wanted and needed!  But, only with a proper induction is it ensured that the message is conveyed.

It’s essentially important for new starters to feel included and feel a part of the team. In cases otherwise, the sense of alienation is likely to grow, affecting the morale of the new employee and quite likely the performance too.

In extreme cases, they may resign leaving the organization with the financial and time-consuming burden of having to recruit again. The resigning employee supposedly leaves with an unfavourable impression and this can have a damaging effect on the brand image and reputation of an organization. Implementation of a good onboarding practice can ensure such a wasteful failure has been avoided.

 

 

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

5 Reasons Why Post Offer Follow-Up Really Matters

New Hires' Onboarding
Welcoming New Hire
You took a pretty girl for a date, was interested in her and then expected her to get in touch with you for a second date without any communication, would that happen? It really doesn’t matter how charming you are, but this recipe is never going to work unless you keep in touch with her till you meet up next.

The same line of thinking applies to Post Offer Follow-Up (POFU) phase in getting the selected candidate to join the organization.

Post offer follow-up is an oft-misunderstood art form. Too often a stellar talent is lost because the employer didn’t take that extra step to stay in touch with the hired candidate.

We dug a little deeper into this practice and listed five reasons why we believe Post offer follow-up is a crucial part of the recruitment process.

Here are the 5 reasons why Post Offer Follow-Up really matters:

1) Cut to the chase  When a candidate attends an interview and walks out of the door, the most vulnerable feeling of uncertainty pops in. The policy should be simple, alert the candidates of your decision as soon, and as humanly possible. The moment employer knows it, the candidate should know it too.

2) Go the extra mile – You, the interviewer, might have appeared transparent during the interview phase. You also gave the candidate an impression that he is selected by sending a generic email, with the offer enclosed as an attachment. You believe the job is done.

Kill that myth!

Nothing makes the candidate feel more connected to the organization, than an employer having a caring attitude. It is always recommended to make a verbal offer first. Meet the candidate in person, if suitable. Be excited and let them know how keen you are to have them onboard.

3) No surprises – Now, you have verbally communicated the candidate regarding the offer and notified that they will receive the official letter within a stipulated time. What’s next? Can you be assured that the candidate will be joining the organization?

Should the candidate await any surprises in store?

No. It is best to clear out details like salary structure, joining location and number of working days or hours in a week, leave policies or any other important clause before releasing the final offer of employment.

A single hidden fact will just end up pushing the candidate away.

4) Brand yourself well – According to a survey, 69% of the job seekers would not take up a job with a company that has a bad reputation.
A candidate nowadays, does enough research before he/she decides to join the company. The comments which are left by the organisation’s employees, rejected candidates and ex-employees on Glassdoor or any other social platform, gets reviewed by the candidate who is about to join. Thus, it is highly recommended to train the onboarding point-of-contact about employer branding. This person should be well-versed with the basics of how to welcome a candidate on-board, so that the candidate ends up leaving a positive review.

5) Get the best – To attract the right talent, it is important to stress the importance of post offer follow-up to all interviewers because at the end of the day, the candidate is your consumer. The post offer follow-up candidate experience is a deciding factor. If it is positive, the candidate will be encouraged about the joining and if it is negative, it will serve as a red flag to other potential candidates.

Post offer follow-up is all about working towards the overall candidate experience till on-boarding. In fact, sometimes it is best to put yourself in a candidate’s shoes to understand how the overall post offer follow-up phase can be improved in several ways.