"Why Merging Screening and Onboarding Will Improve Your Recruitment Process"

transcript

Why Merging Screening and

Onboarding Will Improve Your Recruitment

Process

Madeline LauranoResearch Director,

Human Capital ManagementSeptember 26, 2012

Aberdeen Maturity Class Framework

What you need to do to become Best-in-Class

What processes you should have in place

What you need to measure

Organizational changes you might want to make

Data / Knowledge management considerations

Technologies you should evaluate

Best-in-Class

Industry Average

Laggard

P A C E

Our Agenda

The Current State of Recruitment Linking Processes The Impact to the Business Best Practices Technology Case Studies

Four Trends Impacting Recruitment

Resume Overload

Top Pressures Facing HR Leaders

What Happens When You Merge Talent Processes?

Strategic Talent Acquisition

The process of identifying, attracting and onboarding talent in order to drive business performance

What About Recruitment?

Only 12% of organizations are connecting

screening with onboarding to drive business results

Screening

Deeply probing into relevant information on candidates and relying on more than single errors to reject candidates

What Does Screening Look Like?

Onboarding

The strategic process designed to acclimate new

employees into the organization and preparing them to

contribute to a desired level as

quickly as possible

Key Components of Strategic Onboarding

Forms Management: Collecting, tracking and managing all internal and external new hire forms.

Tasks Management: Ensuring that all the activities around onboarding the new hire are completed.

Socialization: Engaging new hires into the company culture.

What Does Onboarding Look Like?

Source: Aberdeen Group Onboarding, May 2012

Where Do Screening and Onboarding Overlap?

Forms can be completed quickly and accurately before day one

Recruiters and hiring managers can have access to forms at any stage in the hiring process.

New hires can focus on business-oriented projects on day one

Recruiters and hiring managers have greater visibility

The new hire experience and candidate experience are consistent

Recruiters and hiring managers have new hire information readily available to better assimilate in the company

Best Practices

Align with the Business Extend the Length of Program Consider the Full Picture Standardize/Customize Measure the Process Invest in Technology

When Does Onboarding Begin?

Fast Facts

61% of Organizations Say that

Onboarding Starts Before Day 1

What About Best-in-Class

77% of Organizations Say that

Onboarding Starts Before Day 1

Flexible Workforce

Fast Facts

Although 83% of Best-in-Class organizations have a standardized process for onboarding, 49% of

those organizations are able to tweak that process to meet the needs of different locations and

business units.

Top HR Metrics…Engagement and Productivity Matter

Metrics

Engagement 4.60

Time to Productivity 4.48

New hire retention 4.40

Quality of Hire 3.02

Socialization Begins Early

AUTOMATING THE PROCESS

Current State of Talent Management Technology

Source: Aberdeen Group, The 2011 HR Executive’s Agenda, January 2011

Barriers to Merging

Purchasing Trends

24% Of respondents say their budget for Onboarding technology solutions / services will increase

Key Criteria for Investment

Thanks for your interest in our research!

Madeline Laurano

Research Director

madeline.laurano@aberdeen.com

617-854-5304

For assistance with your specific needs:

Ed Shenker

edward.shenker@verificationsinc.com

m. 646-385-2078

To schedule a free consultation: Visit NewHireNeglect.com Visit Verificationsinc.com Schedule a free consultation by emailing

scott.renquist@verificationsinc.com or calling 763-420-0709