Search
Close this search box.

Winning the war for talent

In the aftermath of recent months and with the UK economy starting to recovery, it is no exaggeration to say that there is a battle taking place for talent within recruitment and HR. Using onboarding technology to engage new employees in the time leading up to their first day, and beyond, is a great weapon to have in your recruitment armoury.

In the aftermath of recent months and with the UK economy starting to recovery, it is no exaggeration to say that there is a battle taking place for talent within recruitment and HR. Every organisation advertises a vacancy hoping to attract the best and most talented applicants. But, they do not win the battle for talent simply by appointing a candidate to a role. They win it by demonstrating that not only are they technologically advanced, but that they care about every new employee’s journey with them – from the moment they accept an offer. Using onboarding technology to engage new employees in the time leading up to their first day, and beyond, is a great weapon to have in your recruitment armoury.

Job applicants (Millennials and Gen Z’s in particular) are avid users of technology and consumers of data. Their employment search is done online, on devices, via alerts, social media and other emerging platforms for recruitment. So, to assume that a newly appointed candidate is not still connected or reviewing new opportunities and alerts would be naïve. Why? Because of something we all know as ‘buyer’s remorse’. When making important decisions of any kind, humans review their final decision and look for confirmation that it was the right one. That means we are predisposed to consume messages that confirm our choice; but your competitors are still casting the net and your new hire may still take their bait.

So, how do you ensure that a new hire stays excited and committed to the role and your company in the time leading up to their start date and beyond? Onboarding might be the answer. Especially when you consider that new hire turnover is greatest within the first 90 days of employment. Great onboarding processes help to engage and retain the talent you fought so hard to win. Done right, it means your investment in recruitment will pay off with an excited and engaged new employee. Poorly done and you may be investing, over and over, in the time and effort to recruit.

What are the benefits of onboarding programmes?

  1. Savings and Compliance: Effective onboarding delivers operational efficiencies; using onboarding software removes paper based processes and the need to re-key data. It is a repeatable process, removing the reliance on internal resources each time you make a new hire and streamlines your administration.
  2. Organisational Gains: Employees taken through a formal process of induction and training learn faster, and shorter learning curves lead to productivity gains. Employees are more able and equipped to meet employer expectations. Employee retention is a universal goal as turnover is expensive.
  3. Individual Gains: When new hires are provided a mentor, they build vital social networks that enable their productivity and embed their sense of belonging. These mentors can also provide feedback about a new hire’s experience, so that onboarding programmes can be adapted to improve individual experiences. Employees that have been onboarded well experience higher levels of job satisfaction. The associated gains in productivity, retention and advocacy benefit both employee and employer alike.

Candidates are operating in a market where employers are vying to impress them with cultural and benefit-driven offerings. Candidates expect to be enticed and have a greater appreciation of their value than ever before. Make no mistake, candidates expect potential employers to have an onboarding process and software. Perfecting the process means finding the balance between information exchanges and enabling the employee to have social connectedness.

Well-planned onboarding programmes create compressed timelines for employee competence and productivity. Capable, resourced employees remain engaged and will reduce your turnover figures. Employees who think well of your onboarding programme become advocates for your company and brand, which attracts more talent to your organisation. Get battle ready. By using onboarding software, the administrative, box-ticking tasks take care of themselves, freeing you to focus on welcoming and engaging new employees.

Tel: 01276 456902,

sales@frontiersoftware.com

www.frontiersoftware.com

    Read more

    Latest News

    Read More

    Enabling face to face collaboration in a hybrid era

    16 June 2024

    Newsletter

    Receive the latest HR news and strategic content

    Please note, as per the GDPR Legislation, we need to ensure you are ‘Opted In’ to receive updates from ‘theHRDIRECTOR’. We will NEVER sell, rent, share or give away your data to third parties. We only use it to send information about our products and updates within the HR space To see our Privacy Policy – click here

    Latest HR Jobs

    The Compliance and HR Administrator position involves assisting with the implementation of compliance programs and HR procedures, maintaining accurate records,… £22,000 – £24,000 a yearFrom

    London School of Economics and Political Science – Human Resources DivisionSalary: £29,935 to £33,104 per annum inclusive with potential to progress to £35,441 pa inclusive

    Durham University – HR & ODSalary: £23,144 to £24,533 per annum

    University of Cambridge – Case Management Team HR DivisionSalary: £40,521 to £54,395

    Read the latest digital issue of theHRDIRECTOR for FREE

    Read the latest digital issue of theHRDIRECTOR for FREE