Wednesday, November 23, 2022
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Take Your Onboarding Expertise from Mess to Success


At this time’s candidates have excessive expectations for staffing companies. What was once the precedence for candidates – getting a steady job – has modified within the wake of digital transformation and a youthful expertise pool. The trendy candidate desires velocity, flexibility, alternative, and happiness. Every thing within the youthful era’s life has been made simpler by means of digital, and so they now make up an more and more giant proportion of candidates.

New “tech-first” employment methods, constructed on expertise communities reasonably than expertise swimming pools, are right here to meet this worth system. They differentiate themselves from conventional fashions by specializing in the consumer expertise. In spite of everything, when expertise is in management, they’ll choose who they work with based mostly on who supplies them with the most effective, most seamless expertise. 

What does this imply in your staffing agency? Put merely, the world of labor is altering, and your candidate onboarding course of wants to vary with it.

Andre Mileti, Product Evangelist, Expertise Expertise at Bullhorn, sat down with Brian Vesce, Founder and CEO of RefAssured, Steve Anevski, Founder and CEO of UpShift, and Matt Gorman, SVP of Gross sales at UpShift, to debate how you can flip onboarding from a detractor to a driver of rankings, opinions, referrals, and redeployments.

Learn our recap under, or watch the total webinar right here.

What’s the Related Recruiting framework?

Bullhorn launched Related Recruiting earlier this yr to offer the business the instruments with which to drive an unbelievable expertise expertise from begin to end. By means of smarter engagement, higher automation, and a extra user-friendly expertise, companies can construct a flywheel of linked expertise experiences. Altogether, these experiences – in particular person, over the cellphone, and on-line – will present a sustainable expertise expertise, in the end driving extra engagement, greater open charges, constructive opinions, extra referrals, and extra probabilities for redeployment.



Within the first two periods of this webinar collection, we talked about attracting and partaking expertise. At this time, we’re tackling onboarding, and the way you need to use Related Recruiting finest practices to make the method extra streamlined, personalised, and simpler than ever earlier than.

The difficulty with onboarding

As expertise expects extra from their staffing and recruiting expertise, onboarding stays a ache level. In our newest GRID Expertise Tendencies Report, 66% of staff reported abandoning a promising alternative as a result of the method took too lengthy. Moreover, respondents listed the applying and onboarding course of as one of many largest challenges of the expertise lifecycle.

Gorman isn’t stunned by these numbers. The candidates that he works with are searching for brevity and transparency in the course of the hiring course of. Onboarding historically stems from the operations division, famous Mileti; subsequently, it’s not usually constructed to cater to the candidate expertise. “Don’t get me incorrect,” stated Mileti, “compliance is necessary – however expertise must be proper subsequent to it.” Added Vesce, “It’s harmful to have that high-friction onboarding expertise as a result of then, you’ll have individuals leaving that have and telling others about how horrible it was.”

Expertise additionally reported within the GRID Expertise Tendencies Report that their high downside linked to a poor expertise was insufficient coaching or preparation for the position. Preparation for the primary day is a component and parcel of onboarding – but it surely’s not taking place on the stage it must. Gorman attributes this to the workload of the typical recruiter: “Most recruiters within the contract labor area are stretched tremendous skinny.” 

Gorman added that between juggling energetic and potential candidates, recruiters default to itemizing off job necessities as a way of onboarding, as a substitute of getting a fast, two-minute dialog to talk with a employee concerning the situation they’re strolling into. Structuring time in an effort to join personally with staff shall be what units a profitable recruiter other than the remaining. 

Key onboarding touchpoints

Opposite to fashionable perception, onboarding is extra than simply finishing paperwork to make a candidate an worker. “Onboarding short-term or contract labor begins properly earlier than they get to the power,” stated Vesce. The method consists of:

  • Utility/consumption/registration
  • Expertise choice/validation/matching
  • Interview/qualification, together with references and background checks, screenings, and credentialing
  • Company, consumer, and state/federal onboarding, together with tax/employment regulation
  • Day one prep
  • Normal assist by means of the method to maintain expertise engaged
  • Various matches in case the best choice falls by means of
  • Surveys
  • Referrals

Rather a lot occurs throughout onboarding, and all of this must occur shortly. Staffing companies need to automate as many of those steps as attainable, provided that it’s tough for recruiters to handle this complete course of manually and nonetheless personally join with candidates in the course of the moments that matter.

Vesce additionally advises staffing enterprise homeowners to have a look at this checklist and decide at which step you want info from the candidate. That may look totally different for companies in numerous sectors; for instance, in gentle industrial, the place onboarding occurs sooner within the recruitment lifecycle than in different sectors. Upon getting your course of laid out, you’ll be able to decide the place you’ll be able to implement expertise that will help you and your candidate as you go.

Utilizing your tech stack to enhance onboarding

Within the contract labor world, Gorman has seen candidates spend hours onboarding for jobs that will solely final days. “Trying the place your friction factors are, and seeing what might be streamlined and what might be eliminated, is tremendous necessary,” he suggested. “With expertise, we’ve been capable of create efficiencies, particularly within the onboarding course of, that simply didn’t exist in conventional fashions, and in addition present the flexibleness and selection that gig platforms have.”

Gorman additionally acknowledges, nonetheless, that companies must strike the appropriate stability between shifting shortly and guaranteeing a stage of high quality management. In spite of everything, onboarding is the place you’ll be able to consider whether or not your candidate is the appropriate particular person for the job. “Creating friction reveals intent for expertise,” added Mileti. If expertise is prepared to maneuver by means of your onboarding course of, they’re prepared to point out up – actually present up – for that job. Vesce famous that onboarding is as a lot “will the particular person do the job?” as it’s “can the particular person do the job?” Leaning an excessive amount of on automated, digital-only processes with out that human contact ingredient dangers eradicating that high quality management ingredient and offering poor-quality labor to your purchasers. There are touchpoints all through the complete onboarding course of the place you’ll be able to be sure that your candidate is engaged and within the position.

That is additionally the place instruments like reference checks can turn out to be useful. “There’s an unbelievable quantity of knowledge that you may get in a well-formed reference checking course of,” stated Vesce, “and it turns into invaluable device for recruiters.” Vesce additionally identified {that a} good reference test – and an early one, achieved earlier than the hiring course of – is useful for the entire stakeholders within the recruitment lifecycle. In spite of everything, a strong, unbiased reference is a good device at hand to a consumer – plus, references is usually a fantastic place to community.

Irrespective of the place you leverage tech in your onboarding course of, Gorman famous, “This can be a individuals enterprise. I don’t see a future the place there is no such thing as a direct human interplay in staffing. We want individuals.” The important thing when utilizing tech like automation, Vesce added, just isn’t eradicating that human contact, however reasonably increasing the attain of a recruiter and rising the quantity of candidates they will work together with. “It’s about optimizing the folks that handle these relationships,” he added.

Stated Gorman, “You want to have individuals behind the facility, all the time.”

Wish to be taught extra about Related Recruiting? Register for our subsequent and ultimate webinar of our collection, happening on December 7.





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