"Why Merging Screening and Onboarding Will Improve Your Recruitment Process"
- 1. Why Merging Screening and Onboarding Will Improve Your Recruitment Process Madeline Laurano Research Director, Human Capital Management September 26, 2012
- 3. Aberdeen Maturity Class Framework P A C E What you need to do to Best-in-Class become Best-in-Class What processes you should have in place What you need to Industry measure Average Organizational changes you might want to make Data / Knowledge management Laggard considerations Technologies you should evaluate
- 4. Our Agenda The Current State of Recruitment Linking Processes The Impact to the Business Best Practices Technology Case Studies
- 5. Four Trends Impacting Recruitment Resume Overload
- 6. Top Pressures Facing HR Leaders
- 7. What Happens When You Merge Talent Processes?
- 8. Strategic Talent Acquisition The process of identifying, attracting and onboarding talent in order to drive business performance
- 9. What About Recruitment? Only 12% of organizations are connecting screening with onboarding to drive business results
- 10. Screening Deeply probing into relevant information on candidates and relying on more than single errors to reject candidates 1
- 11. What Does Screening Look Like? 1
- 12. 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 1
- 13. 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. 1
- 14. What Does Onboarding Look Like? Source: Aberdeen Group Onboarding, May 2012 1
- 15. 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 1
- 16. Best Practices Align with the Business Extend the Length of Program Consider the Full Picture Standardize/Customize Measure the Process Invest in Technology 1
- 17. When Does Onboarding Begin? 1
- 18. Fast Facts 61% of Organizations Say that Onboarding Starts Before Day 1 Source: Aberdeen Group Onboarding, May 2012 1
- 19. What About Best-in-Class 77% of Organizations Say that Onboarding Starts Before Day 1 Source: Aberdeen Group Onboarding, May 2012 1
- 20. Flexible Workforce Source: Aberdeen Group Onboarding, May 2012 2
- 21. 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. Source: Aberdeen Group Onboarding, May 2012 2
- 22. 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 Source: Aberdeen Group Onboarding, May 2012 2
- 24. AUTOMATING THE PROCESS 2
- 25. Current State of Talent Management Technology Source: Aberdeen Group, The 2011 HR Executive’s Agenda, January 2011 2
- 26. Barriers to Merging 2
- 27. Purchasing Trends 24% Of respondents say their budget for Onboarding technology solutions / services will increase Source: Aberdeen Group Onboarding, May 2012 2
- 28. Key Criteria for Investment 2
- 29. Thanks for your interest in our research! Madeline Laurano Research Director madeline.laurano@aberdeen.co m 617-854-5304 2
- 30. For assistance with your specific needs: Ed Shenker EVP 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 3
Editor's Notes
- #23: Large - $1B+ Medium - $50m-1B Small – under $50m