As we speak’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 fashionable candidate needs pace, flexibility, selection, and happiness. Every thing within the youthful technology’s life has been made simpler by way of digital, they usually now make up an more and more giant proportion of candidates.
New “tech-first” employment techniques, constructed on expertise communities slightly than expertise swimming pools, are right here to meet this worth system. They differentiate themselves from conventional fashions by specializing in the person expertise. In any case, when expertise is in management, they’ll choose who they work with primarily based on who offers them with the very best, most seamless expertise.
What does this imply to 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 flip onboarding from a detractor to a driver of scores, critiques, referrals, and redeployments.
Learn our recap beneath, or watch the total webinar right here.
What’s the Linked Recruiting framework?
Bullhorn launched Linked Recruiting earlier this 12 months to offer the business the instruments with which to drive an unimaginable expertise expertise from begin to end. By 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 critiques, extra referrals, and extra possibilities for redeployment.
Within the first two periods of this webinar collection, we talked about attracting and participating expertise. As we speak, we’re tackling onboarding, and the way you should use Linked 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 Traits Report, 66% of staff reported abandoning a promising alternative as a result of the method took too lengthy. Moreover, respondents listed the appliance and onboarding course of as one of many largest challenges of the expertise lifecycle.
Gorman isn’t shocked by these numbers. The candidates that he works with are on the lookout for brevity and transparency through 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 unsuitable,” stated Mileti, “compliance is vital – 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 folks leaving that have and telling others about how horrible it was.”
Expertise additionally reported within the GRID Expertise Traits 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 – nevertheless it’s not taking place on the degree it must. Gorman attributes this to the workload of the common 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 method of onboarding, as a substitute of getting a fast, two-minute dialog to talk with a employee concerning the state of affairs they’re strolling into. Structuring time with a view to join personally with staff shall be what units a profitable recruiter other than the remaining.
Key onboarding touchpoints
Opposite to standard perception, onboarding is extra than simply finishing paperwork to make a candidate an worker. “Onboarding non permanent or contract labor begins properly earlier than they get to the ability,” stated Vesce. The method contains:
- Utility/consumption/registration
- Abilities choice/validation/matching
- Interview/qualification, together with references and background checks, screenings, and credentialing
- Company, consumer, and state/federal onboarding, together with tax/employment legislation
- Day one prep
- Common help by way of the method to maintain expertise engaged
- Various matches in case the best choice falls by way of
- Surveys
- Referrals
Loads occurs throughout onboarding, and all of this must occur rapidly. Staffing companies wish to automate as many of those steps as doable, provided that it’s troublesome for recruiters to handle this complete course of manually and nonetheless personally join with candidates through the moments that matter.
Vesce additionally advises staffing enterprise house owners to take a look at this checklist and decide at which step you want info from the candidate. That can 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. After getting your course of laid out, you possibly can decide the place you possibly can implement know-how 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 which will solely final days. “Trying the place your friction factors are, and seeing what might be streamlined and what might be eliminated, is tremendous vital,” he suggested. “With know-how, we’ve been in a position to create efficiencies, particularly within the onboarding course of, that simply didn’t exist in conventional fashions, and likewise present the flexibleness and selection that gig platforms have.”
Gorman additionally acknowledges, nonetheless, that companies must strike the appropriate stability between transferring rapidly and making certain a degree of high quality management. In any case, onboarding is the place you possibly can 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 keen to maneuver by way of your onboarding course of, they’re keen to indicate 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 possibly can be sure that your candidate is engaged and within the position.
That is additionally the place instruments like reference checks can come in useful. “There may be an unbelievable quantity of information you can get in a well-formed reference checking course of,” stated Vesce, “and it turns into invaluable instrument for recruiters.” Vesce additionally identified {that a} good reference verify – and an early one, accomplished earlier than the hiring course of – is useful for all the stakeholders within the recruitment lifecycle. In any case, a stable, unbiased reference is a good instrument handy to a consumer – plus, references generally is a fantastic place to community.
Irrespective of the place you leverage tech in your onboarding course of, Gorman famous, “It is a folks enterprise. I don’t see a future the place there is no such thing as a direct human interplay in staffing. We want folks.” The important thing when utilizing tech like automation, Vesce added, shouldn’t be eradicating that human contact, however slightly increasing the attain of a recruiter and growing the quantity of candidates they’ll work together with. “It’s about optimizing the folks that handle these relationships,” he added.
Mentioned Gorman, “That you must have folks behind the ability, at all times.”
Need to be taught extra about Linked Recruiting? Register for our subsequent and closing webinar of our collection, going down on December 7.
