With so much movement in the employment market right now, there’s an increased focus on employee retention. Your retention strategy should kick in during the recruitment phase, with onboarding playing a critical part. Here’s how a great onboarding experience can improve your employee retention.
Recruitment Toolkit: What you need to find and keep great talent.
How important is employer branding when recruiting in the current market?
Employer branding should be a critical part of a company’s hiring strategy and is a significant factor in attracting great talent or stopping current employees from looking elsewhere. How you operate, the processes you have in place, and the candidates first impressions of the business, all contribute to the external employer brand. This first experience is essential, and it’s the companies time to shine. Old fashioned attitudes and techniques will not cut it in today’s candidate market. We unpack some of the ways you can ensure your business brand is strong when recruiting.
Source: Careerarc, 2021
With candidates scoping and learning about a company before employing, social media, websites and channels of communication are essential. These channels should communicate the culture, current team and philosophy of the firm. Employers invest in branding because they want their potential employees and the existing team to consider it a great place to work. Therefore, companies must articulate policies that encourage a sense of belonging, loyalty, and emotional attachment, leading them to be more productive and stay longer with the company or organisation.
The expectations of candidates are changing. Flexible arrangements and hours, remote working, and up-to-date technology and software tools, including the interior design of the office space, are all factors at play. Some companies manage this better than others.
Things to consider when looking to revamp employer branding:
- Storytelling: Painting a picture and telling a story about a company, its founders, and its ethics clearly, will provide potential employees with some insight into what makes the company tick. This is an essential aspect that people consider when applying for roles.
- Aligned values: In many cases, candidates are driven by money and wish to align their values with the company they work for and undertake meaningful work that makes a difference to the business. Ensure this is demonstrated in publications, blogs and on websites so that the company DNA is open to see
- Media: A company might use videos on their website to promote how they work and what it looks like to work at their office. Have interviews with current staff members, put some personality into the people that make up the team. This is often used to communicate what type of personality they’re looking for in a future employee.
Right now, it’s all about ‘experiences’. Providing a talking point and one of those aspects is the candidate experience. Usually, a candidate’s first impression of a potential employer is the application and onboarding process. According to the Jobvite Recruiter National Study, the most significant bottleneck in recruiting is working with hiring managers. If you want to ensure your company does things differently, this might be one of the parts of the process that is easily changed.
Now, technology is being used in human resources to find qualified applicants from a pool of applicants. Many organisations are using AI to match potential employees with job vacancies using “machine learning.” This recruitment method allows companies to find quality talent faster and more efficiently than before without going through hundreds of resumes.
Some modern digital recruiting tools are:
- Online job boards: such as LinkedIn, SEEK, JORA, Indeed, social media networks, employee referral programs, company websites.
- CRM’s: databases of existing candidates looking for work.
- Applicant tracking systems (ATS): These software systems are commonly used by HR departments and recruiters, as well as labour, hire companies to manage recruitment, screening and hiring processes.
75% of professionals currently working in their companies were influenced to accept the job offer because of the positive candidate experience throughout the application process.
Using tech and tools to improve the ‘hiring experience’.
Technology is playing a significant role in this industry. Hiring managers and interviewers are now using various technological tools to help them conduct effective interviews with ease.
- virtual reality-based interviewing tools and games
- online psychometric testing
- video interviewing software.
Using these technologies can help conduct interviews quickly and accurately by reducing biases in hiring decisions and seeing many candidates in one day. So why not use the tech tools at your disposal to make this process easier and quicker for both company and the candidate?
This streamlined process is now what candidates have come to expect, and your employer brand can not be optimised unless you bring your HR tech stack up to speed.
43% of new hires quit after being hired because it wasn’t what they were expecting, necessitating robust onboarding for companies.
Source: Jobvite. Recruiting Bechmark Report. 2019
Onboarded software is customer onboarding software that helps you streamline your business. It makes document processes and managing documents more efficient than ever. It is ideal for speeding up the application process. At Onboarded, we help your team automate your onboarding process so you can focus on creating and fostering connections with clients. Book a demo www.onboarded.com.au