1 - Consider ATS integrations
2 - Keep candidates well-informed
3 - Keep candidates engaged
We released our Ultimate Guide to Onboarding last week, but if you don't have time to download it, here's some quick insights!
Onboarding is one of those catch-all phrases – it can mean a variety of things to different groups. It can cover every stage from a candidate accepting a job offer right through to the completion of induction and any probationary period and even beyond if they transition to a new role and team (sometimes called cross-boarding).
Technology has its part to play to take on much of the heavy lifting both for you and the new hire. Much like attraction and selection, this stage of the hiring process requires administration too. But more so legal compliance demands a tight and well-managed process which technology can help support you with, whilst also speeding up the process and keeping new hires engaged.
Many organisations use third parties for compliance checks such as First Advantage for Right to Work or DBS checks – integrate these systems into your applicant tracking system for full new starter transparency.
Use an onboarding system that provides an overview of progress throughout each onboarding phase and for each new hire.
Our own Onboarding and Compliance hub puts you in control to start and access a variety of onboarding elements (compliance, references, etc) – and crucially have access to insights and analysis against each stage of the process for each new hire.
An Onboarding and Compliance feature that’s part of your ATS should include a dashboard for candidates too. For candidates, this can often seem like a complicated process, so making sure it’s clear they know what’s required from them is crucial to getting them onboard as quickly as possible.
Jobtrain’s onboarding hub for candidates gives them clear visibility of progress, so even for the most complex of onboarding processes, candidates will always know where everything’s up to. From their onboarding portal, they can even raise real-time queries with the recruitment team if any questions arise.
Candidates dropping out before joining often comes down to lack of engagement. Let’s look at how improving the contact and engagement with a candidate can be easily achieved by providing an amazing, personalised new starter experience.
Let your candidates review, accept and complete their key new starter information online and in real time (a cost saving in both time and money!) – all through your ATS Onboarding module. This is something Jobtrain offers!
Keeping up the excitement with new hires is just as important as finding, hiring, and taking them through the onboarding and compliance phase.
Going through a compliance stage that includes elements like DBS Checks will naturally add time to the process. The danger is that new hires could then lose interest before they’ve even started and quit the process, putting you back to square one and a few thousand pounds wasted when the entire recruitment process must be started all over again!
That’s why we’re huge advocates of a Welcome Hub, like the one we provide to our clients. It’s a dedicated online hub where you choose the types of content that will engage your new hires, such as video interviews with the team they’ll be working with, contact details for their manager, where they can get lunch on their first day – the choice is entirely yours.