Of all the talent management processes, automating and optimizing onboarding is low hanging fruit. As the bridge from candidate to employee, it reaps immediate gains by reducing expenses and increasing employee output.
Onboarding should start during the recruiting process, escalate after the offer, and continue through an employees first review. Creating a positive employment brand impression is an additional benefit to making the new employee experience smooth and efficient.
Harvard Business Reviews Get Immediate Value from Your New Hire lists three steps:
1. Start early
2. Get them the right network
3. Get them working
Best practice onboarding supported by a technology platform should include:
Formal, well established processes.
Consistency across the organization.
Clear ownership of tasks.
Self-service new hire portal for information, forms & support.
Integration with HR/payroll.
Dashboard view of onboarding status for HR and managers.
Notably, aspects of onboarding best practices could apply to internal moves as well as new external hires. The study Stumbling at the Top: The Challenge and Complexity of Internal Leadership Transitions found At the 10-month mark, up to 40% are finding the transition a challenge; 20% rate it a downright disappointment.
Onboarding is a key component of a unified talent management strategy; it provides a connection between the talent acquisition and employee talent lifecycle stages including performance, development, and alignment with business goals.
