Recruitment And Onboarding Timeline

SCIPHR Recruitment & Onboarding Timeline YOUR EMPLOYER BRAND You should already be working to ensure you have a strong employer brand that will attract the best talent for the role and to fit your company culture. 2 COMMUNICATION IS KEY Industry influence, engagement and quality content creation are 3 elements essential for a strong employer brand. Making sure that you have a dedicated and creative team is an investment Right from the beginning of the onboarding process, clear and regular communication needs to be established and maintained. required in todays world. In the war for top talent, being seen as a progressive company will be of huge benefit. Applicants should be in no doubt as to what's happening and what the next steps are. Mobile alerts, emails and traditional mediums should be utilised. Unsuccessful applicants should be thanked for their interest and treated MAKE THE PROCESS EASY with respect. The easier a process is to follow and progress through, the more effective it will be. This is the same for your onboarding process. Applicants should be able to start to use your portals without instructions or additional assistance. Investing in online recruitment tools will help to deliver an efficient onboarding experience and consistent brand messaging. CIPHR iRecruit offers aplicant tracking, automation and notification functionality, while CIPHR Onboarding helps to streamline the induction The design mantra 'Keep It Simple Stupid' should be kept in mind when creating your recruitment and onboarding processes. process. An applicant shouldn't need to call your support desk or be given instructions to navigate your portal. Your application process should be intuitive and user friendly. PREPARE FOR INTERVIEWS It's not just the applicants that need to prepare for the interview, as a brand you need to be ready too. You should ensure that certain things are prepared, such as: The easier and more intuitive an online onboarding portal is, the more impressed your potential talent will be. As a result, they'll tell their friends about the positive experience, enriching your employer brand. - Interviewers schedule set up and confirmed - Interview rooms booked and prepared - Interview questions created - Review job specification, especially required skills GROW YOUR TALENT POOL Re-review applicants CV Top talent is difficult to find, should you have any applicants that, although not successful in one interview, may be suitable for future roles, add them to your talent pool. PREPARE FOR DAY ONE Once you have your successful applicant(s) you'll want to prepare for day one. This will involve a number of internal resources and require coordination and communication. Building such a resource will save your business time and money in the future as well as creating brand advocates. HR, IT, Finance and the department that the employee is joining will all have a part to play in the process. Using software which can automate tasks, such as creating network logins and email addresses, as well as notifying those concerned, will streamline the process and alleviate some of the manual burden. Unsuccessful applicants should be treated with respect and communication should be maintained regarding future roles that are suitable. 7 ALWAYS BE IMPROVING Reviewing and improving upon your onboarding processes will ensure that you're continually optimising every element of the recruitment cycle. On the employees first day the main aim is to introduce them to the working environment. Showing them the facilities, introducing them to colleagues and managers, and making sure they've all the information they need to integrate into the business. Encouraging feedback from applicants that use you recruitment portal is an effective way to make improvements in the right areas, as well as engaging with the people that are using (and testing) it for you. If new tools become available, which were not available when first developing the process, then these can be utilised to further improve the applicant experience. "Onboarding doesn't just start when the employee walks through the door on their first day. It starts from the first contact with a prosective candidate, right through to their probation review. With thought, planning and the right tools you can attract the best talent, reduce recruitment and turnover costs and streamline your existing processes." - Barry Chignell Never stop improving. CIPHR eRecruitment | CIPHR AD | CIPHR Onboarding | CIPHR Net 3. LO