Post on 14-Sep-2014
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© AberdeenGroup 2011
Why Merging Screening and
Onboarding Will Improve Your Recruitment
Process
Madeline LauranoResearch Director,
Human Capital ManagementSeptember 26, 2012
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Aberdeen Maturity Class Framework
What you need to do to become Best-in-Class
What processes you should have in place
What you need to measure
Organizational changes you might want to make
Data / Knowledge management considerations
Technologies you should evaluate
Best-in-Class
Industry Average
Laggard
P A C E
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Our Agenda
The Current State of Recruitment Linking Processes The Impact to the Business Best Practices Technology Case Studies
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Four Trends Impacting Recruitment
Resume Overload
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Top Pressures Facing HR Leaders
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What Happens When You Merge Talent Processes?
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Strategic Talent Acquisition
The process of identifying, attracting and onboarding talent in order to drive business performance
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What About Recruitment?
Only 12% of organizations are connecting
screening with onboarding to drive business results
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Screening
Deeply probing into relevant information on candidates and relying on more than single errors to reject candidates
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What Does Screening Look Like?
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Onboarding
The strategic process designed to acclimate new
employees into the organization and preparing them to
contribute to a desired level as
quickly as possible
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Key Components of Strategic Onboarding
Forms Management: Collecting, tracking and managing all internal and external new hire forms.
Tasks Management: Ensuring that all the activities around onboarding the new hire are completed.
Socialization: Engaging new hires into the company culture.
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What Does Onboarding Look Like?
Source: Aberdeen Group Onboarding, May 2012
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Where Do Screening and Onboarding Overlap?
Forms can be completed quickly and accurately before day one
Recruiters and hiring managers can have access to forms at any stage in the hiring process.
New hires can focus on business-oriented projects on day one
Recruiters and hiring managers have greater visibility
The new hire experience and candidate experience are consistent
Recruiters and hiring managers have new hire information readily available to better assimilate in the company
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Best Practices
Align with the Business Extend the Length of Program Consider the Full Picture Standardize/Customize Measure the Process Invest in Technology
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When Does Onboarding Begin?
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Fast Facts
61% of Organizations Say that
Onboarding Starts Before Day 1
Source: Aberdeen Group Onboarding, May 2012
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What About Best-in-Class
77% of Organizations Say that
Onboarding Starts Before Day 1
Source: Aberdeen Group Onboarding, May 2012
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Flexible Workforce
Source: Aberdeen Group Onboarding, May 2012
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Fast Facts
Although 83% of Best-in-Class organizations have a standardized process for onboarding, 49% of
those organizations are able to tweak that process to meet the needs of different locations and
business units.
Source: Aberdeen Group Onboarding, May 2012
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Top HR Metrics…Engagement and Productivity Matter
Metrics
Engagement 4.60
Time to Productivity 4.48
New hire retention 4.40
Quality of Hire 3.02
Source: Aberdeen Group Onboarding, May 2012
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Socialization Begins Early
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AUTOMATING THE PROCESS
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Current State of Talent Management Technology
Source: Aberdeen Group, The 2011 HR Executive’s Agenda, January 2011
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Barriers to Merging
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Purchasing Trends
24% Of respondents say their budget for Onboarding technology solutions / services will increase
Source: Aberdeen Group Onboarding, May 2012
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Key Criteria for Investment
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Thanks for your interest in our research!
Madeline Laurano
Research Director
madeline.laurano@aberdeen.com
617-854-5304
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For assistance with your specific needs:
Ed Shenker
EVP
edward.shenker@verificationsinc.com
m. 646-385-2078
To schedule a free consultation: Visit NewHireNeglect.com Visit Verificationsinc.com Schedule a free consultation by emailing
scott.renquist@verificationsinc.com or calling 763-420-0709