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Closing The Gap Between Recruiting and HR Through Better Onboarding
The document outlines six key factors for employee success that significantly impact business growth, highlighting the importance of effective onboarding and communication between recruiting and HR. It emphasizes the high costs associated with employee turnover and the need for a positive candidate experience throughout the hiring process. Recommendations include engaging recruiters during onboarding, clarifying benefits communications, and utilizing feedback to enhance hiring practices.
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Closing The Gap Between Recruiting and HR Through Better Onboarding
- 1. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Closing the Gap Between Recruiting and HR Through Better Onboarding
- 2. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Ben Peterson C O - F O U N D E R A N D C E O B A M B O O H R Stephanie Bevegni C O N T E N T M A R K E T I N G M A N A G E R L I N K E D I N T A L E N T S O L U T I O N S 6 Keys of Employee Success: Why it matters for business growth J O I N T H E C O N V E R S A T I O N O N T W I T T E R U S I N G # B A M B O O H R
- 3. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Industry Gaps
- 4. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth
- 5. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth
- 6. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth
- 7. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth 4% of new employees leave a job after a disastrous first day 22% of staff turnovers occur in the first 45 days of employment. Losing an employee in the 1st year costs at least 3X times that employee's salary. Bersin by Deloitte's industry study: Onboarding Software Solutions 2014: On-Ramp for Employee Success
- 8. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Industry Gaps
- 9. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Industry Gaps
- 10. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Bridge the gaps
- 11. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth How to start
- 12. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Crucial Transition • First impression • Reaffirm decision • Progress from candidate to employee • Success: New Job! Candidate • Transition responsibilities • Development and growth • Success: • Higher productivity • Lower churn • Higher satisfaction Company
- 13. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Positive candidate and employee experience matters at every touch-point. “If you build a positive candidate experience, talent will come to you. Candidates will talk about your organization and tell others about the positive experience they had during your recruitment process.” —NAS Recruiting
- 14. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth 78 percent of candidates agree that the professionalism of a company’s career portal impacts their decision to apply. —ICIMS Pre Interview (First Impression)
- 15. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Over 52 percent of candidates complained that they didn’t feel like they were being treated as an individual during the interview. —Qualigence International During Hiring (Interviewing)
- 16. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Leaders who ignore their employees have disengagement levels of 40 percent. —Gallup Post Hire (Transition from Recruiting to HR)
- 17. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Onboarding: The Key to Linking HR and Recruiting Employees’ discretionary effort increases by more than 20 percent when they are onboarded effectively. —The Corporate Leadership Council
- 18. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth
- 19. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth LinkedIn Onboarding Experience 1. Explore the company 2. Lunch and campus tour 3. Employee investment 4. Exec Q&A 5. Unpack your perks 6. Tech support 7. Continued education 7 C O M P O N E N T S
- 20. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Closing the Recruiting and HR gap using onboarding: 1. Keep the recruiter involved. 2. Continue communicating value. 3. Make promises tangible. 4. Pay attention to timing.
- 21. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth "Hiring managers can have a huge impact on a company's bottom line, and that impact can be much greater if they work more effectively with HR.” —Kristen Harcourt Keep the recruiter involved.
- 22. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Employees who are very satisfied with their benefits are more than three times as likely to be satisfied with their jobs. —MetLife Continue communicating value.
- 23. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth 55 percent of employee said their benefits materials are neither clear nor comprehensive. —MetLife “An employee came up to my office and said, ‘I need to get glasses. Why don’t we have vision coverage?’ And I said, ‘We do.’ You know, this is an employee that’s been with us for five years.” —HR Professional from MetLife Study Make promises tangible.
- 24. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth The number one thing employees said companies should change to be more helpful to employees is providing organized, relevant, well-timed content. —BambooHR Onboarding Pay attention to timing.
- 25. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Onboarding Fail: Healthcare • 83 percent of employees say healthcare benefits influence their decision to accept a job. B U T • Almost 20 percent of employees are uncomfortable using all parts of their healthcare plan. —BambooHR Healthcare Study
- 26. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth What can you do today? L I N K E D I N ’ S T I P S : • Put yourself in the candidate’s shoes. • Partner closely with the talent acquisition team. • Gather feedback & evolve your onboarding process.
- 27. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth What can you do today? B A M B O O H R ’ S T I P S : • Alignment is key. • Find out where your gaps are. • Keep recruiting your employees.
- 28. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Thank you! Follow BambooHR and LinkedIn on social media: bamboohr.com/blog | talent.linkedin.com/blog
- 29. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth lnkd.in/HiringToolkit 2015 Ultimate Hiring Toolbox For Small & Medium Businesses
- 30. bamboohr.com linkedin.com 6 Keysof Employee Success: Why it matters for business growth Questions? BambooHR Receive a free trial of our onboarding software. Feel free to contact us at 1-866-387-9595.
Editor's Notes
- #2 Welcome everyone! Thank you for being here! Today we’ll discuss a gap that I’m sure you have experienced in your role—the gap between recruiters and human resources. We’ll also discuss how that gap can be closed through great onboarding. Also, we have around ________ registrants and we’re so pleased and grateful that you feel this as important as we do. We know you’re busy! The fact that you’d take the time to learn more and hopefully act on what we discuss today just means that you should all get a great big raise. Of course, I always think that HR should get a big raise. So, thank you so much for wanting to be better at making your employees successful and being here today.
- #3 Before we get started, let me introduce my co-presenter Stephanie Bevegni. Stephanie is a Content Marketing Manager for LinkedIn Talent Solutions. She’s focused on building awareness and relationships with the talent management/HR audience through informative and inspiring content, such as blog posts, tip sheets, videos and more. Previously, she was LinkedIn Talent Solutions’ Social Media Manager. Stephanie has been absolutely phenomenal to work with. She’s absolutely an expert in her craft and we have loved working with her. We’re so grateful to be working with LinkedIn. Their organization has such great insight for HR professionals. We share a lot of values and expertise and we’re just so impressed with their desire to help make other companies better and smarter. I’m Ben Peterson, the co-founder and CEO of BambooHR (www.bamboohr.com), the leading online HR software for small and medium-sized businesses. Our clients include industry leaders such as 99designs, Disqus, Fab, FreshBooks and Fitbit. I’m a columnist for Inc. magazine and a regular LinkedIn and TLNT contributor, focusing on business and HR topics. I’ve also been featured in Forbes, Entrepreneur and Time and frequently give webinars on HR-related subjects. Simply put, I love HR. We now have over 100 employees here at BambooHR. I work with great people, we’ve grown a great company with exceptional software and I love the challenges we face every day. I love recognizing ways to improve and make things better. I’m also a husband and dad so work-life balance matters a lot to me. Also, I eat too many of the cookies that my 10 year old daughter makes. So, that’s me. Just a quick note: please type in your questions throughout the webinar. We will move quickly because there is a lot to cover but we will get to some of the questions at the end of the webinar. This webinar is being recorded and a link to the recording will be sent out to you within the next day or so. Also, check our social profiles and blog for more, related content. We’re on Facebook, Google+, LinkedIn and you can interact with us on Twitter throughout the webinar using hashtag BambooHR. So please follow us for content and alerts for other webinars that will be relevant for you. Engage with us to learn and grow. TRANSITION: With that, let’s get going. Stephanie?
- #4 Gaps Right now we’re seeing a few gaps and changes in the industry First, there’s a gap between candidate experience and employee experience Let me give you an example [scenario] (next slide)
- #5 Gaps (continued). Scenario: You had a phenomenal candidate experience, where you had fast-response communication with the recruiter, received videos that showcase the company culture, and had thoughtful conversations in a schwag filled onsite interview experience. All sold you on the opportunity and company.
- #6 Scenario (cont). You arrive first day on the new job, feeling excited for the new opportunity and inspired to make an impact, but you’re also nervous about ramping up on a new company, role and responsibility. You walk in all smiles and sweaty palms…
- #7 Scenario (cont). …only to find an empty, lonely desk with a pile of paperwork and a computer. Wouldn’t your smile be deflated into disappointment? The red carpet was rolled out during the candidate experience, and bait and switched with a dull cement foundation. Candidate experience doesn’t end at the job offer. Candidates expect the same treatment in their new hire experience as they did in their candidate experience. It’s hard enough to get good people into your organization, but it’s even harder to keep and retain them
- #8 It’s hard enough to get good people into your organization, but it’s even harder to keep and retain them Bersin by Deloitte: "Research tells us that 4% of new employees leave a job after a disastrous first day and 22% of staff turnovers occur in the first 45 days of employment. These losses can add up, given estimates that losing an employee in the first year costs at least three times that employee's salary.” That’s why 79% of business leaders surveyed said onboarding it both an urgent and important priority Therefore, how you treat people after they join becomes ever more important And that starts with onboarding
- #9 Gaps (cont). With this gap in candidate and employee experience, the second gap we are seeing is between talent acquisition and HR
- #10 Gaps (cont). With this gap in candidate and employee experience, the second gap we are seeing is between talent acquisition and HR For small to medium businesses, the siloes are less prevalent. Oftentimes you have one or two people wearing several hats – TA, HR, TM, etc. With fewer functional roles, communication and transparency is more frequent So this gap between TA and HR might not make sense to you now, as this gap is more prevalent in enterprise or high-growth organizations But it will as you grow, because LI gives you a single view of your talent both internal and external
- #11 Why is it important to link TA and HR Therefore, you’re in a great position to avoid this siloed approach. Because talent organizations that bridge the gaps between the two experience and roles & responsibilities, are tightly aligned and work more closely together, are not only more strategic and advanced, but lead to better candidate and employee experiences. And the first place to start that alignment is through a strong onboarding process
- #12 And the first place to start that alignment is through a strong onboarding process As I mentioned, Candidate experience doesn’t end with the job offer, it extends through the new hire's onboarding experience While a recruiter promises a candidate a certain company culture, talent brand and employee experience, their talent management counterparts must deliver on that promise starting the first day.
- #13 Because onboarding is crucial transitional point for both the candidate and company Candidate: first impression of their new career choice, reaffirming their decision, starts to evolve from candidate to employee experience Company: transition in roles/responsibilities for this individual. Previously talent acquisition, now talent management. How can you ensure that process is seamless? Start by working closely with your entire talent organization, and creating a welcoming first day that addresses the new hire’s concerns (BambooHR and I will go into that today) In the long run, a solid onboarding experience sets both the new hire and the company for success AND what’s success for the new hire? New job Success for your company: higher productivity, lower churn, happier employee satisfaction
- #14 TA and HR are both focused on having positive experience. Why is this positive experience so vital to companies? (next three slides are the steps that lay foundation for a solid employee experience) Well, ultimately it comes down to being able to hire and keep good candidates, right? 75 percent are struggling to attract and recruit the top people they need. —Bersin by Deloitte http://www.forbes.com/sites/joshbersin/2014/03/15/why-companies-fail-to-engage-todays-workforce-the-overwhelmed-employee/ Unfortunately, candidate experiences are currently split pretty evenly between positive and negative. 54% rated their most recent candidate experience as 'very good‘ —Monster http://www.monster.co.uk/blog/b/5-ways-to-a-great-candidate-experience If your candidate has an awful experience, don’t count on them signing any offer letters. They’re going to be running the opposite direction (possibly right to your competitors). 46% of candidates rate their candidate experience applying for jobs as poor to very poor. —icims http://www.icims.com/sites/www.icims.com/files/public/hei_assets/Candidate_Experience_Playbook.pdf And they won’t just run, they’ll tell their friends to run too. 64% said that they share information about their candidate experience via social media. —icims http://www.icims.com/sites/www.icims.com/files/public/hei_assets/Candidate_Experience_Playbook.pdf But negative experiences aren’t the only kind that spread. Positive employee experiences also have a big impact on many people: 97% would refer others to the organization if they had a positive experience. —Monster http://www.monster.co.uk/blog/b/5-ways-to-a-great-candidate-experience And even if you don’t end up hiring that employee, but they had a positive experience,: 95% of unsuccessful candidates would re-apply if another suitable role came up. —Monster http://www.monster.co.uk/blog/b/5-ways-to-a-great-candidate-experience NAS Recruiting sums up employee and candidate experience very well: “If you build a positive candidate experience, talent will come to you. Candidates will talk about your organization and tell others about the positive experience they had during your recruitment process…The true test of a positive candidate experience is when a candidate can go through your recruiting process and say: “You know, I didn’t get that job…but I would really love to work there.” ” —NAS Recruiting http://www.nasrecruitment.com/uploads/files/candidate-experience-64.pdf We’ve experienced it both ways. We have had candidates who had a great experience and referred others. Actually, our employees refer their friends all the time. I like to think that’s because we provide them an awesome employee experience. We certainly try to through things like culture, benefits and development opportunities. We’ve also learned from candidates who didn’t have a great experience. It is a learning process. When it comes to employee and candidate experience, an ounce of prevention is worth a pound of the cure, right? Prevent bad experiences and you won’t have to manage the bad affects of them later. It’s important to make the experience positive every step up the way. Each period of an employee’s lifecycle is like a cog, and if one is broken, it won’t work the way it’s supposed to. It’s vital to keep the employee and company aligned at every step to keep things moving smoothly. TRANSITION: And that experience starts before you even start interviewing. It starts when your candidates start their job search.
- #15 Let me tell you how most people describe their job search: A majority of job seekers describe their search as time-consuming (80 percent), stressful (78 percent), discouraging (71 percent), and even painful (60 percent). —Jibe http://www.jibe.com/news/recruitment-survey-reveals-significant-disconnect-between-job-seeker-expectations-and-reality/ People even say that filling out job applications is more difficult than applying for a mortgage (48 percent), getting health insurance (46 percent), or a student loan (32 percent). —Jibe http://www.jibe.com/news/recruitment-survey-reveals-significant-disconnect-between-job-seeker-expectations-and-reality/ Is that really how you want your candidates and future employees to describe their first interaction with your company? Worse than applying for a mortgage? Stressful, discouraging and PAINFUL? That’s terrible. This is the first impression you’re making on the candidate. Don’t you want it to be positive? Here are some things to keep in mind: You start making your impression on employees the moment they run across you in their job search. 70 percent say that the experience of the application process influences their decision about whether to accept a position at the company. —CareerBuilder file:///C:/Users/User/Downloads/2013_Candidate_Behavior_Study_Full_Report%20(1).pdf Your candidates start developing ideas about you the moment they look at your portal: 78% of candidates agree that the professionalism of a company’s career portal impacts their decision to apply. —icims http://www.icims.com/sites/www.icims.com/files/public/hei_assets/Candidate_Experience_Playbook.pdf Good candidates aren’t going to spend 2 hours on an application. They have a ton of other options of companies to apply at. Don’t make it hard to apply to yours. According to talent acquisition company Ascendify, employees say the most challenging part of applying to jobs are: The long application process-39 percent Applicants willing to spend 15 minutes on an application, most take 45 minutes. Lack of response-33 percent The impersonal experience-16 percent https://www.pinterest.com/pin/424182858623673995/ Don’t make the application process too difficult on people searching for jobs. Looking for a new job isn’t fun. You want to make it easy on the best candidates. Get the information you need from them but don’t require them to jump through hoops. Also, if you want to get the best candidates, make sure that you communicate well your company culture and values in your job descriptions. According to CareerBuilder, this is what candidates care most about in a company: Their reputation for treating employees well (58 percent). Word will get out if you treat your employees poorly. There are online review sites, social media profiles and a ton of other ways for your employees to share their experiences. Don’t be mean to them. Just don’t. You’re a good person. Good people don’t treat other people poorly. 2. The company’s culture (24 percent). Culture is such a powerful tool. We could do an entire webinar on it’s importance. Bottom line: create and monitor yours closely. 3. The company’s reputation for doing good in the community (9 percent). Your reputation matters so much. And you’re developing one in the job search community. Check out your Glassdoor profile. What do your employees say about you? What are people who interviewed with you saying? People in the job search position are reading those so you should too. file:///C:/Users/User/Downloads/2013_Candidate_Behavior_Study_Full_Report%20(1).pdf 69% would not take a job with a company that had a bad reputation, even if they were unemployed! (Corporate Responsibility Magazine / Allegis Group Services Study, August 2012) http://employers.glassdoor.com/statistical-citations/ TRANSITION: Just because you get an employee to apply doesn’t mean you’re out of the woods on the candidate experience. You’ve only just begun.
- #16 During the interviewing process you are still developing a candidate’s first opinion of the company. You’re giving them the first taste of what it’s like to work at your company. Candidates aren’t the only ones who should spend some time preparing. Almost ¼ of employees (22 percent) say companies aren’t well prepared for interviews. —CareerBuilder file:///C:/Users/User/Downloads/2013_Candidate_Behavior_Study_Full_Report%20(1).pdf You should have a consistent interviewing process. But please, please remember that each of your candidates is an individual. Over 52 percent of candidates complained that they didn’t feel like they were being treated as an individual. —Qualigence International https://www.pinterest.com/pin/6051780723331727/ Who do you want working for your company? Employees who act like robots? If so, treat them that way—go ahead and only learn about their hard skills during the interview. But if you actually care about working with awesome people, interview to find out who they are as an individual. Look for culture fit (89 percent of hiring failures are due to a lack of culture fit —RoundPegg http://www.forbes.com/sites/erikaandersen/2012/04/25/the-most-important-reason-people-fail-in-a-new-job/). Find out what the employees do in their spare time or what their very first job was and what they learned from it. Obviously remember to keep the questions legal—you don’t need to and legally cannot try to find out if the employee has children or not. Also, because you care about your candidates, your reputation, and you’re just a good human, make sure you act humanely throughout the interviewing process. If you don’t, it might come back to bite you. Operation Smile—a non-profit organization—was recently called out in an article for their overwhelming interviewing process which required entry level employees—vying for a position paying a $30,000 salary—to fly themselves to corporate headquarters for an exhausting day-long interview process that ended in the candidates being required to plan and cater an event for the board of directors. And Operation Smile even corroborated (and even defended) this process. http://gawker.com/operation-smiles-job-interview-process-is-insane-1498238396 Don’t do things like that to your employees. If they live far away, try your best to accommodate them with video and phone interviews. Don’t make them cook you dinner. That’s absurd. And when absurd things happen, word spreads. Also, respect the candidate’s time: More than half say companies don’t move through the hiring processes at an appropriate speed. —CareerBuilder file:///C:/Users/User/Downloads/2013_Candidate_Behavior_Study_Full_Report%20(1).pdf The candidates you’re interviewing likely already have jobs that they’re taking time off from to interview with your company. Respect them by not taking too much of their time. And respect the time they give you by getting back to them with a decision as soon as you can. 65% say they’ve have an experience where they haven’t heard anything back from the company after an interview. —CareerBuilder file:///C:/Users/User/Downloads/2013_Candidate_Behavior_Study_Full_Report%20(1).pdf I know there have been times when we’ve failed at this. We’ve simply taken too long to get back to a candidate. And that’s a great way to lose great candidates. This usually happens when there is a lack of alignment between people doing the hiring. Avoid it by getting the hiring manager, HR, recruiting and anyone else involved on the right page from the get-go. That way, when it’s time to make a decision, hopefully it won’t be too difficult. "Even before looking for a candidate, get together with the hiring manager and help them to define the ideal candidate. You don't have to spend a lot of time, but you have to spend the time.“—Kristen Harcourt, a senior consultant with The McQuaig Institute http://www.hreonline.com/HRE/view/story.jhtml?id=534357537
- #17 So, if you nailed (or at least didn’t fail) the candidate experience, your candidate will become an employee. And the focus will move from acquiring the talent, to managing the talent. Or, from recruiting to human resources. And this is where we run into problems with a gap. Why is it so important for us to make this transition smooth in order to have a great employee experience? Engagement: Leaders who ignore their employees have disengagement levels of 40 percent. —Gallup http://www.tlnt.com/2015/01/28/ignoring-employees-it-wreaks-havoc-on-your-team-and-your-bottom-line/ Every year in the U.S., lost productivity from employee disengagement costs an estimated $300 billion. —Gallup http://www.nytimes.com/2011/09/04/opinion/sunday/do-happier-people-work-harder.html Customer Experience: “Customer experience depends on employee experience.” —Bruce Temkin. If your employees are happy, they will care about making your customers happy. “If you want to improve customer experience, then it might seem obvious that you should focus completely on customers. For most firms, though, that’s not the correct approach. Where should you focus? On employees. While you can make some customers happy through brute force, you cannot sustain great customer experience unless your employees are bought-in to what you’re doing and are aligned with the effort. If employees have low morale, then getting them to “wow” customers will be nearly impossible.” —Bruce Temkin Higher revenues: Restaurants with the most positive employee experiences had per-person check averages that were 6% higher than restaurants with a fair to below average employee experience. —Corvirtus http://www.corvirtus.com/roi-on-engagment Making your dream a reality: You can make big lofty goals, but if your people aren’t engaged, the goals won’t be met. “You can design and create, and build the most wonderful place in the world. But it takes people to make the dream a reality.” —Walt Disney Companies are definitely taking notice of the importance of employee experience. Software company Nitro has even changed their HR department into an Employee Experience department. http://www.entrepreneur.com/article/236452 So, how do we bridge these vital candidate and employee experiences?
- #18 Onboarding. It’s recruiting’s job to find great talent. It’s HR’s job to keep that talent around and make them productive. When they work together to connect those two objectives through onboarding, the results are incredible. Onboarding is where recruiters and HR really need to work together. It’s how we turn those great candidates into amazing employees. New hires who go through a developed onboarding program are 69 percent more likely to remain with an organization 3 years later. —Success Insights http://www.ttisuccessinsights.com/blog/posts/create-successful-onboarding-process Onboarding is what seals the deal on a great candidate experience and lays the foundation for a great employee experience. Firms who scored highest in the candidate experience also got an 87% positive rating on the onboarding experience. —Monster http://www.monster.co.uk/blog/b/5-ways-to-a-great-candidate-experience (Ask Stephanie how recruiters and HR make the time to work with each other and LinkedIn) So not only does onboarding meet the need that both recruiter’s and HR have for great talent, it also has other incredible benefits. Increased performance and revenue: Effective onboarding increases performance by up to 11.3 percent. —Success Insights http://www.ttisuccessinsights.com/blog/posts/create-successful-onboarding-process Onboarding was related to an organization’s ability to generate 2.5 times the profit growth and 1.9 times the profit margin than those companies that employ a haphazard “sink or swim” approach. —Boston Consulting Group http://www.xbinsight.com/wp-content/uploads/2014/12/IndustryInsightSeriesOnboarding.pdf Increased Engagement: Companies who invested the most time and resources into onboarding enjoyed the highest levels of employee engagement. —Hewitt Associates http://www.humannatureatwork.com/articles/employee_retention/all_aboard.htm “You get the employee engagement you deserve. If you don’t engage with them, they won’t engage with you… This is particularly true at important moments of truth starting with how you onboard them.” —George Bradt Employees’ discretionary effort increases by more than 20 percent when they are onboarded effectively. —The Corporate Leadership Council So, by not onboarding you’re really cheating recruiters by not honoring their hard work finding a great candidate. What good is all that work if the employee doesn’t stick around for long? Onboarding increases the effectiveness and experience of employees—which is really what HR’s job is, right? Onboarding is good for everyone.
- #19 LinkedIn Onboarding Experience [In]troduction – lead 220 sessions for 2800 employees worldwide last year, earning a Bronze “Brandon Hall” award 7 components Explore the company – icebreakers and learning about the company (leadership, mission, vision, culture, values) Lunch and Campus Tour – Dedicated area to sit, not feel lost or overwhelmed Employee Investment – covers the typical orientation topics like corporate, medical and financial benefits spends most of this time highlighting the unique company cultural benefits: InDays, LIFG, Speaker Series, All Hands Medical and Financial: thoroughly educates them on the various components, as well as when, why and how to participate Exec Q&A – Closeness with leadership on day 1 Unpack your Perks – Career fair style tables for transportation, food, wellness Tech Support – Laptops at the end. Set them up for digital success for day 1 Continued Education – recently launched New Hire Roadmap
- #20 LinkedIn Onboarding Experience [In]troduction – lead 220 sessions for 2800 employees worldwide last year, earning a Bronze “Brandon Hall” award 7 components Explore the company – icebreakers and learning about the company (leadership, mission, vision, culture, values) Lunch and Campus Tour – Dedicated area to sit, not feel lost or overwhelmed Employee Investment – covers the typical orientation topics like corporate, medical and financial benefits spends most of this time highlighting the unique company cultural benefits: InDays, LIFG, Speaker Series, All Hands Medical and Financial: thoroughly educates them on the various components, as well as when, why and how to participate Exec Q&A – Closeness with leadership on day 1 Unpack your Perks – Career fair style tables for transportation, food, wellness Tech Support – Laptops at the end. Set them up for digital success for day 1 Continued Education – recently launched New Hire Roadmap
- #21 So, which areas should you focus on to close the gap with onboarding? Keeping the recruiter involved—and really just continuing to recruit your employees Continuing the communication of total value. Making promises made during recruiting tangible. Paying attention to timing of information.
- #22 Recruiting doesn’t end. Companies have to be recruiting their own people all the time because your competitors don’t stop recruiting them when they sign your offer letter. 71 percent of employees will seek new employment in 2015. —Jobvite http://www.tlnt.com/2015/01/12/hiring-wisdom-a-resolution-to-keep-re-recruiting-your-top-talent/ Remember to continue doing thoughtful nurturing throughout the entire employee lifecycle. But there is a time when the recruiter won’t need to be involved anymore. Throughout initial onboarding, have the recruiter check in with the employee. Are they happy? Is there anything they have questions about? The recruiter is likely the first person the employee interacted with at the company. There is a natural connection. Until the employee makes other strong connections, they will appreciate the recruiter’s involvement. A personal, high touch approach works best during onboarding yet only 40% of respondents had received a call from their hiring manager during on-boarding, and less than 60% from HR or their recruiter. —Monster http://www.monster.co.uk/blog/b/5-ways-to-a-great-candidate-experience After traditional onboarding is completed, HR and recruiters should work together to keep employees invested in the company. "Hiring managers can have a huge impact on a company's bottom line, and that impact can be much greater if they work more effectively with HR.“ —Kristen Harcourt
- #23 You know how vital communication is in your company. 86 percent cite a lack of collaboration or ineffective communication for workplace failures. —Fierce, Inc. http://www.fierceinc.com/press-releases&prID=11 But we seem to forget how important it is to communicate with employees about the value of their benefits after they’ve started with the company. Almost 30 percent say companies don’t reinforce why they are good to work for. —CareerBuilder file:///C:/Users/User/Downloads/2013_Candidate_Behavior_Study_Full_Report%20(1).pdf Keep communicating to your employees how valuable their benefits and jobs are. Employees don’t leave companies who have great benefits. Story: We have lost candidates because of this. We’ve been trying really hard to recruit a developer from a huge software company headquartered here in Utah (Adobe) but he just won’t leave because the benefits at his company are too great. You know that company has communicated about that benefit well. If not, the employee wouldn’t be so decidedly against leaving. If you want extremely loyal employees, get great benefits and communicate their worth. Employees want the communication. 34 percent of employees want more frequent benefits communications. —MetLife https://www.pinterest.com/pin/104286547593563145/ Employees who are very satisfied with their benefits are more than three times as likely to be satisfied with their jobs. —MetLife https://www.pinterest.com/pin/104286547593563145/ Employees who are more satisfied with their benefits are more likely to remain with the organization —MetLife http://www.trinet.com/blog/2014/05/09/eleven-tips-to-effectively-communicate-your-total-rewards-package/#sthash.iwbECq6X.dpuf If you don’t make this communication a large part of your onboarding, your employees may end up experiencing buyers’ remorse. 50% of the processes users (both managers and new hires) later regret their “buying” decision (Source: The Recruiting Roundtable). In addition, 25% of new hires later regret taking their new job within one year(Source: Challenger, Gray) http://www.ere.net/2009/10/26/five-ugly-numbers-that-you-cant-ignore-its-time-to-calculate-hiring-failures/
- #24 You’ve probably experienced this personally. Your recruiter makes a ton of promises—and all of them seem to be true—but after you start the job, it’s hard to get people to talk about or see all those promises in action. It might even feel a little like a bait and switch. 61% of employees say new job realities differ from expectations set during the interview process. (Glassdoor survey, May 2013) http://employers.glassdoor.com/statistical-citations/ Now, I don’t think that most companies bait and switch people on purpose. But on the surface it seems much more advantageous to talk about and show those benefits when recruiting. The truth is, it’s advantageous to make these promises tangible for your employees. 55 percent of employee said their benefits materials are neither clear nor comprehensive. —MetLife https://www.pinterest.com/pin/104286547593563145/ “An employee came up to my office and said, ‘I need to get glasses. Why don’t we have vision coverage? And I said, ‘We do.’ You know, this is an employee that’s been with us for five years.” —HR Professional from MetLife study https://www.pinterest.com/pin/104286547593563145/ Some employees forget entirely about their benefit options: 40% of Employees Don't Understand Their Benefit Options. —ADP http://www.adp.com/media/press-releases/archive/2011-news-releases/employees-dont-understand-their-benefit-options.aspx A great way to show your employees the total value of their job and keep their benefits at the top of their mind is by using technology: The vast majority (86%) of both large and midsized employers with a web-based portal think it is important for employees to have 24/7 access to benefits information, yet only 72% of large employers and 66% of midsized employers provide this access. —ADP http://www.adp.com/media/press-releases/archive/2011-news-releases/employees-dont-understand-their-benefit-options.aspx Four out of 10 large companies and 38% of midsized businesses that offer web-based portal access to employees have a single web-based portal that provides access to multiple types of information versus multiple portals for each primary task (HR, PR, and benefits). Employees of companies that offer a single portal have access to a wide variety of information – including benefits, pay stubs, time and attendance, tax withholding and more. —ADP http://www.adp.com/media/press-releases/archive/2011-news-releases/employees-dont-understand-their-benefit-options.aspx Hold company meetings at appropriate times—like right at the start of open enrollment for health benefits or at the beginning of the year if your vacation policy starts over each year. Use those opportunities to field questions about benefits. Give examples to show your employees the ins and outs of their benefits. Make yourself available throughout the year for any questions. If not, your employees will end up losing sight of the benefits that drew them into the company. And if that happens, employees will leave.
- #25 George Bradt—who I like to call the Godfather of onboarding—wrote that we should “strive to help new employees absorb a lot of information – at their own speed.” This isn’t to say that you need to re-create the onboarding wheel for each new employee. Instead, if an employee is ready to run fast, don’t hold them back. Just be sure not to overwhelm any employee. The other very important time factor during onboarding is aligning information to the time when it will be needed. The number one thing employees said companies should change to be more helpful to employees is providing organized, relevant, well-timed content. —BambooHR Onboarding http://www.bamboohr.com/blog/onboarding-infographic If your company has a 90 day waiting period before benefits kick in, it doesn’t make much sense to go over the ins and outs of each benefit on day one. You’ll just end up going through it again in a few months when it actually applies to them. And that well-timed content isn’t needed just once during initial onboarding. It’s needed throughout the entire employee lifecycle. Think about the benefits your provide. When was the last time you went through the ins and outs of them at a company meeting? 39 percent want communications customized to life events. —MetLife https://www.pinterest.com/pin/104286547593563145/ Look at your benefits, find a time that makes sense, and schedule a quick chat about it. Even if you can’t do it at a company meeting, send out an email reminding them about the benefit details.
- #26 So, since I’m telling you to make the benefits at your company tangible, I should probably make the concept of onboarding to bridge recruiters and HR tangible too. Here’s one major way we know we’re all failing to bridge the gap: healthcare benefits. If your company has awesome healthcare, I’m sure your recruiters highlight it while trying to acquire talent. They’d be crazy not to because employees care so much about it. 83 percent of employees say healthcare benefits influence their decision to accept a job. And 66 percent say healthcare benefits influence how they feel about their job. —BambooHR Healthcare Study Healthcare isn’t even really considered just a benefit anymore. Employees expect to have some sort of healthcare coverage provided by work. BUT employees know so little about their plans. Almost 20 percent of employees are uncomfortable using all parts of their healthcare plan—and up to 55 percent of employees don’t feel comfortable with their knowledge about things like the out-of-pocket maximum and submitting claims. —BambooHR Healthcare Study We know how much employees care about healthcare. If recruiters are making promises based on healthcare benefits, and employees are making decisions to accept jobs because of the value of these benefits, why are we dropping the ball and not teaching our employees about how to use this benefit? Imagine if there was a feature that was a deciding factor to 83 percent of the customers in whatever industry you might be in and you just ignored it. That’s a terrible marketing and retention move. So why are we doing this to our employees? The stakes are even higher now for understanding and efficiently using healthcare because employees are perceiving decreased value in their benefits: Costs have increased for 60 percent of employees but 78 percent of employees say that since ACA went into effect, quality of plans have worsened or stayed the same. Furthermore, 70 percent of your employees view this increase in costs as a paycut. —BambooHR Healthcare Study So, even though it may really not be your fault that your employees are paying more and receiving less, 70 percent view it as you paying them less. We have got to communicate the value that we are providing to our employees. It’s imperative that employees know that our costs have gone up too for healthcare and it isn’t our fault! And that we’re doing the very best we can to provide high value. This comes through education of how to best use benefits. Employees want education about their healthcare benefits. And the number 1 place they want it from is HR. The number 2 is themselves so they do understand that they have to do a little work too. They’re willing to work with HR! But currently, we as HR professionals aren’t doing enough. 42 percent of employees don’t feel that HR explains healthcare benefits and changes very well or at all. But your employees do believe in your ability. Half think their HR department is competent or somewhat competent when it comes to ACA. Healthcare is only one example. I’m sure we could do a study about how much employees know about other things they’re promised in recruiting—things like 401K matches, bonus structures, raise processes and vacation benefits—and they would still be confused. And being confused isn’t a great place to be. 1 in 3 employees said that since ACA went into effect, their stress levels at home or work increases. Stressed employees don’t perform as well. We have simply got to do a better at bridging the promises we make in recruiting with reality. And onboarding is the way to do it. Do it when the timing makes sense during initial onboarding and then continuing the communication throughout the employee lifecycle.
- #27 Put yourself in the candidate’s shoes Talking points: from candidacy to new hire, how do you want to feel? What do you want to know? How do you want to be treated? Address and answer those questions in your onboarding program. Partner closely with talent acquisition team Talking points: meet with them regularly to understand new recruit's desires, needs, wants so you can speak to that in onboarding program. Gather feedback and evolve your onboarding process Talking points: send new hires an email after their orientation period and ask for feedback. Refine, tune, tweak as necessary.
- #28 BambooHR’s tips: Alignment is key. What this webinar is really about is alignment. The gap between HR and recruiters is caused by a lack of alignment in a couple places. The first place you need alignment is between HR and recruiters before they even start looking for candidates. Get on the same page. What type of person are you looking for in the specific situation? Who will work well in your company? Remember, HR and recruiters working together is a much more effective and powerful recruiting and retention tool. The other place alignment is needed is between the employee and the company—this is where onboarding comes in. Expectations—both the employee’s and the company’s—must be aligned. If they aren’t aligned, there will be dissatisfaction. Find out where your gaps are. Look at your company and find the places you’re missing the mark for alignment. These are your gaps, and they’re hindering your success. Figure out which gaps are causing the most damage and fill them immediately. I like to follow the big, fast and easy rule. Which changes will make a big impact, quickly, and aren’t too difficult to implement? Choose those ones first. Keep recruiting your employees. Remember that recruiting never ends. It doesn’t end when the offer letter is signed. It doesn’t end when onboarding is complete. You must constantly be reminding your employees why your company is such a great place to be and how much value you provide them. Of course, that means you actually have to make your company a great place to be, so don’t forget about your culture. If you have a great culture, and you hire people who have the same values as the company, your employees will stick around.
- #29 Thank you! Thank you for taking the time to be here today. I hope what we’ve said has been valuable to you. Listen, we read and talk all the time about HR at the table. Well, if we want to be at the table, we have to add strategic value. Finding things like this gap that exists between HR and recruiters and solving problems in a thoughtful, strategic way is what’s going to get you that seat at the table and, frankly, make your entire organization as successful as you want it to be. Also, we talk all the time internally at BambooHR about paying the price to do it right. You have to pay the price. Creating a great onboarding program to fix this gap isn’t something that will happen overnight. It takes time, thought and strategic effort. But when it’s done and you’ve paid the price, your organization will be so much better for it. Anyway, please connect with us! BambooHR and LinkedIn post great content all the time. We do surveys, infographics, write blogs and find data that supports your role. Please come engage with us on our blogs, twitter, obviously LinkedIn, Facebook and Google+. Just like we’re passionate about engaging employees, we’re passionate about engaging HR. So come connect. Before we get into some questions, we have some exclusive offers for attendees of this webinar. Stephanie, would you like to talk about LinkedIn’s offer?
- #30 URL to link in chat box Short link: http://lnkd.in/HiringToolkit Long link: https://business.linkedin.com/talent-solutions/c/14/12/smb-toolbox?src=re-par&veh=bamboohrwebinar&utm_source=webinar&utm_medium=referral&utm_campaign=bamboohrwebinar
- #31 BambooHR is going to give everyone on this webinar a free week of our entire HRIS software. In addition, we want to offer you one free job posting on our ATS. Please note, our team at BambooHR is going to call you and see if we can help you with anything. We want to give you tools that give you time to focus on important things like onboarding and educating employees about the value of the company. Please be nice! Our specialists are super smart, capable and helpful. We do this all day everyday with thousands of companies, so be ready with a few hard questions around HR pain you’re having. Tell us what you have in spreadsheets that drives you crazy. Tell us what’s a pain for you to track. Tell us what will make your life easier and our team will be able to help. We’re experts and I think you’ll be impressed. So be ready for that call.