While employee turnover is inevitable, there are several strategies companies can implement to help combat the Great Resignation, and at the center of all these strategies is technology that can benefit employers and their staff. In this article, learn how your organization can use technology to enhance the recruiting and onboarding processes, which will help attract top talent, while setting new hires up for success.

1. S T R A T E G I E S
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Article reprinted from Spring 2022
Human Capital Management
Using Technology to Secure Talent
W
hile employee turnover is inevitable, there are several
strategies companies can implement to help combat
the Great Resignation, and at the center of all of
these strategies is technology that can benefit employers and
their staff.
Organizations should utilize technology to enhance the
recruiting and onboarding process, including showcasing core
values, company culture and employee engagement, which will
help attract top talent, while setting new hires up for success.
Benefits of a Polished Virtual Recruiting Experience
Statistics show that most employees want the flexibility to
be able to work from home, at least some of the time. With this
in mind, employers may benefit from strengthening their virtual
recruiting efforts with these three tips:
1.
Make screening straightforward. Speed up the initial
screening by focusing solely on skill sets first. Rather than
requiring applicants to fill in their entire resume up front,
a quality applicant tracking system (ATS) can help prevent
unnecessary data entry by asking qualifying questions about
an applicant’s skills, thus weeding out candidates who won’t
be a good fit from the start.
2.
Showcase your organization. Employers should consider
prerecording videos that include tours of a physical office,
staff testimonials and initiatives the company has in place
to create a great work culture for all, regardless of location.
Utilizing video conferencing tools such as Zoom for the
initial interview gives applicants a glimpse of the tools
they’ll be working with if hired.
3.
Keep candidates informed. Transparency is key throughout
the recruitment process. Candidates should know exactly
what is expected of them and when they’ll be informed about
next steps. Employers can do this by sending regular updates
to candidates; many applicant tracking systems have the
option of doing this with a few clicks of a button.
Using Technology to Improve Onboarding
Leveraging technology effectively during onboarding can
help create efficiencies, reduce costs, improve the employee
experience and, ultimately, result in a higher retention rate.
Here are three ways technology can streamline onboarding:
1.
Collect employee information. Time spent on manual and
duplicate data entry can be reduced and errors eliminated by
using technology to create a single employee profile. An ATS
can collect and transfer new hire information directly from
the recruitment process to onboarding.
2.
Complete onboarding tasks. Ease some of the employee’s
onboarding stress by allowing new hires to start paperwork
electronically before their first day. Digital workflows
and checklists can help ensure all necessary tasks get
completed on time while sending automatic updates to key
stakeholders.
3.
Train new hires. A learning management system (LMS)
can help employees learn efficiently as they go through the
onboarding process. Standardized training can educate
employees about the company and ensure they’re aware of
policies and expectations while job-specific course paths
can help them get up to speed and ready to contribute.
No single initiative will win the battle against the Great
Resignation, but technology is your ally. With one in five
employees leaving a job within the first 90 days, investing in
your recruiting and onboarding strategies — and the technology
to support them — can have a big positive impact on your
business.
IDEAS TO COMBAT
THE GREAT
RESIGNATION
THE GREAT RESIGNATION
— Special Edition —
CBIZ HUMAN CAPITAL MANAGEMENT TEAM
Gain additional insights
in our guide, “Using
Technology to Help Combat
the Great Resignation.”
Be sure to
visit our Great
Resignation
Resource
Center!