Provide positive, seamless onboarding experiences

Most likely, this means you need to automate manual processes to ensure candidates are prepared for their assignment, contractors are paid on time, and your team stays compliant.

Use the examples below to inspire your new and improved strategy.

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Old way

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New way

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Improve onboarding with these strategies

Consider the variety of ways to better onboard talent

Experience mapping

Take yourself through your own onboarding experience. Map out the entire workflow from start to finish, setting time limits and requirements for each step. Is it the experience you would want?

Candidate self-service

Adopt a self-service portal that empowers candidates to apply to jobs, view reminders, complete the right onboarding documentation, find information about assignments, communicate with recruiters, and so much more.

Building relationships

Keep in touch with the candidate after the first day and periodically to maintain the relationship, make them feel supported, and understand their expectations.

 

Using Bullhorn Automation today?

Streamline your onboarding experience with how-to playbooks.

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Looking for more tips to delight new hires?

Learn how to take your remote onboarding process from mess to success.

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Measuring success in the Onboard phase

When determining and measuring the success of your activities at the Onboard phase, here are the top KPIs you should be tracking.

Time to onboard

The amount of time it takes for an applicant to fill out the necessary paperwork to become an employee and get to work.

Onboarding drop-off rate

The percentage of talent that falls off at any stage of the onboarding process. Depending on where candidates drop off, this metric will let you know if any part of the onboarding process needs optimization.

Document completion rate

The ratio of onboarding documents sent to completed forms received. This metric can also help to determine if your onboarding process needs optimization.

No-shows

Knowing how many people, on average, don’t show up for positions will allow you to plan ahead. Knowing why those people didn’t show up is next level. Was it due to poor training? A mix up in assignment information?

Tips from the experts

Mit Bullhorn zu arbeiten ist wie von einem Kleinwagen auf einen Sportwagen umzusteigen.
Alastair Paterson Marketing Koordinatorin, Marks Satin

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