{"id":76193,"date":"2022-11-23T09:00:50","date_gmt":"2022-11-23T09:00:50","guid":{"rendered":"https:\/\/www.bullhorn.com\/uk\/?p=76193"},"modified":"2022-11-22T23:25:11","modified_gmt":"2022-11-22T23:25:11","slug":"connected-recruiting-how-to-take-your-onboarding-experience-from-mess-to-success","status":"publish","type":"post","link":"https:\/\/www.bullhorn.com\/uk\/blog\/connected-recruiting-how-to-take-your-onboarding-experience-from-mess-to-success\/","title":{"rendered":"Connected Recruiting: How To Take Your Onboarding Experience from Mess to Success"},"content":{"rendered":"

Today\u2019s candidates have high expectations for staffing firms. What used to be the priority for candidates \u2013 getting a stable job \u2013 has changed in the wake of digital transformation and a younger talent pool. The modern candidate wants speed, flexibility, choice, and happiness. Everything in the younger generation\u2019s life has been made easier through digital, and they now make up <\/span>an increasingly large percentage of candidates.<\/span><\/p>\n

New \u201ctech-first\u201d employment systems, built on talent communities rather than talent pools, are here to fulfill this value system. They differentiate themselves from traditional models by focusing on the user experience. After all, when talent is in control, they\u2019ll select who they work with based on who provides them with the best, most seamless experience.\u00a0<\/span><\/p>\n

What does this mean for your staffing firm? Put simply, <\/span>the world of work is changing<\/span>, and your candidate onboarding process needs to change with it.<\/span><\/p>\n

Andre Mileti<\/b>, Product Evangelist, Talent Experience at Bullhorn, sat down with <\/span>Brian Vesce<\/b>, Founder and CEO of RefAssured,<\/span> Steve Anevski<\/b>, Founder and CEO of UpShift, and <\/span>Matt Gorman<\/b>, SVP of Sales at UpShift, to discuss <\/span>how to turn onboarding from a detractor to a driver of ratings, reviews, referrals, and redeployments.<\/b><\/p>\n

Read our recap below, or <\/span>watch the full webinar here.<\/span><\/a><\/p>\n

What is the Connected Recruiting framework?<\/b><\/h3>\n

Bullhorn introduced <\/span>Connected Recruiting<\/span><\/a> earlier this year to give the industry the tools with which to drive an incredible talent experience from start to finish. Through smarter engagement, better automation, and a more user-friendly experience, firms can build a flywheel of connected talent experiences. Altogether, these experiences \u2013 in person, over the phone, and online \u2013 will provide a sustainable talent experience, ultimately driving more engagement, higher open rates, positive reviews, more referrals, and more chances for redeployment.<\/span><\/p>\n

 <\/p>\n\"\"\n

In the first two sessions of this webinar series, we talked about <\/span>attracting<\/b><\/a> and <\/span>engaging<\/b><\/a> talent. Today, we\u2019re tackling <\/span>onboarding<\/b>, and how you can use Connected Recruiting best practices to make the process more streamlined, personalized, and easier than ever before.<\/span><\/p>\n

The trouble with onboarding<\/b><\/h3>\n

As talent expects more from their staffing and recruiting experience, onboarding remains a pain point. <\/span>In our latest GRID Talent Trends Report<\/span><\/a>, 66% of workers reported abandoning a promising opportunity because the process took too long. Additionally, respondents listed the application and onboarding process as one of the largest challenges of the talent lifecycle.<\/span><\/p>\n

Gorman isn\u2019t surprised by these numbers. The candidates that he works with are looking for brevity and transparency during the hiring process. Onboarding traditionally stems from the operations department, noted Mileti; therefore, it\u2019s not typically built to cater to the candidate experience. \u201cDon\u2019t get me wrong,\u201d said Mileti, <\/span>\u201ccompliance is important \u2013 but experience needs to be right next to it.\u201d <\/b>Added Vesce, \u201cIt\u2019s dangerous to have that high-friction onboarding experience because then, you\u2019ll have people leaving that experience and telling others about how horrible it was.\u201d<\/span><\/p>\n

Talent also reported in the GRID Talent Trends Report that their top problem linked to a poor experience was inadequate training or preparation for the role. Preparation for the first day is part and parcel of onboarding \u2013 but it\u2019s not happening at the level it needs to. Gorman attributes this to the workload of the average recruiter: \u201cMost recruiters in the contract labor space are stretched super thin.\u201d\u00a0<\/span><\/p>\n

Gorman added that between juggling active and prospective candidates, recruiters default to listing off job requirements as a means of onboarding, instead of having a quick, two-minute conversation to chat with a worker about the scenario they\u2019re walking into. Structuring time in order to connect personally with workers will be what sets a successful recruiter apart from the rest.\u00a0<\/span><\/p>\n

Key onboarding touchpoints<\/b><\/h3>\n

Contrary to popular belief, onboarding is more than just completing documents to make a candidate an employee. \u201cOnboarding temporary or contract labor starts well before they get to the facility,\u201d said Vesce. The process includes:<\/span><\/p>\n