CHAPTER 3 Employee Record Management.pptx To understand the types of Employee...
SilkRoad and HRD Magazine's Special Report on HR Technology
1. HCAMAG.COM
ISSUE 15.05
HUMAN RESOURCES DIRECTOR
SPECIAL REPORT
HR
TECHNOLOGY
NEUROSCIENCE
IN ACTION
How socially intelligent
are you?
457
SHAKE-UP
How to prepare
your business
REWRITING THE
HR RULEBOOK
IPOs and innovative
perks at HubSpot
Employees have their say
on Australia’s most desirable employers
BEST OF THE BEST
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2. TECHNOLOGY SPECIAL REPORT
56 www.hcamag.com
TALENT ACQUISITION & ONBOARDING
To win candidates, employers must focus on talent activation through
recruiting and onboarding experiences, writes Michael Lloyd
RECRUITING & ONBOARDING
IN THE DIGITAL AGE
BUILDING A powerful workforce offers a
tremendous strategic advantage, but companies
face huge challenges in attracting and keeping
top talent. Today’s HR teams are rethinking their
approaches, emphasising online interactions
and engaging candidate and employee
experiences, and taking a strategic approach
to onboarding. This article explores what
successful recruiting – and the onboarding that
follows – looks like for the modern workforce.
Survey says: Recruiting goes online
To find out how recruiters are competing for
talent, SilkRoad conducted a January 2017
Annual Recruiting Survey, taking snapshots of
the current recruiting landscape. Here are some
of the research highlights:
• 78% of those polled recruited for open
positions through employee referrals
• 79% surveyed used online recruiting in
their overall recruiting strategy
• The company website is the top location
for posting jobs, say 80% of survey takers
• Online recruiting sources like job boards
and social media are the most beneficial
applicant resources, according to 42%
of respondents
While employee referrals remain a top source
for recruiting, it’s clear that online recruiting
plays a major role in company strategies.
48%ofvacanciesare
advertisedontheinternet
DID YOU KNOW?
Source:DepartmentofEmployment,AustralianGovernment
Five keys to online recruiting success
Every online job search begins with two simple
words: ‘what’ and ‘where’. Companies which
excel provide answers that motivate candidates
to apply by following these five golden rules:
1
Master the science and art of job content.
The title and position description greatly
impacts on converting candidates from lurker
to applicant. Test different copies and monitor
what works best.
2
Don’t let a bad application process filter
out the best candidates. A job search
should be simple – enter, search, view and apply.
Review the application process to reduce
complexity, paying close attention to the mobile
user experience.
3
Grow the company’s brand online. The
company brand heavily influences a
candidate’sdecisiontoapply.Thebestcompanies’
pages present a dynamic presence, including
reviews, day-in-the-life examples, meaningful
charity outreach initiatives, and more.
4
Usesocialmedia.SilkRoadresearchshows
that candidates – especially millennials
– view companies leveraging social media to be
more desirable. Today, in the age of the
‘knowledge worker’, candidates seek companies
takinganinterestintalentandhelpingtheworld.
5
Focusonthecandidate’smobileexperience.
Usea‘responsive’designthatadaptseasily
todifferentdevices,fromphonestotablets.Create
acareersitethatisequallyuser-friendlyonmobile
and on a desktop.
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3. www.hcamag.com 57
Brought to you by
with the company?
• What’s special about your culture?
• How will you measure success?
• What types of workers will use your
onboarding portal?
• What demographics does the portal need
to serve?
• What locations, geographic regions and/or
countries need to be supported?
• Are there distinct job functions that
require proof of certification for safety or
other compliance issues?
Ultimately, creating an engaging new hire
and candidate experience revolves around
the successful use of technology to create
an experience similar to shopping online
today. By using technology and approaches
aligned with the modern workforce, savvy
organisations create engagement from the
first point of contact throughout the entire
onboarding process and beyond to inspire
passion and loyalty.
Survey says: Create a great
onboarding experience
The Boston Consulting Group recently found
that onboarding had the second-highest
business impact of 22 different HR practices;
also, that 69% of new hires participating in
onboarding were likely to remain with a
company for longer than three years.
To find out how companies were addressing
this critical need, SilkRoad conducted the CLO
Innovations in Onboarding Survey in 2016
and uncovered these key findings:
• Onboarding has become a longer process,
expanding beyond new hires and lasting
beyond an employee’s first few days.
• It is more holistic, moving beyond simply
finishing compliance paperwork and
encompassing the instilling of mission,
values and workplace culture.
• Onboarding practices are becoming more
engaging and technology is being used
more than ever before.
• Successful onboarding outcomes include
increasing engagement, improving culture
and reducing time to productivity.
• The top three goals for onboarding new
hires are increasing time to competency,
employee engagement and retention.
• Some organisations have begun to onboard
those employees who are transitioning to
new roles.
Create strategic onboarding
It’s clear that onboarding plays a key role in
workforce success, reinforcing the need for a
strategic approach. That strategy must include
a special emphasis on the candidate experience,
to truly engage the new hire from day one and
reinforce the company’s interest in their success.
To accomplish that engagement, consider these
key questions:
• How will you inspire new hires to embrace
the company mission and brand?
• What two to three core ideas do you want
employees to remember throughout their
employment?
• Is there an emotional or brand personality
message that will help new hires connect
SilkRoadistheleadingprovideroftalentactivation,enabling
forward-thinkingHRorganisationstogobeyondtoday’stalent
managementofferingstodelivermodern,personalisedtalent
journeysacrossaunifiedtalentacquisition,onboardingand
developmentprocess.SilkRoadactivatestheworkforce,empowers
HRandinformsbusinessleaderstodrivebetterbusinessoutcomes.
MichaelLloydistheAPACDirectorforSilkRoad
andispassionateabouthelpingorganisations
achievetheirHRgoals.Hehasover10years’
experienceworkinginthetechnologyand
HRindustries,specialisinginSoftwareas
aService(SAAS)platformsandtalent
management.Formoreinformation,visit
www.silkroad.com,followonTwitter@
SilkRoadTweetsorcall+61280053465.
Thechallenge:TheRoyalAutomobileClubofTasmania
(RACT)isanorganisationprovidingTasmanianmotorists
withawiderangeofmotoringservices,insurance,tourism
andtravelproducts.WhenRACTacquiredthehospitality
armofitsbusinesstherewasamassiverecruitment,
onboardingandre-employmentinitiative.
Thecompanyinitiallybecameoverwhelmedbythe
sheervolumeofapplicationsandmanualonboardingactivitiesitwasrequired
toperformthroughpaper-basedprocesses.
RACTneededanautomated,customised,moreengaging,candidate-experience-basedsolutiontohelpit
manageitslargevolumesofseasonalstaff andreduceturnover,particularlyduringpeakseason.
Thesolution:RACTimplementedSilkRoad’sRecruitingandOnboardingtomeetitsneedsandwasabletoreduceits
previousseason’sturnoverratefrom42%to20%.
UsingSilkRoad,RACTautomatedtheapplicationprocessthroughcustomworkflowsandeasy-to-useonline
applications.ThecompanycreateddynamicCareers,Onboarding,Offboarding/Re-hireportalstoshowcaseits
vision,missionandculturetonotonlyattractcandidatesbutbuildacommunityofhospitalityworkersreadyto
easilyintegratebackintoanewassignmentwithRACT.
Thesolutionwasalsodevelopedtoaccommodateabroadrangeofbusinessareas,includingpayroll,ITand
finance,toensurebusinessprocessexcellence.
Theendresult:RACTnowsuccessfullymanagesthehighvolumeofapplicantsandseasonalworkers.
Asthecompanygrows,thetechnologyisscalabletorespondtonewrequirements.
Thesolutionhasstrengthenedthecandidate-to-employeeconnectionbyeducatingnewhiresaboutthe
companyinadvanceofdayone,andhasallowedRACTtobuildongoingrelationshipswithitsemployeesand
communityofseasonalworkers.
RACThasreducedphysicalcostsalonebytensofthousandsofdollarsperannumonitsrecruitment
andonboardingprocesses,notincludingtheotherbenefits,suchasreducedadmintime,higherretentionand
better-performing,moreengagedemployees.
RACT CASE STUDY
JaneThiessen,PeopleServices
BusinessPartner,RoyalAutomobile
ClubofTasmania
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