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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
HRD15.05_Cover+spine_FINAL_SUBBED.indd 2 11/05/2017 1:43:14 PM
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.
56-57_TSR - Silkroad_SUBBED.indd 56 11/05/2017 1:29:17 PM
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
56-57_TSR - Silkroad_SUBBED.indd 57 11/05/2017 1:29:19 PM

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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 HRD15.05_Cover+spine_FINAL_SUBBED.indd 2 11/05/2017 1:43:14 PM
  • 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. 56-57_TSR - Silkroad_SUBBED.indd 56 11/05/2017 1:29:17 PM
  • 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 56-57_TSR - Silkroad_SUBBED.indd 57 11/05/2017 1:29:19 PM