Onboarding is more than Orientation - It now is a strategic part of talent management process impacting recruitment, engagement, development and retention of your hires. Looking to enhance your Recruitment or Technology Strategy or a vendor looking for brand or product marketing support - contact @ImSoSarah at www.sarahwhitellc.com or email sarah at Sarahwhitellc.com This event was done in partnership with iCims, a leading provider of talent acquisition technology solutions for growing companies. For more information contact www.icims.com

1. Onboarding.
Recruit. Engage. Develop. Retain.
Here’s how...
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Copyright 2012 Sarah White & Associates, LLC www.SarahWhiteLLC.com www.HRTechBlog.com Tweet Me: @ImSoSarah

2. Recruiters Screen Resumes.
(A lot of Resumes)
Recruiters get an average of
100-500 resumes
per opening.

3. HR Interviews Candidates
10-20 over the phone.
(After spending 15-20 minutes each just scheduling the call. )
Only 3-4 in person.

4. The Jobs Get Filled.
From Talent Technology State of Recruiting 2012 Survey

5. Then What?

6. Orientation?

7. Onboarding.
It should be a strategic part of the talent cycle
starting before Day 1.

8. Onboarding.
Recruit. Engage. Develop. Retain.

9. Build Effective Programs by
Keeping Three Things in Mind:
1. Enhance
2. Focus
3. Analyze

10. Focus
What can you do to improve new hire time to productivity?

11. Analyze
What can you do to show value?

12. Onboarding
Impacts Business:
Recruiting
Performance
Learning/Development
Leadership/HiPo Identification
Employee Engagement
Retention

13. Questions?