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Employee onboarding starts from the moment a candidate says “yes.” You’ll find: Crazy amounts of onboarding information about onboarding processes, new employee orientation, techniques to keep a new hire, and more.They accepted the offer, now you have to keep them. Your onboarding program needs to engage a new employee from the first minute. New hires make the decision to stay with a company long-term within the first six months of employment. As an employer you’ve got to make a great first impression. New hires are expensive. You want to protect your recruitment investment. An awesome onboarding process lasts more than one day and can begin even before Day 1 with engagement and information. Gone are the days of first-day, one-day HR orientation and a series of unrelated administrative tasks and forms. 83% of best-in-class organizations start onboarding prior to Day 1 by welcoming new hires warmly and tackling administrative matters in advance. To help you get there, we’ve compiled top resources, advice and insights in one place. Onboarding that works starts here.
5 Tips for Engaging New HiresThese 5 tips from Aberdeen Research, Engaging Your New Hires on Day One, provide a basic roadmap and great ideas. Research more onboarding ideas here.
- Empower managers – provide tools and resources to help them engage
- Communicate core values – understanding culture helps new hires connect faster
- Integrate with learning – leading organizations link learning and onboarding for optimal productivity
- Measure effectiveness – use new hire surveys and track new hire portal time
- Connect with peers – networking programs, such as a "buddy," are critical
Onboarding: Best Practices for OnboardingLaunching an onboarding initiative presents challenges, but shouldn’t be daunting. There are several things that HR professionals need to keep in mind to make things easier. First, understand your own culture. If the organization doesn’t have clarity around this, how can you expect to effectively explain it to new hires? Be keenly aware of any pervasive negativity that may be present in your organization and its potential impact on new hires. Whenever possible, new employees should be exposed to team members who are positive and want to be there. While you can’t control everything, you can start with putting the right HR staff out in front. The attitudes of those leading the onboarding program are critical to its success. Next, consider how the logistics of your program will work in the real world. For instance, a series of in-person gatherings is not the best choice for a new hire population that is 75 percent telecommuters or in an organization with multiple locations, such as a retail or banking organization. One-size-fits-all programs don’t usually work. So while some degree of consistency is important and there will be standard information that all new employees need to receive, every hire is different and requires a semi-customized approach. Look at exit interviews from a variety of departments and levels, especially those from individuals who departed after less than a year of employment. What challenges did they cite as being insurmountable, and how can you address those in your onboarding initiative? On the other side of the coin, ask your successful hires what worked and didn’t work for them, and fine-tune your approach accordingly. Because proper onboarding is so much more than a one-time 30-minute presentation about the company, it requires foot soldiers to mind the ongoing process. Assign a staff member the job of Project Manager. This person should keep track of onboarding checklists and milestones as they relate to each new hire, and should ensure that nothing slips through the cracks. Finally, look for ways within the context of onboarding to showcase HR’s value. In many organizations, HR struggles to be taken seriously. Present your group as a strategic player rather than a mere cost center by partnering with hiring managers to facilitate and track new hire success over the long-term.
Onboarding: How to Evaluate Onboarding Systems:When you evaluate onboarding automation solutions and solution vendors, make sure you evaluate each across these 18 critical areas.
- How easy is it to add new hires to the system?
- How fast can you kick off the onboarding process after offer acceptance?
- Can content and processes be easily customized for each new hire by job, location, role, or other criteria?
- Does the system provide a company-branded portal that you can easily customize to your organization’s brand, messaging and content?
- Is this portal easy to maintain without the help of IT.
- Does the system enable tasks to be assigned to employees, managers and HR counterparts?
- Will the system provide a way to report on and track completion of those tasks, provide automatic reminder emails and alerts when overdue?
- Does the system integrate with social media to engage new hires throughout the onboarding process?
- How well does the solution eliminate or reduce manual processes, physical paperwork, and postage required of new hires?
- Will the solution manage additional events beyond onboarding, such as offboarding, mergers/acquisitions, transfers and other employee events that require workflows, task completion, and forms/content?
- Is it easy to integrate or export new hire records to your HR system of record or the provider’s HRMS reducing data entry errors with one-time data entry.
- Is the system a stand-alone application or can it quickly integrate with a talent management suite?
- Can the system help you pass compliance audits with proper tracking and reporting?
- How well is the system integrated with I-9/E-Verify processing and is it Department of Homeland Security certified?
- How easy is the system to use from administrative and employee perspectives? How much training will it take to become fully proficient?
- How comfortable do you feel with the provider? How well does the provider address any questions?
- Do you feel confident that the provider understands the security needs of Software-as-a-Service (SaaS) cloud-based software model?
- How confident do you feel that your provider will provide support, expertise, and care to make you successful?
What is an Employee Onboarding Portal?Also called a new hire orientation intranet, micro-site or website, the employee onboarding portal is designed to engage employees with a company’s culture and brand message as early as possible after an employee has been hired. This helps employees feel welcome, prepared, and ready to work from Day 1. SilkRoad actually was the first vendor to provide an easily tailored, brand-able new hire portal with its original RedCarpet Onboarding Solution. Why? Because in a typical new hire situation, the new employee undergoes some level of orientation and must get up to speed on everything: from the company’s corporate culture to filling out a multitude of forms to where to get the best lunch around, and from learning about the team to understanding corporate goals and executive management. It’s intimidating and can get in the way of new hire productivity. From this, the idea of the web-based portal was born. An onboarding portal alleviates that paperwork pressure. A best-practice onboarding portal will act as a comprehensive, customized tool designed to help your employees feel comfortable with the organization right away, and become a go-to place for everything a new hire needs.
- Socialize employees from day one with information on company events using SilkRoad’s Portal Studio tool. Create a secure, customized event portal that is the go-to place for your employees to stay informed and compliant.
- Go paperless and get rid of cumbersome paper processes.
- Manage and track critical, time-sensitive tasks efficiently, accurately and on schedule.
- Easily update and manage content in real-time.
- Integrate with social networks.
- New hire onboarding with SilkRoad helps HR Managers reduce time spent on acclimating new employees, freeing the staff to focus on mission critical matters.
Onboarding: Best Onboarding Portal GalleryMost companies spend a lot of time and a lot of money on perfecting their corporate websites. Marketing Departments and Agencies use the latest technology to create rich customer experiences, but all too often companies overlook their most valuable digital presence: their career portals. The employee (and potential employee) experience is key to the success of any company. First impressions matter. Your career portal can make or break your hiring strategy. Creating an awesome career portal can set you apart. While the primary goal of a career portal is to share job openings and provide a place for candidates to apply, it needs to do a lot more. Successful career portals build your brand, inform visitors about the work environment, encourage candidates to connect with the company, and provide a realistic job preview. While the career portal sets expectations, the employee onboarding portal must deliver on those expectations. New hires will expect an equally effective and efficient onboarding process. That means taking another step forward with brand engagement and personalization. Onboarding technology can make it easy for new hires to learn about their new company and position. The onboarding process is designed to welcome new hires into the organization and get them productive quickly. This means using onboarding portals to strategically automate steps in the onboarding process for consistency. In addition, using a technology solution for onboarding allows HR and the hiring manager to focus on what’s really important – building a working relationship with the new employee. Download SilkRoad's "Killer Portals" eBook to see what makes recruiting and onboarding sites great.
Onboarding: Preventing Quick Quits with Onboarding AutomationNew employees typically will decide to stay with their new employer in the first 90 days. These quick quits are expensive. Dramatically so. Organizations typically pay lots of attention to successfully recruiting employees, but then once the offer is accepted, they resort to standard paperwork and forms, boring orientations, and “information dump” training. Successful companies transition smoothly from hiring the best talent, to onboarding that talent in the best way possible. Best practices show that following through with critical processes that enable new employees to learn the skills and behaviors needed to function effectively at their jobs means they adapt to new culture, understand your brand and values better, and feel welcome and prepared for their work. These best practices also help in reducing early turnover, when employees leave within the first year. Download the Ultimate Guide to Onboarding
Onboarding: ROI of Onboarding SystemsOnboarding initiatives should be closely tied to the organization’s strategic goals. You should be able to measure how well your programs are helping to achieve those goals, especially ROI, and make improvements as necessary. If measuring the ROI of your onboarding programs is new to you, start slowly. Devise one metric per major business goal and practice tracking it, analyzing your results, and communicating value before adding more metrics to your arsenal. Also, don’t view onboarding ROI in a silo. The ROI of your onboarding initiatives will be intimately related to the ROI of your recruitment and talent management programs, so look for ways you can measure success once but cut the data in different ways. For instance, the retention and time to productivity metrics have implications not only for onboarding, but also for recruitment. Hopefully, effective recruiting and onboarding practices are working in concert to ensure that new hires are brought up to speed, engaged, and integrated into the team as proficiently as possible. Most onboarding technology systems have functionality that facilitates the measurement and management of ROI. If you’re unsure about how your technology can help in this process, ask your account representative. Download the Onboarding Business Case Tool Kit Take a look at our full library of blog posts, white papers, eBooks, and more
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What will HR look like in 2025? Four HR industry experts recently shared their thoughts on the future in an engaging and high-energy panel discussion.
Radical changes in HR, from agile performance to analytics, will make 2016 a defining year in the HR world. Job seekers are gaining more power than recruiters and technology is becoming an ever present asset.
The employer brand determines the quality of the workforce. It drives the level of engagement, motivation and retention, which is strongly linked to higher revenues, profit margins and overall returns on investment. Companies capable of attracting the best talent simply perform better!
Many companies can’t hold on to their Millennial employees.
SilkRoad conducted a survey to find out what HR Professionals thought about Millennials and what programs their organizations had in place for them. One of the most consistent issues HR professionals had was retaining their Millennial employees after they trained them and they developed their skills.
Once a candidate is hired, the goal is to quickly and efficiently make them a productive employee and feel a part of the team. Both the company and the employee have this same goal. Companies want productive employees who contribute to the bottom line. Employees want to contribute and be a part of the organization.
Are you plugged into the best sources for interviews and hires?
The 2015 Source of Hire report is back and more comprehensive than ever, covering more than 14,000 sources, 12 million applications, 600,000 interviews, and almost 300,000 hires. The job market is back. And so is increased competition for top candidates.
Staying in Compliance with Form I-9 and E-Verify In this SilkRoad Ebook you’ll learn what exactly Form I-9 and E-Verify are and how to use them to stay in compliance with government regulation.
How you exit an employee is just as important as how you welcome them. Based on conversations for SilkRoad’s annual users conference, SilkRoad Connections, this white paper outlines the importance of having a standardized process for transitioning employees out of your organization.
1. Consider your offboarding strategy to be as critical as your onboarding strategy. This means devoting similar effort and resources.
2. When initiating an offboarding program, make sure you provide for involuntary separations and retirements as well as voluntary separations. According to Aberdeen, offboarding development, implementation, and evaluation should be relatively consistent across the organization.
3. Offboarding messages and offerings can be customized for different departments in the organization, especially if you have groups in different geographies.
This deep dive will show you how SilkRoad Talent Acquisition easily links recruiting and new hire onboarding to save time, money and effort, while providing a seamless engagement experience from pre-hire to beyond. Roll out the RedCarpet for applicants and new hires.
Just for HR professionals in higher education: We’ve curated the best recruiting, new hire onboarding, and general talent acquisition resources into one easy to access location. Listen to experts, read reports, check your benchmarks. It’s all designed to help you find top talent, stay compliant, onboard seamlessly across many locations.
Onboarding is your first link in employee engagement success. Most organizations struggle to get onboarding right. We’ve gathered 6 awesome resources to give you the onboarding roadmap and help you convince your C-level executives that onboarding adds tremendous value.
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SilkRoad Onboarding has successfully transformed the new employee orientation process for tens of thousands of users. New hires will love it! Drive ever-greater employee engagement, eliminate paper and manual processes from new hire processes. Stop the copy/fax/folder madness with electronic forms. Brand your own unique new hire employee portal. Watch the video.
Most new hires have already bought into your company story and they want to take part. Onboarding takes these enthusiastic new people and rapidly engages and connects them to the life of the organization. That engagement leads to employee commitment. And their commitment leads to accomplishment.
Gather stories of times when onboarding has gone wrong. Specific illustrations of
where onboarding has gone wrong will spur the conviction that something needs to change.
A new employee onboarding process will be the obvious solution.
Calculate the ROI of automating the new hires onboarding process. Stop the paper chase, the first-day data dump. Engage new employees even before day one and instill corporate culture and values. New hires are expensive. Keep them around!
We know finding the right suite of HR software products for your unique organization isn’t a piece of cake, but having the right tool in place can have a profound affect on your employees and, ultimately, the success of your company.
It’s a big decision! That’s why we created the Ultimate Buyer’s Tool Kit to help you evaluate ANY HR software suite or solution.
We know how frustrating it can be to get all the pieces together in order to get budget approval and buy-in for your onboarding automation project. That’s precisely why we’ve put together a plug-and-play business case template that you can completely customize or if the shoe fits, use as-is. We’ve outlined each section and even provided sample text to make it as simple as possible. Basically, we’ve tried to do a lot of the leg work for you!
While attracting and hiring top talent becomes a top priority for business executives today. But even more important to the success of the company is keeping those new hires engaged. From day one. That means employers must put an emphasis on consistent onboarding of new hires. High-performing organizations are more concerned with something else entirely: employee engagement.
Although engaging new hires may seem like a basic concept, companies struggle to formalize the onboarding process and create a meaningful strategy around their talent. This report, based on data collected in March 2014 will provide a sneak peek at Aberdeen’s annual onboarding data and highlight key recommendations for transforming the new hire experience into a positive one.