Moving from Reports to Analytics: Data-driven Onboarding
[Editor’s Note: This blog post comes from Nirmala Pol, Data Visualization Analyst on SilkRoad’s R&D team and Mimi Jerkan, Talent Activation Director for SilkRoad].
The key to strategic onboarding is a data-driven approach. Onboarding analytics can be used to define, manage and measure your onboarding effectiveness. When using analytics, you have numerous advantages. Some important and beneficial advantages for many organizations include:
- Faster reporting and analysis
- Better business decisions (*educated decision)
- Operational efficiency
- Save headcounts
- Reduce costs
- Increase in ROI
To make the leap from tactical onboarding to strategic onboarding, we suggest leveraging analytics so that you can drive business outcomes instead of reacting to them. A core consideration of analytics is that for every “how” there is a respective “why” behind every visualization. With retention and engagement being a primary concern for many organizations, onboarding analytics can identify key opportunities for improvement in the candidate-to-new hire experience.
Some areas to focus on are:
- Increasing onboarding efficiency
- Monitoring task promptness
- Removing bottlenecks in the onboarding process
- Using first 30-60-90 days to increase employee engagement
- Reducing employee churn
We have developed analytics dashboards to address these areas. To know more about our dashboards and how it can empower HR, please plug in and listen to our podcast that showcases each dashboard and the business proposition/objective associated with them to benefit HR and the organization as a whole in an effort to align these efforts with organizational strategy.
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