By Daria Friedman, Principal Analyst, Talent Acquisition
According to Brandon Hall Group’s 2018 Talent Acquisition Technology Survey, onboarding is one of the top three talent acquisition-technology priorities for organizations over the next 12 to 24 months. This focus on onboarding is well-warranted; how organizations enculturate and train new hires determines not only their engagement and proficiency levels, but impacts overall organizational performance.
This enthusiasm for onboarding was evident at the SilkRoad Connections 2018 Conference. The strategy and innovation devoted to onboarding was impressive. SilkRoad elevates onboarding beyond the traditional orientation of employees completing documentation and learning about the company’s mission and policies. Onboarding is personalized, interactive, collaborative and mobile. New hires now set goals, give feedback, receive training and complete the traditional tasks associated with onboarding. From an administrative perspective, SilkRoad provides analytics and dashboards to make onboarding easier to manage.
At the conference, I was pleased to lead the “Jump-Start Employee Engagement with Exceptional Onboarding Practices” session. I called attention to high new-hire voluntary attrition rates and that the impact of the attrition to the organization could be at least two or three times the original cost per hire. We also discussed effective assimilation/engagement practices, onboarding maturity and their impact on attrition, new hire engagement and organizational performance.
But most of all, I enjoyed speaking to attendees and learning about their own challenges. I heard how difficult it is to engage remote workers, concerns about GDPR and struggles with change management.
While all organizations experience challenges with HCM, it was great to share learnings and practices at the SilkRoad Connections 2018 event. SilkRoad is dedicated to providing strategy, innovation and excellence to talent acquisition, talent management and learning.
For more information on our research, please visit www.brandonhall.com.