SmartRecruiters Hiring Success Journal

5 Ways Employee Onboarding Software Can Unlock Recruits’ Job Potential

If you want to predict the end for your employees, look no further than the start. A bumpy on-ramp into your organization could very well be steering many of them to the nearest exit.

It should come as no surprise to HR managers, but the first 18 months of employment — when turnover can reach as high as 50 percent — are pivotal in the employee-employer relationship. But according to a Gallup study, a meager 12 percent of employees “strongly agree” that their organization provides a sufficient onboarding training process.

Far too many HR departments risk an abbreviated tenure with new hires by neglecting this early stage. Given the costs of losing a team member — at least six to nine months of his or her salarypreventing employee turnover should be a top priority for every company.

The Untapped Power of Onboarding Software

Thankfully, many HR departments have the necessary tools right at their fingertips. Many of these teams have already implemented a learning management system (LMS) for staff training, but they might not understand some of the ancillary LMS benefits. What was once a tool solely for internal use can now be leveraged long before an interview.

The advantages of a learning management system can begin as early as the recruitment phase. One HR executive recently told me about a successful hire funneled directly from the company’s online recruitment program, which vets candidates with mini certification courses and games designed to test skills. This talent acquisition software enabled the company to build a robust profile of candidate data before the interview process, which ensured it was choosing from the best of the best.

Finding and Onboarding Top Talent With LMS Software

Taking your onboarding program online can yield similar results for your firm. Here are five benefits of recruiting and onboarding new employees using your learning management system:

1)

You can track recruits on a centralized platform. Without a central database enabling a rapid review of an array of applicants, a recruiting manager might have little time to assess résumés or set up interviews. Using online training platform software to aggregate all the pertinent information about your recruits can save precious time.

Once you have the data readily available, you can use it to quickly identify which candidates should stay in the running. The software enables you to find individuals who have the right degree or key qualifications much faster than thumbing through an unyielding mountain of résumés.

2)

You can fill in gaps using detailed reports. Onboarding software brings a host of analytics to your recruitment process. With detailed reports, charts, and graphs of assessment data, you can collect critical information to find the right talent to fit your gaps.

Companies like Johnson & Johnson are adeptly using these features to match recruits with departments. By analyzing the traits of its top employees, the pharmaceutical giant identifies criteria for its assessments and is able to screen out applicants who might be unlikely to succeed. Likewise, you can develop your own criteria for what helps someone thrive in customer service or sales and then structure your employee onboarding software accordingly.

3)

You can uncover hidden talents. As many recruiters and hiring managers have learned, it’s not uncommon for candidates to discover that they’re better suited for a different position during the interview process. Why not let your employee onboarding software accelerate this realization? You can use the system to help prospective hires identify their core talents and then see open positions that match their expertise.

By moving this critical discovery phase forward, you can save your organization a good deal of time and money. Instead of going through the painful exercise of re-recruiting after shifting someone toward another department, you can funnel new hires into the right role from the start.

4)

You can get face time with candidates. Most employee onboarding software has built-in support for video conferencing. Companies such as Unilever have scrapped résumés altogether in favor of a mixture of game-based assessments and automated video interviews.

Once again, software can save you and your department the effort of going through an in-person interview only to discover that your promising candidate is a poor communicator or a bad fit for your organization. Get that important face-to-face contact before an official interview by using technology to connect.

5)

You can customize your onboarding by pinpointing areas of improvement. Because you’ve already established a profile for new hires in your onboarding system through the recruiting process, you can transition seamlessly into training. Given that nearly 90 percent of new hires say they don’t enter a new job with all the knowledge they need, they will require help to bridge the gaps in their skills.

Regardless of any shortcomings that might have come to light during interviews, induction training for new employees coupled with specific online courses can quickly bring them up to speed. You’re thus able to dive right into on-the-job training, which more than 75 percent of new employees have identified as the most important part of onboarding.

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While the benefits of onboarding new employees are well-established, relatively few companies think to put their learning management systems to work during these early stages. With a flexible LMS that supports gamification, video conferencing, applicant tracking, and advanced reporting features, you can employ this software to smooth the on-ramp and pave the way to success for your new hires.

Christopher Pappas

Christopher Pappas

Christopher Pappas is the founder of eLearning Industry, the largest online community of eLearning professionals in the world. Christopher established the company as a safe online community for eLearning professionals and instructional designers to connect and share their knowledge. Christopher holds an MBA and a Master of Education from Bowling Green State University.