Enjoyed discussing Careers & Professional Development with Kelly Deilly, Drexel LeBow Career Services & Strategist. Check it out.
Together we shared insights on best practices, lessons learned, and insights on landing great jobs. What’s the process? What does it take to find success and new opportunities?
As an employer do you want to leave the early impressions of your organization to chance?
The day a new employee is hired it’s an exciting time. Do you want them to rely on a Google search, Glassdoor, Social Media, and/or disparate information for them to learn more about your organization or their new department?
In an Aberdeen Report, “Strategic Onboarding: Help New Employees and the Business” they pointed out:
“Best-in-Class companies are 2.5 times more likely than all others to provide key stakeholders with visibility into the development progress of new employees through the onboarding process.”
“58% of all companies indicate that the biggest influence on onboarding efforts is the need to engage new hires in the company culture.”
“Since 90% of employees make the decision to stay within the first year, it’s more important than ever to determine if new hires are engaged early on.”
When looking at the life cycle of an employee from prehire, new hire, and cross-hire… to becoming a productive employee, it’s important to enable a positive experience, engage, and help reduce the dropout rate.
First impressions make a big difference!
As a result, SAP Jam aligned with SAP SuccessFactors Onboarding (& the related HCM Suite) represents a best-in-class platform (& app) approach to enabling social onboarding.
An organization’s Chief People &/or Talent Officer and their team play a big role as internal consultants within the organization to step back and assess if prehires, new hires, and cross-team hires are getting the best experience and optimizing their productivity?
A check list to consider:
With digital transformation new employees expect social onboarding tools to facilitate their new hire experience. For recent graduates (“Next-Gen”) who have grown up with cell phones and social media it’s important for a business to put it’s best foot forward in the hiring process using modern tools and capabilities.
When left to ad-hoc approaches it’s proven that satisfaction levels can go down, and the drop out rate increases, which costs both time and money for all participants in the hiring process.
The Chief HR and Talent Officer and their team should develop approaches (“frameworks”) that make it easier for lines of business within the organization to address the business requirements to optimize the ramp up period… and bring on happy successful new employees… and as result, achieve higher levels of productivity, successful outcomes, and satisfaction.
Based on many SAP Jam experiences, it is often best for the business lead and their core team to focus on the business requirements and stakeholder input, and then work with SAP Jam implementation & adoption services experts to ensure that the platform is optimized and best practices are in place.
First day impressions are very important.
By stepping back… and looking at the best processes, key information, and approach… organizations can optimize what happens before, during, and after the first day on the job to develop talent and positively impact bottom-line results.
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