That’s why a structured employee onboarding framework is so critical – it’s more important than onboarding itself.

That’s the 30-60-90 day onboarding framework for you – it’s to provide a consistent, uniform and thorough onboarding experience. It clearly outlines the activities, resources, and expectations for those first three months of an employee’s journey, setting them up for success in their role.

The benefits for the employee are clear – they reach higher productivity in a shorter time (in other words, their ‘time to ramp’ is shorter).

They’re more vividly engaged, they understand what’s expected of them, and they know how to do the work.

For the organization, this results in greater average revenue per employee, lower turnover, and a stronger reputation as an employer that believes in developing their people.

This 30-60-90 day onboarding blueprint is structured in three phases with end goals for each: at the 30-day mark, you’ve set a foundation for that employee.

By the 60-day mark, you’re establishing a clear momentum for the employee to thrive.

And, finally, at the 90-day mark, you’re ensuring that this fully onboarded employee is ready to work autonomously and independently because they’ve learned what they need to know to succeed in their role.

Let’s go into these three stages in depth.

30-day plan: the foundation

We’ll start the 30-60-90 onboarding plan with this famous adage: “Culture eats strategy for breakfast.”

It’s a given that you’ll be spending a fair bit of time during the first 30 days giving job-specific training to your new starters. But equally, a key focus should be on embedding them into the company culture and helping them build connections.

Here are some ideas to get started:

1. Designate a work ‘buddy’

This should be someone from the team who isn’t their manager. They can be the go-to person who shows them the ropes and gives advice. As this person will be a peer, rather than a manager, they’ll probably have gone through the same experience themselves so can empathize.

Link up new starters who are in a similar boat to each other. For example, you could set up a dedicated Slack or Teams channel which joiners are part of for their first few weeks.

2. Organize a team lunch

Ideally this can be done together in the same place, but if it’s not possible, you can still do it virtually. Why not send the new starter a voucher for them to order the meal of their choice?

Regardless, you should send them a small reward and note of appreciation after their first week – it’s a nice gesture which will put a smile on their face!

3. Set up casual meetings

Arrange “get to know” meetings with people the new starter will be working closely with. This is not a work-related induction, but more of a social meeting to break the ice and find out about each other. These meetings should be quite casual and don’t need any sort of agenda beforehand.

You can group people together – for example, instead of meeting all the web developers individually, they can be part of the same meeting. At the same time, try to keep the number of people in these chats quite small, perhaps to a maximum of four or five. Any more can make them feel daunting, which is the opposite of what you’re trying to achieve!

Basically, it should feel more like a coffee date, and less like you’re being grilled on a reality show!

4. Set up daily syncs

At this stage, managers should have a quick 10-minute catch-up with the employee at the end of each day, just to see how they’re getting on. Meeting lots of different people can be a little overwhelming, so having a regular chat with the same person each day adds a sense of routine.

5. Keep a finger on their pulse

One constant throughout the 30-60-90 day onboarding plan (and beyond) is wellbeing, so ensure managers are still checking in regularly. Pay particular attention to signs of burnout – it’s not uncommon for employees to push themselves extra hard during these opening few weeks.

6. Ensure a solid training plan

As mentioned earlier, training is very important during this stage of the 90 days plan. If you aren’t giving people the tools they need to be successful, it won’t work out for you or them. Things which should be included within the training plan are:

• Company strategy
• Sales positioning
• Department objectives
• Individual KPIs
• Best practice methods
• Systems and ways of working

7. … and be clear about those KPIs

A quick word on those individual KPIs: ensure you are completely clear on what these are – the employee needs to know three things, exactly:

• what’s expected of them
• how that links into the wider organization goals
• what metrics you’ll be using for their work

Setting expectations properly reduces the chances of confusion later on down the line.

8. Make it a two-way street

When it comes to training, try to make this as interactive as possible. People should be able to ask questions and even make suggestions. When training them for the tasks they’ll be doing, incorporate a mix of different learning methods. There may be some things which they can study and practice in their own time, whereas others may require them to learn on the job or be shown step by step.

If you have an online L&D program in place, select the courses which you think will be most relevant to their job. This tailors their training and saves them from having to scroll through lots of different ones.

9. Keep it fun and engaging!

As for the actual work your new starter will be doing, this can vary based on the role and level of seniority. Try to make it engaging though – enthusiasm levels are normally super high at this stage, so you want to tap into this as much as possible. Perhaps you could set them a list of things to do each week and turn it into a fun challenge with points and prizes?

60-day plan: the momentum

Now you’re at one month in the onboarding plan. Your employee should be mostly familiarized with their work and the company’s processes, but that’s just the first step to success. Here’s what you need to think about in the second month of the 30-60-90 day onboarding plan.

1. Maintain a feedback loop

Feedback is crucial, and it’s a very important way to keep the new starter engaged and focused. Managers should give this on each piece of work. Remember it’s still early days, so don’t expect perfection.

At the same time, employees appreciate honesty so give them constructive feedback, and ask for theirs as well. Is there anything they think should have been done differently in the opening weeks?

2. Check on goal progression

It’s also a good time for managers and employees to have an honest discussion about the goals that were set early on. Does anything need to change? Does the employee feel like there are more things they could take on? Either way, do what you did the first time and communicate clearly.

3. Celebrate the small ‘wins’

It’s also important that people feel appreciated. Make sure you celebrate the small successes. If they work in Customer Service, make a big deal of the first ticket they resolve. If they’re in Marketing, recognise them for that first blog they wrote.

This could be a formal shoutout on the recognition platform you use, or even just a round of applause during your end of week wrap-up.

Try and link these recognitions to your company values – this is a great way to remind the employee what you stand for. Try to back the recognitions up with a reward as well. By getting a reward for displaying the right behaviors or for good work, it gives them a morale boost and a sense of gratitude.

You’re now building on the learning

Remember, learning doesn’t just stop after day 30 – but now it continues with the act of building. This is where you trust them to do more independent work and go deeper into their responsibilities. Normally, there are two routes you can take.

If there’s a specific project that was earmarked for them before they joined, allow them to run with this.

If the type of work they do is naturally quite repetitive – perhaps they work on the tills at a shop – ask them to come up with ideas to improve some aspect of what you do. This is a great way to keep them engaged and shows that you see them as a valuable part of the business. It also usually involves them needing to collaborate with other departments, which brings its own benefits in terms of relationship building.

Whichever one of the two routes you choose, ask them to follow the Plan, Develop, Implement model. Here’s a quick breakdown.

Plan

This is where the employee does their research, asks the questions they think are relevant, and puts together a strategy for what they think needs to be done. Give them the time, space and tools to do this.

Develop

Once the plan has been put together, the employee uses it to develop a solution. For example, if they’re in Business Development, maybe they have a better way to reach out to prospects. They can get these new ideas together and test them internally.

Implement

Now the employee takes the results from their tests and puts them into practice. This is where they’ll feel like they’re doing what they were brought in to do, and managers will be able to judge how far along they are.

At all times, managers should ensure help is available if needed – but allow the employee to take control.

Now, we mentioned how this type of task allows employees to build relationships with others in the company. But there’s other ways to do this as well, for example organizing social events. For example, Perkbox has monthly ‘Meet ‘n’ Greet’ events which are an opportunity for new starters to meet with people in social settings.

90-day plan: the independence

This last phase of the 30-60-90 day onboarding plan should help employees feel like they’re a fully-fledged part of the business. All being well, by the end of this period, they should have less of a ‘new starter’ feeling.

The employee should by now be nicely bedded in from a cultural point of view. This doesn’t necessarily mean they run to the karaoke machine on nights out – but they should feel comfortable with their colleagues. If they still seem a little uncomfortable, it’s the manager’s job to get to the bottom of this.

1. Assign full ownership and independence

A core measure of success at the 90-day stage is whether or not you’re able to grant full ownership to the employee. You should be able to confidently assign them projects without walking them through the steps of how to see it through to completion.

At the 90-day mark, that employee is equipped with the knowledge – and experience – to independently make decisions to move the project forward. They no longer will need to ‘check in’ with their manager or seek approval or validation before moving forward.

Of course, there’s always that question of making a mistake – can you trust your employee to do the right thing to ensure success? Well, that’s what onboarding is for in the first place – when you can trust your employees, you’ve onboarded them successfully.

2. Conduct a performance review

What else? Performance reviews. While you no longer require the employee to be checking in with you or other colleagues to get a job done, you do check in with them at the end in the performance review.

This is your opportunity to go through their performance, both in the first 90 days and in the long-term, and identify areas where they can do better and shine a light on areas where they’ve done well. In fact, it’s not simply a review – think of it as a refinement.

3. Ask them about their onboarding experience

A little different from the performance review is a simple check-in with HR. Ask the employee how they’ve found the onboarding process to date. Is there anything they feel should’ve been done differently?

Not only does this help you improve the process for the future, but it shows the employee you take their opinions seriously.

4. Identify their passions – and support them

Hopefully by now they can also let some of their other passions shine through. For example, do you have any Employee Resource Groups or social clubs that appeal to them? Send a reminder of these and encourage them to put themselves forward if they want.

Often, people who join up with these things early on in their time at a company, develop really strong connections with colleagues. This can only be a good thing from a retention point of view!

Those first three months are key for success

Those first 90 days of an employee’s journey within an organization, a new strategy, a different process, etc., sets the tone for their entire tenure going forward. A bad onboarding plan has obvious adverse effects – someone who isn’t properly familiarized with their roles won’t be able to rise to expectations. They get frustrated, demoralized, and worst of all, toxic. Cue ‘quiet quitting’, costly turnovers, and overall disenchantment.

Think of it as keeping a car properly maintained. When every part of the car is well-maintained, the engine is tuned regularly, the tires are leveled, the exterior is washed, the interior deep-cleaned, then the car lasts longer and performs better.

Your organization is your ‘car’ – keep it attuned, updated and optimized with a well-structured, 30-60-90 day onboarding plan for every step of the way, and it’ll pay dividends for you in the long run.

The post Your 30-60-90 day onboarding plan: set your people for success appeared first on Recruiting Resources: How to Recruit and Hire Better.

Almost overnight video has become essential to the way we work and hire. And while video interviewing is nothing new, asynchronous interviews, also called one-way video interviews, are becoming a key tool for hiring. More than just a short-term solution for a temporarily remote workforce, many talent & people teams are embracing video screening as the new normal.

In just sixty minutes, this webinar will help you:

• Develop a process to screen candidates at scale on your own time, from anywhere and any device
• Learn how structure effective one-way video interviews, from question input all the way to hiring manager collaboration
• Empower candidates to show their best self with a guided, thoughtful process (no download required!)

The post One-way video interviews: The new normal appeared first on Recruiting Resources: How to Recruit and Hire Better.

For many of us, working remotely is a whole new ballgame and hiring and on-boarding remotely feels straight out of left-field.

That’s why we turned to People Operations & Talent leaders from Stack Overflow, InVision and Smartbug Media. They explained everything we need to know about remote working, from hiring and on-boarding to managing your day-to-day tasks. With over 2,200 attendees and 250 questions from the audience, the panel was kind enough to meet again and answer your FAQs.

This webinar and FAQ session will help you:

• Adopt a virtual hiring process, without sacrificing candidate experience
• Onboard and welcome new employees in a fully remote setup
• Communicate and collaborate effectively and keep business moving with a newly remote workforce

You can also read the key takeaways of the webinar and our FAQ guides on remote work:

• Remote Working FAQs
• Remote Hiring FAQs
• Remote Onboarding FAQs

The post Going Remote: Best Practices for HR & Recruitment appeared first on Recruiting Resources: How to Recruit and Hire Better.

Last month, over 4,500 people registered for the webinar “Going Remote: Best Practices for HR and Recruitment”. Hundreds of live audience questions poured in to be answered by leaders at fully remote working companies like InVision and Stack Overflow.

There wasn’t enough time to answer them all during the webinar, so the experts met again to tackle the most common ones. Watch this video to hear tactical advice from talent leaders and founders who have learned best practices through years of remote working.

Sample Questions:

• How do I prepare candidates for virtual interviews?
• How should I engage candidates during a hiring freeze?
• How can I empower managers to onboard and train new hires remotely?

You can also get answers to common questions around remote work in our FAQ guides:

• Remote Working FAQs
• Remote Hiring FAQs
• Remote Onboarding FAQs

The post Going Remote: FAQ Video appeared first on Recruiting Resources: How to Recruit and Hire Better.

In this webinar, we explore what HR and Talent professionals can expect from a post-COVID hiring process — and what you can do now to prepare. You’ll get a closer look at our collective “new normal” and learn how it will impact your day-to-day, from attracting talent to onboarding new employees.

In just sixty minutes, this webinar will help you:

• Ready your hiring process for the new normal
• Immediately improve your employer brand and candidate experience
• Develop an engaging strategy for onboarding remote employees

The post Working, hiring and onboarding in the “new normal” appeared first on Recruiting Resources: How to Recruit and Hire Better.

As you’re managing through one of the most stressful years for HR & talent teams, we know the last headache you want is to deal with is switching your ATS. But, with Workable, there’s a way to switch quickly and easily.

In this webinar, we’ll show how you’ll still have the same great Google integrations, and can do even more with us than you could before. And if you decide to switch, we’re offering free data migration for Google Hire users, plus you’ll also get our new remote screening tool, Video Interviews, free to use for 3 months.

If you’d prefer a personalized demo, request one here.

In just 60-minutes, this webinar will help you:

• Discover everything you can do with the Workable hiring software, and how it compares to Google Hire
• Gain insight into why hundreds of Google Hire users made the switch to Workable
• Get answers to all of your Google Hire & Workable related questions (we’ll leave plenty of time for you to ask)

The post Why companies move from Google Hire to Workable appeared first on Recruiting Resources: How to Recruit and Hire Better.

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So, you’ve figured out the people you’ll need in 2020. Now figure out how you’ll find them. In this webinar—led by HR experts and futurists Matt Alder and Hung Lee—we’re exploring the latest tech transforming the way recruiters find and attract talent. And looking ahead to 2030 to see how future trends will inform the tools you use today.
From chatbots and video interviews to full-on robot recruiters, we’ll tackle the good, the bad, and the ethically questionable, so you can choose the right tech to quickly find the people you need, in 2020 and beyond.

In just sixty minutes, this webinar will help you:

• Get familiar with cutting-edge tech for finding and attracting candidates
• Understand the unique opportunities and limitations of each
• Add tech to your recruiting mix without losing the human interaction
• Decide which tools to use in 2020, with tips to get started

The post The Tech It Takes to Find Candidates in 2020 appeared first on Recruiting Resources: How to Recruit and Hire Better.

Join our expert, Stefan Nerinckx, Partner, Head HR-law department Fieldfisher Brussels & Professor, Employment Law University College Brussels, for Part 1 and 2 of “Breaking down Brexit”.

Part 1 was recorded in Dec 2020 before the Brexit split took full effect. Watch Part 2 below for a brief recap of Part 1 and a current update.

The post Breaking down Brexit appeared first on Recruiting Resources: How to Recruit and Hire Better.

Join our panel of recruiting and immigration law experts, Dr. Sarah Lieberman, Louise Haycock & Matt Buckland for a discussion on possible Brexit outcomes for recruitment, what a post-Brexit talent market might look like and how you can start to prepare.

The post Brexit: Recruiting Through Uncertainty, London appeared first on Recruiting Resources: How to Recruit and Hire Better.

In this webinar, we’re turning to culture and employer brand leaders to tell us how. They’ll show us how to reboot your employer brand from the inside out. And bring your questions, you’ll have plenty of time to ask the experts.

In just sixty minutes, this webinar will help you:

• Build the foundation of a thriving modern culture
• Measure success and adapt over the first 6 months to a year
• Showcase your work culture and attract great talent

The post How to reboot your employer brand appeared first on Recruiting Resources: How to Recruit and Hire Better.

Getting a pipeline’s worth of candidates to apply for your job might seem like it requires a lot of time, a lot of effort and/or three magic wishes. But, truth is, you don’t need any of those — with Workable, you can find the perfect number of candidates just by optimizing how you write, and where you publish your job posts. And we can help you nail that in 30 minutes. Join our webinar to learn how to:

• Understand your current job board performance
• Create job descriptions that more candidates will see
• Boost your job visibility even more with premium tools

The post How to attract more candidates with your job posts appeared first on Recruiting Resources: How to Recruit and Hire Better.

Learn how to get control over hiring results with the People Search feature in your Workable account. We’ll cover tips and workflows for managing candidates in Workable and finding new candidates from around the web. 

Use People Search to:

• Decrease time taken to fill positions
• Reduce cost per hire
• Increase the quality of candidates

The post Finding candidates for tough-to-fill jobs appeared first on Recruiting Resources: How to Recruit and Hire Better.

In this webinar, we’re sitting down with Lissa Khan, Recruitment Manager at Weetabix. She’ll break down how to use your careers page to attract talent and put your brand into the spotlight. You’ll also get an early sneak peek into Workable’s new Advanced Careers Pages.

In just 45-minutes, you’ll learn:
– The most important elements of a careers page
– Creative ways to engage and attract talent on your site
– Top features in Workable’s Advanced Careers Pages

The post Advanced Careers Pages: Talent Attraction Made Easy appeared first on Recruiting Resources: How to Recruit and Hire Better.

Sharing their insights and expertise in the webinar were:

• Max Wesman, VP of Product, Checkr
• TJ Davis, Head of People Operations, BambooHR
• Rob Long, CHRO, Workable
• Trevor Schueren, Product Partner Manager, Workable

The focus of the hour-long webinar was to share insights and expertise on how to build the perfect tech stack to meet the needs of HR teams.

Strapped for time? We’ve pulled together the top seven takeaways for you:

1. Know your needs before buying

Understand your processes first before procuring new technology for your HR tech stack. Map out your current workflows to identify pain points and areas for improvement. Then look for solutions that can address those needs.

“Really take the time. If we’re talking about onboarding, map out your onboarding process. And when I say map out, [I mean] what’s every single touch point that’s going on in your onboarding process? Is it manual? Is it automated? Is it one of those critical touch points that’s really about the employee experience that you need to nail?” – TJ Davis, Head of People Operations, BambooHR

“When you think about optimization, one of the key points I would say is don’t confuse your technology solution for your process.” – TJ Davis, Head of People Operations, BambooHR

2. Prioritize ease of adoption

Ease of use and user adoption are key. Look for tools that are intuitive and easy to implement so that hiring managers and others will actually use them.

“If adoption across your company of your recruitment technology is important, if getting hiring managers involved in hiring, [and] if getting interviewers involved with the tool is important, then work will tend to be a very strong option there.” – Rob Long, CHRO, Workable

“I think of that very much from our user’s point of view, which is HR people, hiring managers. But I think then [about] the ease of use on the candidate side, which we often call candidate experience; it’s so important as well.” – TJ Davis, Head of People Operations, BambooHR

3. Understand your compliance needs

Compliance and regulation requirements may determine some of your tech needs. Industries like healthcare, for example, require background checks, so that would need to be part of your stack.

“We work with certain customers that are in very compliance-heavy industries like healthcare, and so they don’t have a choice when they’re hiring someone new. They have to run a background check, and that has to be part of getting off the ground.” – Max Wesman, VP of Product, Checkr

4. Nail down what you need right now

Core HR tools like an ATS, HCM, background check, and payroll system will meet most companies’ basic needs as they scale to 100-200 employees. After that, you can consider more targeted solutions.

“I think when we think about the core, what do most companies have by the time they’re a hundred employees? Typically most of them are gonna have an HRIS. They’re gonna have an an ATS. They’ll have their background check provider. They’ve got their payroll set up, they’ve got a benefits provider maybe on a platform or a broker.”

“It depends on different things that different people need.” – TJ Davis, Head of People Operations, Bamboo HR

5. Integrations are uber-important

Integrations between tools in your HR tech stack are important, especially if you have a small team. Look for turnkey integrations that transfer data automatically without requiring technical resources to build and maintain them.

“If it’s not an out-of-the-box integration like the one between Workable, Checkr and Bamboo, do you really have the resources internally or the time yourself to try and go and connect an API with a third-party tool? Or will you get support if you have a tech team internally or an IT team to go and build that out?” – Rob Long, CHRO, Workable

6. Look at scaling capabilities

Consider both your current and future needs. Choose tools that can scale with your business but also meet your most pressing needs today. Don’t buy for what you might need in five years at the expense of solving today’s problems.

“Early on in the life cycle of a business, it’s important to find the right partners and ones that can grow with you that have flexibility.” – Max Wesman, VP of Product, Checkr

7. Get recommendations

Get recommendations from peers but evaluate tools for your own needs. While peer advice is helpful, make sure any solutions align with your company’s specific goals, priorities, and pain points.

“Those referrals are a great, great way of creating that initial list of what we want to look at, but do really make sure that they’re a good fit for your business and what you are trying to do right now as well.” – Rob Long, CHRO, Workable

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The conversation around remote work has shifted from short term to long term planning with companies looking to establish stable remote work policies and maintain business continuity.

For many businesses going fully remote is the most viable option, however it is not an easy decision to execute. Business leaders from HR, to Legal and Finance must work together to weigh the complex considerations that go with a move to fully remote work.

In this webinar Shopify, GitLab, Hired and Workable will discuss how they’ve transitioned to fully remote businesses and how to successfully navigate through this change.

Key Takeaways

• Legal, financial and operational factors to consider
• Cross functional partners to include in your decision
• Managing through change as a team

The post Managing the cross-functional transition to fully remote work appeared first on Recruiting Resources: How to Recruit and Hire Better.

We’ll show you how to get the most use out of scheduling through Workable and how to setup multi-part interviews.

• Book interviews faster
• Streamline communication
• Easily prepare candidates and coworkers for the interview
• Sync to Gmail and Outlook calendars
• Consistently collect feedback from the hiring team

The post Interview scheduling enhancements appeared first on Recruiting Resources: How to Recruit and Hire Better.

2018 is bringing unique challenges to recruiters in the form of new data privacy regulations in the EU (GDPR) and increased scrutiny from people worldwide about what data they share with companies and how it’s used.

In this webinar we’ll cover:

• GDPR features
• Single sign-on options
• Workable’s ISO 27001:2013 certification

Designed GDPR features around three main tenets of GDPR, Right to erasure, candidate consent and data retention.

The post Security and data privacy: SSO, ISO, GDPR appeared first on Recruiting Resources: How to Recruit and Hire Better.

The session will specifically focus on those in the recruiting, HR and talent industry. Throughout and at the end of her presentation, questions were taken from the audience.

We have recently published three great resources if you’d like to read even more about GDPR for HR and recruiters:

1. GDPR checklist: Requirements for recruiters and HR
2. A recruiter’s guide to GDPR compliance

The post A GDPR rundown for US companies, NYC appeared first on Recruiting Resources: How to Recruit and Hire Better.

Whether you’re the woman confronted with these challenges, or the people leader tasked with solving them, our Boston-based panel will share strategies you can use to address and overcome the unique issues that arise when age and gender biases overlap in the workplace.

The post Diversity in Gender & Age, Boston appeared first on Recruiting Resources: How to Recruit and Hire Better.

That’s why we’re turning to Fadjanie Cadet, LEK Consulting’s Diversity Recruitment and Engagement Lead, to talk about actionable ways for you to succeed in your diversity, equity and inclusion initiatives.

She’ll talk us through…

• How these initiatives have changed over time
• What makes it unique now during these times
• How to start and make it sustainable for the future

The post How to build up your DEI initiative appeared first on Recruiting Resources: How to Recruit and Hire Better.

In this webinar, we turned to DEI experts, Chikere Igbokwe, Executive Recruiter and Diversity & Inclusion Activist at Macmillan Davies, Siobhan Randell, Inclusion and Diversity Lead at WhiteHat, and ZeShaan Shamsi, Partner at The People Collective. They’ll walk us through how to launch and build a strategy that is sustainable for the future. They’ll break down where to start and will share actionable changes you can implement in your recruitment process and company culture right now. And bring your questions, we’ll leave plenty of time to ask the experts.

Tune in to hear the experts discuss how to:

• Dive into quantitative and qualitative data across your sourcing channels, recruitment process and workforce
• Identify immediate and long-term changes that your organization can take to build a more diverse, equitable and inclusive workforce
• Generate buy-in from your leadership team and across your organization

The post How to build a sustainable DEI strategy appeared first on Recruiting Resources: How to Recruit and Hire Better.

Your organization has announced a hiring slow down during the COVID-19 pandemic. So what do you do?

Advanced People Operations teams are focused on projects that will impact their organization in the future. One area of focus, aided by a shift to a more distributed workforce, is increased diversity and inclusion initiatives.

DE&I goals won’t go away, and as companies become more familiar with remote hiring, diverse pools of candidates will be more accessible than ever.

In this webinar we’ll explore how to impact your DE&I goals in the near term and lay the foundation to source, recruiting and hire diverse talent in the future.

Key Takeaways

• Actionable near term DE&I initiatives
• Operationalizing pay equity and total compensation
• Setting the foundation for diversity recruiting

The post Building a Diverse Distributed Workforce appeared first on Recruiting Resources: How to Recruit and Hire Better.

In the past year, we’ve experienced major change like never before. At home. At work. While some organizations are struggling with attracting and retaining talent in this new world of work, others are thriving. Why?

In this session, Josh will reveal his top 12 predictions for the future. If optimizing your culture, benefits, DEI, employer brand, candidate experience, or hiring technologies are on your priority list for 2021, this session is for you.

In just 60 minutes, Josh will give you a leg up on tackling 2021 and beyond.

The post Step into the future with Josh Bersin appeared first on Recruiting Resources: How to Recruit and Hire Better.

So, how can you choose the best place to start? The answer is easy – “look at the data”. We surveyed nearly 800 business and HR professionals, resulting in numerous compelling insights to help us better understand the status of DEI in companies and the most impactful ways to take action.

Tune in to hear the experts discuss how to:

• Dissect the most compelling insights around DEI in the workplace and utilize them to create a business case
• Differentiate between “talking the talk” and “walking the walk” when establishing a tangible and sustainable DEI strategy
• Benchmark your own DEI goals with quantitative and qualitative data across your sourcing channels, recruitment process and workforce

The post A deep dive into the data behind DEI appeared first on Recruiting Resources: How to Recruit and Hire Better.

Also discussed: the need to focus on maintaining a human touch in the hiring process, the use of technology in recruitment, and the idea of promoting from within.

Don’t worry if you missed the webinar. We’ve got you covered offering all the important tips to help you hire better, surpassing the economic headwinds.

Better hiring practices – the takeaways

Let’s delve deeper into each of the major takeaways of the webinar:

1. Empathy is key

The hiring process isn’t just about filling a position. It’s about understanding the human element behind each application. Empathy plays a pivotal role in ensuring that candidates feel valued and understood especially when creating a hiring strategy in tough times.

It’s essential to put oneself in the shoes of the applicant. Consider their journey, the challenges they might face, and the anxieties they might have.

“From the recruiting perspective, we try to create a timeline of each department’s process, leading with empathy. It’s really just putting ourselves in the shoes of the candidates and understanding if this recruiting process is enjoyable for us,” Dave Deguzman, Head of Recruitment at Ylopo, comments.

By approaching the hiring process with empathy, HR professionals can foster a more inclusive, understanding, and efficient recruitment process.

Jordan Greenstreet, Sr. Partner Marketing Manager at Checkr adds: “From the Checkr perspective, our whole mission is fair chance hiring. It’s built on the premise that everyone, regardless of their background, has the right to be fairly assessed for the role that they’re qualified for.”

This not only enhances the candidate’s experience but also positively impacts the company’s brand in the job market.

2. Dealing with inundated qualified candidates

When a job posting is inundated with qualified candidates, it’s crucial to maintain a transparent, communicative, and empathetic recruitment process. Firstly, leverage technology to ensure timely communication.

Automated emails can be set up to acknowledge receipt of applications, providing candidates with a clear expectation of the timeline for feedback.

For instance, if a match is identified, the candidate could be informed within a set number of days. If not, a courteous rejection email should be sent.

While it’s disappointing to receive a rejection, it’s preferable to being left in the dark.

Setting clear expectations from the outset ensures candidates are not left waiting indefinitely.

Additionally, personalizing communication, even if it’s automated, can make a significant difference in how the company is perceived.

Remember, word of mouth is powerful; candidates will share their experiences with peers. The recruitment process should align with the company’s brand, ensuring every interaction reflects the company’s values and ethos.

Deanna Baumgardner, President at Employers Advantage, agrees that “it sucks to get a thanks note but it’s better than getting nothing. Even if it’s not as easy as a click of a button, I think the investment in the time that it takes to communicate with candidates is worth it”.

3. Onboarding is crucial

The initial days of a new hire are critical in setting the tone for their entire tenure at the company.

Effective onboarding goes beyond just introducing a new hire to their role.

It’s about integrating them into the company culture, ensuring they have the necessary resources, and providing continuous support.

Deanna Baumgardner states: “It’s really just planning ahead. Plan through the recruiting process to know who is involved, what is each person’s role in the recruiting process, and what specifically are you looking for from your candidates.”

Especially in remote settings, where face-to-face interactions are limited, HR professionals should prioritize regular check-ins, assign mentors or buddies, and provide clear documentation and training materials.

“One thing I think about when it comes to onboarding is that it is the most important aspect of a team member’s lifecycle experience when they join the company. Having a solid onboarding experience is especially crucial when working remotely,” Nadia Alaee, senior director human resources business partner at Deel, comments.

4. Promoting from within

Internal growth and development are essential for employee satisfaction and retention.

Encouraging and facilitating internal promotions can lead to higher job satisfaction, increased loyalty, and better overall morale.

HR professionals should ensure that employees are aware of potential career paths within the organization, offer training and development opportunities, and maintain open communication about potential growth opportunities.

As Melissa Escobar-Franco, VP of HR in Workable, puts it: “We really want everyone here at Workable to see that they have a career here, that they have a career path in place. We want to keep people on board for longer, while still having a healthy turnover rate.”

5. Challenges of global hiring

Hiring across different geographic locations presents its own set of unique challenges and considerations when your are implementing your hiring strategy in tough times.

When hiring globally, it’s crucial to be aware of cultural nuances, local employment laws, and compensation standards.

Additionally, with varying time zones and work cultures, HR professionals need to ensure that communication remains consistent and that all employees, regardless of location, feel integrated into the company culture.

Lastly, the time between the signing of the job offer and the starting date is crucial. Especially, when hiring from abroad, these times may increase.

Nadia Alaee offers her view on this: “We’re keeping them excited about the deal, sending them any sort of documentation they can start, introducing them to team members. Having the hiring manager have a touchpoint with them on a cadence that makes sense to make sure that they’re still really excited even though it’s two or three months away”.

6. Gamifying recognition

Gamification can be a powerful tool to foster a culture of appreciation and acknowledgment within an organization.

Implementing gamified recognition systems, like awarding points or badges for achievements, can motivate employees and encourage positive behaviors.

However, it’s essential to ensure that such systems don’t inadvertently create a competitive or exclusionary environment. The focus should always remain on fostering collaboration and appreciation.

Dave Deguzman shares his experience at Ylopo: “we typically give people five tacos a day to offer. We have the reward store, but we really focus on the gamification around. We’re trying to foster a culture of recognition and giving rather than a popularity contest of the one who receives the most tacos. So it’s the people that are appreciating the most versus the popularity.”

7. Using technology in hiring

While technology can streamline the hiring process, it’s essential to balance automation with a human touch.

Leveraging technology in recruitment, like Applicant Tracking Systems (ATS) or AI-driven screening tools, can make the process more efficient.

However, HR professionals should be wary of over-relying on these tools. It’s essential to maintain a personal touch, ensuring that candidates have a point of human contact and don’t feel lost in an automated system.

Deanna Baumgardner comments: “Technology creates a lot of efficiency and it can bring people to the surface or it can eliminate people that aren’t qualified. But we need to take the time to remember that there is somebody on the other end who is a human trying to get their next job and to create a livelihood for themselves and their families”.

By understanding and implementing these insights while crafting your hiring strategy in tough times, HR professionals can enhance their hiring practices, ensuring a more efficient, inclusive, and empathetic recruitment process during economic headwinds.

Candidate to employee, made easy. Book your demo at Workable and make use of the world’s leading hiring platform.

The post Evolve your hiring strategy in tough times: 7 webinar lessons appeared first on Recruiting Resources: How to Recruit and Hire Better.

The webinar aimed to provide a comprehensive overview of Workable’s features, demonstrating how they can be used to optimize the hiring process. From customizable pipelines and automated actions to AI-generated job descriptions and onboard features, we delved into the many ways Workable can save time, improve team performance, and facilitate data-driven decision-making.

Customizable pipelines

Workable’s customizable pipelines allow users to tailor the hiring process to different job types, departments, or salary grades. This feature ensures consistency across roles and streamlines the hiring process. For organizations not currently using Workable, the concept of customizable pipelines underscores the importance of a flexible and adaptable hiring process.

Automated actions and bulk actions

Workable’s automated actions, such as sending thank you or disqualification emails, save time and ensure all candidates receive a response. The platform also allows for bulk actions, such as sending emails or moving candidates to the next stage en masse. These features highlight the value of automation in recruitment, reducing manual tasks and freeing up time for more strategic activities.

Interview kits and scorecards

We provide interview kits and scorecards to standardize the interview process and facilitate data-driven decisions. These tools underscore the importance of a structured and unbiased interview process, regardless of the platform you use.

People search and AI Recruiter

Workable’s People Search feature and AI recruiter tool offer robust sourcing capabilities, allowing users to fine-tune their search and identify passive candidates. Even if you’re not a Workable user, the principles of effective candidate sourcing and the potential of AI in recruitment are universally applicable.

Productivity report

Workable’s productivity report provides detailed insights into each user’s actions within the platform, enabling tracking of team performance and determination of KPIs. The concept of monitoring recruitment metrics to improve performance is crucial for any organization, regardless of the tools they use.

Hiring plan feature

Our hiring plan feature allows users to create detailed requisitions and approval workflows, promoting intentional hiring and budget tracking. This feature emphasizes the importance of strategic planning and cross-departmental collaboration in the hiring process.

Onboard and managed features

Our onboard and managed features allow users to send custom onboarding workflows and create employee profiles. The upcoming time-off feature further enhances these capabilities. These features highlight the importance of a seamless transition from candidate to employee and the value of a centralized system for managing employee information.

AI-Generated job descriptions

Workable now offers AI-generated job descriptions, allowing users to choose between a friendly or formal tone and manually edit the descriptions. This feature underscores the potential of AI in recruitment and the importance of well-crafted job descriptions.

Internal comments and tagging

Workable encourages the use of internal comments and tagging to keep track of notes and historical records. This practice emphasizes the importance of effective communication and record-keeping in the hiring process.

If you are a Workable user, you can get more insights by joining the Workable Academy. It is a place that assists you with all the provided tools from Workable ATS and helps you make the most out of them.

The principles and strategies discussed underscores the importance of a structured, data-driven, and efficient hiring process. Whether you’re a user or not, these insights can help enhance your recruitment strategy and ultimately, help you hire the best talent.

The post Workable using Workable webinar: features and takeaways appeared first on Recruiting Resources: How to Recruit and Hire Better.

Below I’ve distilled my favorite actionable takeaways from Jackie and Rob.

1. Put yourself in their shoes

When you get on the phone with them and you’re speaking to them for the first time, Put yourself into their shoes, create a personal connection, and understand what they’re looking for in the role. Make sure they feel comfortable and understand what their journey’s going to look like.

2. Be their first friend

Remember you’re the first person they talk to. You’re the person they’re emailing asking when they’re gonna be onboarded and reminding yourself once a new hire comes on board that you are, that person for them is so critical. Example: Even if it’s just a Slack on day three to say how’s it going? It creates a warm positive feeling. They know that you’re still thinking about them.

3. Create a safety net

Regardless of if the employee is remote or office based. Make sure they know that they have that safety net (in you). So that they can come to you in the future with any other concerns. Take it beyond a phone screen relationship. Make it genuine and make sure they know you’re there for them.

4. Make sure that they know that they’re valued, and that development is available

Work to get consistency around the career path and onboarding experience you offer. Make sure it’s being implemented across different teams, and break down silos.

So how can we make sure that everyone in the company has that, that great employee experience as well, which I think people are expecting more of.

5. Bridge the remote working disconnect

Since the pandemic we’ve seen a significant shift towards remote working. Away from the office where genuine work and social interaction were able to happen a little more organically. It’s important to actively address challenges. Team events are historically office based, and with the pandemic, that just stopped overnight for many people. So in order to maintain a healthy remote and/or hybrid environment companies should look to actively implement more policies to help us engage more with the company?

6. Work from home isn’t for everyone

For many people life fits really well around working from home, but that’s not everyone’s experience of work from home. There’s a lot of people who want to be in the office every day, whether it’s because they want to be around people or because their work set up at home just isn’t as enjoyable. The shift and the technology have enabled choice. Where employees, if we’re able to give that choice, it’s great, but it doesn’t mean that everyone wants to be working from home.

7. Maintain and promote transparent

Being transparent is hugely important. Call it out whenever you can with employees. Help them understand there’s things that you can’t tell you right away, but when you can you will, and that there will be an opportunity to talk about more. Making what they’re going to expect when joining your team, Really taking that side of transparency, wherever possible.

Thanks for reading. I hope you found these tips useful. Next, drive deeper with more insights from Jackie, Rob, and Julie Jeannotte.

Watch full webinar here

Our partner, Officevibe is the incredibly friendly people-first employee experience platform – providing a fresh, new way to engage, recognize, align, and enable world-class leaders and teams. Learn more

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User and customer experience is becoming more and more important these days.

According to a study by PWC, 32% of customers would leave a brand they loved after just one bad experience. Another study by SmallBizGenius concluded that a good UI can raise your website’s conversion rate by 200%, while better UX design can increase conversions by up to 400%.

In this session, you’ll hear from experts in the field who will share their experience and expertise.

• Why it’s so important to make time for research
• How designers can get involved in usability testing
• Using research data and insights to inform design
• Tips around the best research tools and processes

The post Designing with a research mindset: tips from UX teams appeared first on Recruiting Resources: How to Recruit and Hire Better.

Find out how to develop reports with actionable data using Workable:

• Standard and advanced reporting suites
• Examples of custom reporting
• How hiring reports build into the larger HR reporting picture

The post Reports your boss wants to see appeared first on Recruiting Resources: How to Recruit and Hire Better.

The California Consumer Privacy Act (CCPA) went into effect on January 1. Much like GDPR, the strict new privacy law governs how organizations collect and manage personal data — and triggers stiff fines for non-compliance. And even if your organization is compliant today, it won’t last long: The next wave of privacy laws in the US is coming, and they will require you to change the way you hire.

Right now, how does CCPA affect your hiring practice? And what steps should you take to minimize the legal and financial risk of future laws? Find out during this webinar, where Alan L. Friel, a data privacy lawyer and Partner at Baker & Hostetler LLP, will cover what HR and Recruiting teams need to know and do to get (and stay) compliant, and answer attendees’ questions.

In just sixty minutes, this webinar will help you:

• How CCPA impacts your hiring practice
• Specific process changes you need to make
• Potential penalties for non-compliance
• Key dates and deadlines
• How to stay on top of future changes

The post CCPA and Recruitment: What You Need To Know appeared first on Recruiting Resources: How to Recruit and Hire Better.

Panelists from left to right:

(Moderator)
Jaclyn Jussif
Head of Talent Acquisition at EdX

Dan Pickett
Co-founder of Launch Academy

Mark Bates
Full stack developer with 18 years of experience

Monica Hirst
Engineering Team Lead at Toast with 10 years of experience

Erica Manoppo
Full Stack Developer at Crayon with 4 years of experience

The post How to Hire: Top Tech Talent, Boston appeared first on Recruiting Resources: How to Recruit and Hire Better.

Panelists from left to right:

(Moderator)
Matt Buckland
VP, Customer Advocacy @ Workable

Paul Ingles
Head of Engineering @ uSwitch.com

Rahma Javed
Director of Engineering @ Deliveroo

David Whitney
Director / C# / Agile / Technical leadership / Consultant

The post How to Hire: Top Tech Talent, London appeared first on Recruiting Resources: How to Recruit and Hire Better.

Panelists from left to right: (Moderator) Jess Meschino VP, Account Management at Workable Cece Bazar Aparo Vice President at Hoffman Alex Mackenzie Director of Sales at Allego Sasanka Atapattu CEO & Co-Founder at LaunchSource Erin Cullen Vice President Sales at Brightcove

The post How to Hire: Top Sales Talent, Boston appeared first on Recruiting Resources: How to Recruit and Hire Better.

Learn about access rights, user roles and confidentiality options in Workable:

• The different levels of access available, from Super Admins to Reviewers
• How to assign user permissions to new members of your Workable account
• How to set up members of a hiring team according to their role, per job or department
• How to share confidential information with the right people

The post Access rights & responsibilities appeared first on Recruiting Resources: How to Recruit and Hire Better.

Learn the basics of Workable Referrals:

• Setting up a referral program
• Processing internal applicants
• Increasing referral engagement from coworkers

The post Find out more about Workable Referrals appeared first on Recruiting Resources: How to Recruit and Hire Better.

What you put into your pipeline has a huge impact on what comes out. This webinar provides a step-by-step guide to setting up a pipeline that’s right for you, so you can hire the people that are right for you, too. 

You’ll learn how to:

• Set goals for each stage of your pipeline
• Organize your pipeline to meet those goals
• Move candidates through your pipeline with consistency

The post Perfecting your Workable pipeline appeared first on Recruiting Resources: How to Recruit and Hire Better.

Take too long and “poof!” the candidate you’ve spent weeks hiring is gone in an instant. But it doesn’t have to be that way. With Workable, you can have everything set up and ready to go as soon as you’ve made your decision. Spend 30 minutes with us and we’ll show you how.

Join our webinar to learn how to:

• Create an experience that boosts your odds of getting a “Yes!”
• Set up offer letter templates and get fast sign-off for different roles
• Manage access to information and guarantee confidentiality

The post Deliver offer letters that win candidates appeared first on Recruiting Resources: How to Recruit and Hire Better.