Global Talent #9
Why Onboarding Can Make or Break Talent Acquisition and What Recruiters Can Learn From Police Recruitment Practices
How Much In-Person Time Do New Hires Really Need to Thrive in a Hybrid Environment?
Dawn Klinghoffer, Karen Kocher, Natalie Luna | HBR | June 5, 2024
Microsoft's research on hybrid onboarding reveals a nuanced approach is key for new hire success. While some in-person time proves beneficial, especially for early-career employees, excessive office presence doesn't guarantee better outcomes. The sweet spot appears to be 1-2 days per month in-office during the first 90 days, fostering stronger manager relationships and job satisfaction. Surprisingly, frequent office attendance can hinder learning and productivity. The study emphasizes intentional onboarding practices, regardless of location, with clear role expectations and regular feedback being crucial. Microsoft's findings challenge traditional notions of onboarding, suggesting that flexibility, coupled with targeted in-person interactions, may be the optimal formula for integrating new talent in today's evolving workplace landscape.
Why Are Remote Workers More Likely to Experience Terrible Onboarding?
Felicity Glover | Staffing Industry Analysts | September 26, 2024
The modern workplace is grappling with a significant onboarding crisis, as revealed by a recent survey. One-third of new hires report poor onboarding experiences, leading to job dissatisfaction and high turnover rates. Remote and hybrid workers are particularly affected, with 42% and 39% respectively citing terrible onboarding experiences. This disconnect is causing a ripple effect, with one in three employees job hunting due to subpar onboarding, and a quarter actually leaving their positions. The impact on company culture is profound, especially for remote workers who are 50% more likely to perceive poor cultural integration. However, positive onboarding experiences yield significant benefits, including increased engagement, job satisfaction, and employee retention.
What Lessons Can Other Sectors Learn from Police Recruitment Innovations?
Talent Talks Podcast | September 25, 2024
Michelle Dring, head of talent acquisition and workforce planning at Wiltshire Police, discusses innovative recruitment strategies in a challenging sector. She emphasizes data-driven decision-making, candidate-centric approaches, and process optimization to improve hiring outcomes. Dring has implemented daily reporting, automated booking systems, and personalized content delivery to enhance the candidate experience during lengthy recruitment processes. Her team's efforts have increased fulfillment rates from 67% to nearly 90% in volume hiring. Dring also highlights the importance of quality feedback and adapting to emerging challenges like AI in recruitment.
Will Blockchain-Verified Resumes Become the New Standard in Recruitment?
Nikita Sachdev | Forbes | October 2, 2024
Web3 technologies are reshaping the global workforce, with AI and blockchain at the forefront. Contrary to fears of job displacement, these tools are augmenting human potential and transforming talent acquisition. Companies are leveraging AI to analyze top performers' CVs, identifying key traits for success beyond traditional qualifications. This data-driven approach is making hiring more efficient and inclusive. Blockchain technology is enhancing transparency through decentralized identities and verifiable credentials, potentially revolutionizing resume verification. As geographical boundaries dissolve, Web3 is fostering a more diverse, equitable, and meritocratic work environment. While challenges persist, the future of work promises to be more global and empowering, requiring both employers and employees to adapt to these emerging technologies.
Is Operational Efficiency Becoming the New Normal in Talent Acquisition?
Hung Lee | LinkedIn | September 30, 2024
The recruitment industry is undergoing significant transformations due to macro-level pressures. Operational efficiency has become a permanent priority, with companies like Meta setting the tone. The shift from talent discovery to assessment is evident as application volumes soar. Quality of hire and talent density are gaining prominence, potentially ending remote work for recruiters. Organizational structures are flattening, creating new roles and skill requirements. Offshoring and automation continue to reshape the workforce landscape. However, the need for serendipitous interactions in innovation remains crucial. As AI transforms productivity, the industry grapples with balancing efficiency and human-centered approaches, raising questions about the distribution of value created by technological advancements.