Maintaining a high rate of efficient employees is often considered the most crucial challenge faced by human resource departments worldwide. In an era where individuals are too giddy to fly aboard the freelancer ship, retaining talent in organizations is getting a little tough.

But then, every problem comes with a solution, especially in the age of digitization. Yes, you have guessed it right! Now is the time to brush up on talent acquisition practices and switching to a mobile-first automated strategy.
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If your organization is having a hard time due to the severe shortage of talent that fits your needs or the retention rates tend to keep falling, then trust us; you are not alone in the hot waters. This is a challenge that has surpassed the boundaries of all industries.

The severity of the issue can be assimilated by the latest statistical reports that state, half of the HR Departments in the global market tend to find no suitable individual during the first round of recruitment efforts. This challenge is magnified when business establishments realize that competitive companies have relatively more straightforward application processes.

WHY CHOOSE A MOBILE-FIRST AUTOMATED STRATEGY?

There is no denial in the fact that the globalization of the workforce has reinforced the significance of ‘easy apply’ strategies. These mobile-first strategies tend to have a two-way benefit that enables the applicant to apply without any hassle while helping the employer judge qualifications and talents through automated systems. 

The primary goal of this strategy is to maximize the number of highly-qualified and appropriately talented individuals instead of leaving the human resource department to sit in and brew in the steaming piles of resumes and cover letters from unnecessary applications. The Application Tracking System is a digital solution for the most common woe of all dealing with human capital.

Many American firms have been observed to desire a footing developed organically through the channels that leverage the brand image while that could also facilitate the process of talent onboarding. While this objective is not something that has been unheard before, but it is undoubtedly a cumbersome task when the organization lacks a digital foundation. This means that when an organization fails to recognize the impact of Artificial Intelligence on easier recruitment and retaining, then it is clear as day that they would not be able to achieve the conversion rates they covet.

WHAT IS MEANT BY ‘DIGITAL ONBOARDING’?

The term onboarding is often circulated during the discussions around recruitment and early retention procedures in human resource departments.
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This is an official beginning of a direct, consensual contract with the employee. It is critical for a newly hired individual to get familiarized with the new environment.

Imagine being at a new job for the first day. You are excited to begin the next chapter of your career, but then you are left under attack by the plethora of paperwork that is necessary for the onboarding procedures. 

When companies fail to keep up with the pace of onboarding processes in the industry, and then it is evident that they might experiences a higher percentage of early exits. It is estimated that nearly 30% of all new employees quit their job in the first 5-7 months. However, when companies implement interactive programs that help the new employee find their footing soon enough, then the retention rate for first-year employees is apparently expected to boost by 90%.

This is a significant reason why streamlined and automated onboarding procedures that involve zero paperwork are not only implemented by companies but are also endorsed by seasoned human resource specialists. More straightforward navigation in the process helps in improving engagement and efficiency.

BENEFITS OF DIGITAL ONBOARDING:

Here are a few benefits of digital onboarding that can supercharge your talent acquisition strategy.  

Increased automation

When a paperless system is introduced in an organization, the hiring managers get to breathe a sigh of relief with the easy tracking of the onboarding process. The documentation is not disturbed by the last-minute jumble of essential documents, and neither do candidates falter with shaky hands and dripping ink on the forms. It saves a lot of time as auto-fill options are available for the posts that require the same data repeatedly.
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Everything is neatly tidied up, and just a few clicks away!

Streamlining of new hire tasks

Digital onboarding simplifies the tasks on the onboarding list and allows each candidate to remain organized and ready. It improves their experience and helps them learn at their preferred speed, without the anxiety of an HR employee chasing them around the premises. New employees have different methods of learning, which is why having a simple, mobile-first automated strategy is suggested.

Streamlined, paperless procedures are implemented in every phase of the recruitment and sales cycle. A paramount example is krogerexperiencee.com. It is a US-based survey platform that collects data on user experience, staff behavior, and a few more merits to help consumers inform the establishment about their experience without an employee breathing down their neck as they are forced to write positive reviews in-person.

Financial benefits

The most noticeable difference is the amount of savings an organization can achieve by going digital with the onboarding processes. It helps in cutting stationery costs, saves space, and also enables the company to improve the utilization of other aesthetic resources. The upfront cost remains a concern, but when divided over time on account of benefits, it is evident that digitization is the best choice.

Improved rate of retention

The quality of the onboarding experience plays a critical role in the retention rates of the organization. The better the employee integrates into the organization, the more productive and efficient they remain on the job. It is a commonsense understanding that when a digital onboarding method is used, an employee develops a clear understanding of what is expected from them and how they are supposed to perform. This means that they can launch into productive mode at an earlier point in time and hence benefit the organization.

A FEW TIPS ON DEVELOPING A SEAMLESS MOBILE-FIRST AUTOMATED STRATEGY: 

Choose mobile-friendly career sites instead of apps

The main goal of choosing a mobile-first strategy is to streamline the process of recruitment. This means reducing hassles for the candidates. When a company launches a ‘careers app,’ they forget to calculate the additional efforts a candidate might have to undertake to apply for the job. From downloading the app to filing information, an app is a complex method. Hence why mobile-friendly sites are considered a first priority. Not only are they user-friendly, but they also help the establishment financially.

Invest in mobile-friendly designs and user interface

As the case mentioned above, it is obvious that a mobile-friendly site is an ideal investment. With fast loading speeds and minimal graphics, an efficient site has the potential to bring the cream of the crop to the doors. Since mobile connectivity is more significant than any other form of connection in the modern age, then moving in the right direction is the only option for companies.

Talent management software is your comrade

The talent management software readily available today unifies the entirety of the system and helps an organization save time, money, and efforts. It is a solution that offers more functionality and better capabilities as opposed to traditional methods.

FINAL THOUGHTS

In the mobile-first automated strategies, the key concern is to simplify the application process on both the ends. From a quick method to quicker responses, the speed of the procedure plays a critical role here. A talented individual will not stay bum and wait for your response eternally; they will undeniably join the firm that has a better response rate!

The most critical takeaway from this article is that this is the time of the postmodern workforce. It is comprised of young and tech-savvy individuals who have grown up with a mobile device in their hands. Thus opting for a mobile-first strategy is not just an option but a necessity. 

So what are you waiting for? Supercharge your talent onboarding with a mobile-first automated strategy right away!