A question discussed these days in the HR community is when exactly the recruitment process stops and the onboarding of the new hire starts?
This is one of the biggest questions that most HR professionals and hiring teams struggle to answer. This is most commonly known as the ‘onboarding gap’. Confusion around this gap is responsible for new hires to drop out early in their new job resulting in a waste of time and recruitment resources.
But what is the onboarding gap and what problems does it cause for organizations?
Onboarding gap: What is it?
In simpler terms, the onboarding gap is defined as the administrative discrepancy between hiring teams and HR professionals. The new employee onboarding process begins as soon as a candidate is confirmed for the job role.
Onboarding is a holistic experience that spans across multiple months involving multiple stakeholders. It will includes a wide variety of elements such as offer letters, documentation, background checks, communication with teams, peer mentoring, sharing company information, and welcome packs, and other admin requirements for the first day.
The information gathered by the hiring team must be transferred to the HR department so that efficient onboarding can be initiated. However, this is where the onboarding gap occurs. The hiring teams depend on the HR department for gathering this necessary information.
This causes a delay in onboarding the new candidate leaving him/her feeling undervalued and unappreciated.
Onboarding gap: What problems does it cause?
Onboarding gap results in inefficient hiring and confusion for all the parties involved: hiring teams, HR professionals, and the candidate.
After a long vetting process, recruiting teams have found the right candidate for the job. An disjointed experience in onboarding caused by lack of communication between teams can cause the candidate to accept other offers. This can be potentially harmful for your reputation and also drive up recruitment cost.
Onboarding gaps can cause delays in administrative tasks that are important for your organization to ensure that you have hired the right candidate for the job role. This can be a result of poor communication with hiring teams, internal and external.
The moment right after the candidate accepts their offer is crucial for starting on the right note. Lack of productive collaboration between internal teams can potentially lead to the candidate feeling unengaged and potentially dropping out of the role. Incomplete information gathered by the hiring teams puts pressure on the HR professionals to focus on information gathering rather than focus on engagement in the new employee onboarding process.
The onboarding gap affects the candidates adversely. Starting a new role can definitely create feelings of anxiety if there isn’t a consciously designed welcoming experience. Further, the non-optimal transfer of information from hiring teams to HR professionals can create a cumbersome experience entering the same details several times.
How to tackle the Onboarding gap?
The best way to tackle the onboarding gap is to effectively communicate the process with all the parties involved in the recruitment process.
One of the ways to ensure that everything and everyone stays in the loop is to use a cloud-based onboarding tool. Such automated employee onboarding platforms involve all stakeholders to deliver the right communications and tasks at the right time and provide a collaborative approach for hiring teams, HR professionals, and candidates.
At Squadsy, we have developed several automated onboarding tools that can help you mind the onboarding gap. We also constantly discuss with HR and recruitment teams the ways to enhance the overall onboarding experience for organizations. Get in touch with us now!