Brad Voorhees’ Post

How can organisations ensure seamless management of the employee life cycle from recruitment to off-boarding? Managing the employee life cycle effectively can be challenging, with various touch points requiring attention. From attracting top talent to nurturing their growth and eventually off-boarding them gracefully, every stage demands strategic focus and seamless execution. Thought Leadership Post: https://lnkd.in/gV3DmrKA 🔑 Key Takeaways: 1️⃣ Strategic Recruitment: Start strong by attracting the right talent. Utilise targeted recruitment strategies and leverage employer branding to attract candidates who align with your organisational culture and goals. 2️⃣ Onboarding Excellence: Set the stage for success with a comprehensive onboarding process. Equip new hires with the resources, training, and support they need to integrate smoothly into their roles and the company culture. 3️⃣ Continuous Engagement: Keep employees motivated and engaged throughout their journey. Regular feedback, recognition programs, and opportunities for growth foster a culture of continuous improvement and commitment. 4️⃣ Skill Development: Invest in your employees' growth and development. Provide training programs, mentorship opportunities, and avenues for skill enhancement to empower them to reach their full potential. Connect. Engage. Transform. #hr #hrcommunity #hris #business #success #development #skills #management #growth #employeelifecycle #employee #strategy

With a dwindling talent pool and an increasing demand, identifying talent has become one of the biggest HR challenges. However, it doesn’t end with finding and attracting the right candidate. In fact, that’s when the effort to retain them begins. https://ow.ly/LyfF50Tw9Zf #employeeonboarding

In today's evolving job market, retaining talent starts from day one. Discover how strategic onboarding can enhance employee retention with insights from Caroline Ogawa, Director of Research at Gartner. Learn how to optimize these key moments to foster long-term commitment. #EmployeeRetention #OnboardingStrategy #HRLeadership

Some of the statistics in this Forbes Advisor article were surprising to me and others were not. 30% of new hires leave within 90 days. Not surprising. 88% percent of employees feel they were not given good onboarding, and employees are 33% more committed if they are given comprehensive onboarding. Interesting... That seems to indicate there is a significant opportunity to retain employees during their most vulnerable period (first 90 days) if your onboarding processes are really good. I have some thoughts on what a "comprehensive" onboarding process that improves employee commitment looks like, but I am certainly interested in hearing others' opinions on this. What do you think the key characteristics are? #employeeretention #HR #recruiting #onboarding

Are you facing obstacles in anticipating workforce needs or providing effective onboarding experiences? Interested in learning more about how HR tech solutions can help bridge these gaps? Download our guide to enhance your understanding and improve your organization's HR processes: https://hubs.ly/Q02vzYkJ0 #HRLeaders #Onboarding

Dear HR colleagues, Whether you expertly navigate recruiting, hiring, onboarding, shape organizational design, or foster a culture where people feel they belong, your impact is not just noticeable—it’s transformative ! A Happy International HR Day to you all! #HRprofessionals #HRInternationalDay

Internal talent mobility is great for retention, but it has several additional benefits for your employees and overall business too, including: 📏 Employee + personal growth 👨🏫 Addressing skills gaps 👩💻 Optimizing employee talents 🤝 Recruiting & hiring https://hubs.ly/Q02GhXSp0

🚀 Why Onboarding Officers Shouldn’t Report to Recruiters 🚀 In many organizations, onboarding officers report directly to recruiters, but this structure often creates more problems than it solves. Here’s why onboarding should be its own independent function: 1. 🎯 Focused Expertise: Onboarding is all about integrating new hires into the company, while recruitment focuses on finding the right talent. By separating these functions, each team can excel in their area without overlapping responsibilities. 2. 🔧 Streamlined Processes: Onboarding involves multiple steps, from pre-boarding to orientation and integration. An independent onboarding team can streamline these processes, ensuring new hires have a smooth start without delays. 3. 📊 Improved Accountability: When onboarding officers report to a dedicated manager, they are held accountable for metrics that truly matter—like employee retention, engagement, and time-to-productivity. This leads to better outcomes for the entire organization. 4. 🤝 Enhanced Collaboration: An independent onboarding team works closely with HR operations, IT, and other departments to ensure that all logistics are handled efficiently. This level of coordination is often lost when onboarding is merged with recruitment. 5. 💡 Boosted Employee Experience: A dedicated onboarding team ensures that every new employee feels welcomed, prepared, and supported from day one—setting the stage for long-term success and satisfaction. Let’s elevate our HR practices by recognizing the value of a specialized onboarding function! 🏆 #OnboardingSuccess #HRBestPractices #EmployeeExperience #HROperations #TalentManagement #WorkplaceExcellence #HRLeadership #Recruitment #OnboardingMatters

Did you know that a good onboarding process can improve the loyalty of new employees by up to 82% and their productivity by up to 70%?😏 The attraction and retention of talent do not end when the candidate signs the contract and becomes part of the workforce; they must continue throughout the useful life of the #employee. In this new era where #talent is increasingly critical and selective, companies cannot focus only on their reputation and their value proposition. Increasingly, #feedback on the hiring experience or the opinions of colleagues make the difference👥 In this post, we have gathered the reasons why employees leave the company and a detailed action plan to avoid it: ✅ Create an employee value proposition that adapts to the new talent attraction laws ✅ Increase two-way conversations ✅ Ensure employee development and growth …and much more! Discover all the keys to #loyalty of internal talent that change the rules of the game in our blog👉 https://bit.ly/3J2AXZj

Are you facing obstacles in anticipating workforce needs or providing effective onboarding experiences? Download our guide and see what we have to say about how HR tech solutions can help bridge these gaps. The guide will enhance your understanding and give you tips to improve your organization's HR processes. #HRLeaders #Onboarding https://hubs.ly/Q02vzZHJ0