Imagine this: you’ve recently graduated college and now you’re looking for a full-time position to start your career. As you’re thinking it’s your first step into a new and exciting territory, you’re abruptly stopped by some details. This is an entry-level position, two to three years of experience and references required.
We’ve all experienced it at some point – one of the most frustrating things that you can encounter as a fresh college graduate or simply as an unemployed person perusing the job market are entry-level positions posted by companies that require two or three years of experience. Increasingly, companies are beginning to hedge their bets and reduce risk on employment by relying on undergraduate internships to check the compatibility of potential employees and by requiring inordinate and unrealistic amounts of work experience for entry level positions.
Now, if you’re an employer you might be saying that it’s necessary to make these requirements on postings in order to filter for the most qualified and confident individuals. However, while these barriers to entry might filter out some sub par candidates, they also do not guarantee that the candidates that you do manage to interview will be fit for the job. This brings us back to square one. Luckily, SAP SuccessFactors has a variety of comprehensive and adaptable human resource management tools that can address the risk associated with low employability.
Creating a Targeted, Critical, and Organized Interviewing Process
Traditionally, an interview is a method of ascertaining the person behind the letters and numbers on a résumé. While the résumé signals a person’s claimed qualifications, an interview tests that person on their ability to utilize that knowledge in practical ways and allows company executives or managers to envision if the interviewee can occupy an appropriate social position as part of a group in the company. Therefore, the responsibility of giving a good interview doesn’t only fall on the person applying for the job – part of the responsibility also falls on the company that’s hiring.
SuccessFactors’ Recruiting module is a vital part of any company that wants to have interviews function as an effective filtering mechanism for the flow of talent into a company. The SuccessFactors’ recruiting module offers several benefits across the board in terms of its ability to optimize the interviewing process. Here’s a brief list of these key features to consider:
- The ability to source jobs from a global network that encompasses over 4,000 job boards over 80 countries.
- Get into the nitty-gritty of handpicking top talent by communicating with potential candidates directly over the platform.
- A streamlined, beautifully visual management organization that allows you to see applicant statistics and schedule interviews seamlessly.
Engaging New Recruits With Purposeful Onboarding
The onboarding process is one of the most important processes involved in the successful transition of a recruit into a productive member of the company. Good onboarding will allow an employee to understand their place upon entry into the company, what is expected of them, and how they can best use their skills in order benefit the company and advance. At its core, onboarding can be thought of as an important transitional process. Nevertheless, many companies either don’t invest enough efforts into creating a logical onboarding flow or skip it altogether in a surprisingly unwise laissez-faire approach to HR.
Improper and inadequate onboarding have very detrimental consequences to the functioning of any company – around 25% of U.S. organizations lose new employees within a year, primarily due to bad onboarding. Fortunately, SuccessFactors’ Onboarding module will allow you to leverage technology to create a welcoming and informative experience for your new recruits. Key features of this module include:
- An informative hiring screen for new recruits that helps them orient themselves with the company’s expectations and regulations.
- Virtual paperwork and signatory processes to expedite the onboarding process and eliminate unnecessary productivity losses due to bureaucratic hassle.
- A cyclical approach to on and off boarding the entire employee population of the company.
Helping Employees Stay Focused and Aware of Their Job Performance Through Analytics
So you’ve managed to hire an employee that has the necessary skills and personality to fit in well with your company’s culture and in fulfilling its objectives. The next concern that you should have as an employer is how you can make sure that employee stays productive in the long-run. In the United States, the recovering economy after the subprime mortgage crisis of 2008 means that the market gives more power to employees in deciding where they want to work since the job market is more likely to become saturated during prosperous times.
With SuccessFactors’ Workforce Planning and Analytics, your company will be able to better identify which employees are making the most meaningful contributions based on an objective measurement of performance as well as increase retention. This analytical data will allow you to further leverage your administrative and management faculties to account for resource gaps and create strategically and operationally sound workforce.