Recruitment and Onboarding Part 2


 
The process of onboarding is crucial and measures to retain employees are being given increased focus. A measure taken to retain employees is to provide a good and substantial onboarding experience. Retention of employees begins at day one, it is also your ‘first impression’ of the organisation… Don’t you want to give new employees a good first impression?
 
Benefits of a good onboarding process in place:
 

  • Increased productivity and motivation from day one
  • Eliminates the feeling of being ‘lost’ as a new person
  • The employee has an idea of what the organisation is about, who they need to report to and who are the employees at management level

 

 
In KALES, successful candidates who have accepted an offer will be inducted into the organization via the process of Onboarding. Tasks that are carried out during this stage are grouped under Perform Applicant Onboarding activity. These tasks include any details relating to medical tests, reference data and joining formalities.
 
Why is KALES better than other systems? KALES self-service aspect of onboarding is paperless and ensures integration and structure in induction. Candidates are able to see what forms need to be submitted, what documents are mandatory/non-mandatory and what percentage of tasks are pending. During the export to HRMS process (Process of candidate to employee), all the information that a candidate has entered under the ‘Personal Information’ section is copied to HRMS and available for further editing and viewing by the employee.
 

Forms/documents:

This is where the employee will upload relevant qualification/education documents and download templates for forms that need to be submitted for their job.
 

Agreements/Policies:

Under this section, the employee can download the agreements/policies and provide their acceptance by clicking the ‘I Agree’ button.
 

Training courses:

This section is only applicable for an employee that needs to complete specific training for the job as part of their onboarding process. The status of the training would be displayed next to the training course eg. Not Completed or Completed or In Progress
 

 
The onboarding portal also helps employees understand where their work location is, who their supervisor is and who is part of their team. This way they can identify key employees before commencing on their first day.
 

 
Louise
KALES Consultant

This entry was posted on June 6th, 2017.

Recruitment and Onboarding Part 1


Have you applied for a job and have you just been overwhelmed with copious amounts of paper work? With KALES, recruitment and onboarding is a paperless system.
 
Recruitment is the process of finding and hiring the best candidate from within or outside of the organisation for a vacancy, in a timely and effective manner. The recruitment process includes defining requirements of a job, allowing applicants to apply for that job, screening and selecting applicants, hiring and inducting the new employee into the organisation.
 
KALES Recruitment enables a full range of hiring activity – from raising a hire request to onboarding the applicant, with ease of access and power packed features. It comes with in-built UIs and mobility features that enrich the user experience. KALES Recruitment can be easily integrated with external job-sites and social network websites to publish vacancies and receive resumes.
 

Details and features of recruitment

Request for Hire (RFH)

Captures key specifics on a hiring request. Details include position for which the request is made, department, grade set, grade, number required, required by date and many more. A manager may also place a ‘quick request’ which requires inputting the most relevant information in a timely fashion.
 

 

Sourcing Strategy

Here we can see details such as candidate sourcing, alert frequency, selection stages and assessment mode that defines a broad level plan for the RFH that is laid out. Applicants can be either internal or external. Candidate sourcing can be further identified by a sourcing channel, for example, if it’s an external candidate, the sourcing channel can be a career website, job portal or staffing agency. This can be defined in the sourcing strategy.
 

Applicant Profile

Candidates create their profiles whilst applying for a vacant position. This is created using a unique ID and enables the candidate to input details such as personal information, education, work experience and competencies. Candidates may also sign in with LinkedIn to input all their information.
 

Screening and Shortlisting

This stage is performed at a RFH level. All profiles can be screened to filter and shortlist those suitable. Profiles received internally or externally can be fetched for screening aimed at a particular RFH. In addition, there are other methods available for screening such as RFH criteria based, keyword search and competency profiling. The user can perform normal screening, incremental screening and override screening.
 

Applicant Assessment

Applicants are evaluated in all selection stages identified for the RFH. Assessment can be done by individual members or a panel. Applicants will be assessed based on the rating set identified for the particular stage of the RFH. Details captured in assessing applicants are RFH details, stage to assess, assessment based on, rating set details, user rating, RFH competencies assessment and proficiency level assessment.
 

Applicant Selection and Offer

Applicants are selected based on their performance in the selection stages. An offer can be made to the top performers, based on the ranking. An offer can be made based on the remuneration fitment and other job details such as position, job, grade set and grade. An applicant can accept or reject an offer. Multiple offers can be created and tracked.
 

Applicant Induction

Selected applicants are finally inducted into the organisation. Key information of the applicant is captured that form the basis for carrying out the joining formalities.
More detail on this will be discussed in my next blog on Onboarding!
 
Louise
KALES Consultant

This entry was posted on June 1st, 2017.

Connecting the dots…..SuccessFactors Onboarding Experience with KALTech

onboarding1
 
SuccessFactors Onboarding is one of the modules of the SuccessFactors Talent Management Suite. Onboarding automates business processes and outputs personalised data. It dramatically redefines the transition from candidates to employees even before joining the organisation. Onboarding assists in seamlessly welcoming and engaging new employees to the culture and structure of an organisation. The system offers intuitive processes for all constituents of the Onboarding process.
 
Business Benefits of SuccessFactors Onboarding:
 
Seamless transition – a personalised portal providing a common platform for new hires to find everything they need to know from the first day of engagement.
Set objectives for new hires: If a team has set goals already defined, then those goals can be shared with new hires immediately with the ability of tracking progress tied with the probation performance evaluation.
Access to learning management system: If SuccessFactors Learning Management is already deployes deployed, where training is already delivered according to roles—you can then apply that activity to new hires immediately as part of their Onboarding process.
Socialising: Initiate social engagement with the team and colleagues.
 
onboarding2
Automating Processes
 
Successfactors Onboarding at a glance:
 
Organisation culture familiarisation: SuccessFactors Onboarding provides tools that help new hires connect and feel comfortable even before the first day on the job.
Ensure compliance: Corporate and legal compliance for agreements is easily completed.
Wizards: The Hiring manager check list activates a step by step guide though through the hiring process.
Online Forms: This eliminates mundane paperwork and ensures all the forms are completed accurately.
Buddy up: Managers can assign buddies for networking, the new hire has the opportunity to meet new people, make new contacts with the team even before the start date and this creates a sense of belonging in little to no time.
Manage tasks: Onboarding involves multiple business functions like IT, IT Infrastructure, Security etc. In SuccessFactors the Onboarding communication is automated and mail notifications for relevant activities like mail IDs, Computers, phones, network access (to name a few) are executed based on company specific drivers. The new hire is enabled to the hit the ground running.
 

Personalised Onboarding Home Page
 
Onboarding Task List
Guidelines for Onboarding Process
Introduction to team members
 
Workflow Approval
 
Configure processes & Select stakeholders
Pre requisites
Conditions
 
Electronic Forms
 
Configure forms to meet your requirements
Easy upload of documents
Compliance
 
Reports & Analytics
 
Task Allocation
Schedule automated reports
Learning Objectives
 

Functionalities In a snap shot
 
SuccessFactors Onboarding connects new hires, managers, teams and all the constituents of the process and impacts employee engagement.
 
In short, SuccessFactors Onboarding helps customers consistently and efficiently convert new hires into engaged, empowered, productive employees by guiding the HR department, the hiring manager and the new hire in a meaningful way though the steps of the Onboarding process.
 
SuccessFactors Onboarding redefines the traditional onboarding experience.
 
Talk to us to experience the KALTech Difference.
 
Shwetha
SuccessFactors Consultant

This entry was posted on October 13th, 2015.