How better onboarding can help tackle health and social care recruitment challenges

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One of the areas where Brexit is likely to have a huge impact on recruitment is within the health and social care sector.

A study by the Nuffield Trust estimated that limitations placed on European Union migration were liable create a shortfall of around 70,000 care workers in England by 2023. Analysis by the King’s Fund predicts that social care providers will face significantly increased competition from industries, such as retailing, when trying to recruit low-skilled staff. The care sector is already facing a combination of increased vacancies and reduced availability of EU workers, resulting in many care homes having to close down. While the exact nature of Brexit is still unknown, service providers need to ensure that their HR operations are ready and able to cope with whatever challenges are ahead. A particular focus will be placed on employee onboarding - the HR processes and  management systems required to convert successful applicants into productive employees.

Failing management of onboarding

It’s an area where many organisations are currently failing, relying on outdated systems that use paper-based and manual methods to handle new hires. A 2017 study, commissioned by webonboarding, found that 69 percent of HR decision makers complained of slow and inefficient onboarding processes, taking up just under a quarter (24 percent) of HR managers’ time. The traditional approach to onboarding is to use a combination of phone calls, paperwork, emails and texts to handle the communications necessary between HR, hiring managers and incoming employees. It creates an inherently slow and inefficient system with new hires often having the frustration of waiting weeks for onboarding to be completed. The longer this process takes, the increased risk there is of successful applicants dropping out of the process. This can be as a result of receiving better offers elsewhere or simply because of negative first impressions. These kinds of ‘dropouts’ are particularly damaging for the health and social care sector with shortages having such a direct impact on the quality of services.

Next generation of onboarding management

It’s to tackle these weaknesses with traditional onboarding approaches that a new generation of HR systems have emerged to provide faster and more efficient tools to handle new hires. Webonboarding uses cloud-based technology to remove the reliance on paper-based and manual processes. All of the processes and communications are handled automatically via an online portal. Instead of onboarding lasting days or weeks, the entire process can be completed in a matter of hours, with administrative tasks managed and monitored in real-time. The improved efficiency and data control allows for much greater engagement with new hires, crafting a positive onboarding experience. As well as handling the essential documentation, the online portal can be used to share welcome videos and company guides. This reduces drop-out rates and allows for a positive company culture to be shared with employees entering an organisation. Creating positive first impressions creates the foundation for reliable and productive workers.

Find out how webonboarding can provide your organisation with a smarter way to manage new hires.

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