Trying to plan for yearly hiring demands can be like trying to forecast the weather.
While you know roughly what to expect, thereâ€™s no way of predicting the exact nature of the challenges that will need to be handled.
This is particularly the case in an increasingly turbulent recruitment environment and all the ongoing uncertainties created by Brexit.
Research by CIPD (Chartered Institute of Personnel and Development) found that 70 percent of UK businesses had been unable to fill positions during 2018.
The increasing competition for talent has already been highlighted in 2019 with a 125 percent increase in job applications on â€˜Massive Mondayâ€™ - the first working week of the New Year.
Volatile recruitment conditions
Itâ€™s unpredictability and competitive pressures which create administrative problems for hiring teams as they try to cope with fluctuations in both recruitment supply and demand.
For some sectors, such as retail, seasonal demands can be expected but how do you create a hiring operations thatâ€™s able to handle the less predictable spikes and troughs?
Onboarding is a particularly difficult area of the hiring cycle to get right. This covers all of the HR tasks required to integrate successful job candidates into an organisation.
For more than two-thirds (68 percent) of UK businesses, this tricky phase of the hiring process is still being handled with traditional management methods - posted paperwork, phone calls and emails.
Inflexible onboarding systems
Itâ€™s an onboarding approach that doesnâ€™t provide the scalability or flexibility thatâ€™s required to effectively handle constantly changing hiring demands.
It could be a need to quickly fill the roles required for a new contract or to replace an unexpected spate of employees leaving a particular team.
Any reliance on paper-based processes and manual handling of communications means that increased hires can leave HR struggling to cope with the administrative workload.
The longer the onboarding process takes, the higher the risks become of candidates dropping out. A 2017 study by webonboarding found that 39 percent of employees encounter onboarding frustrations, causing 15 percent to drop out.
Smarter cloud-based approach
Itâ€™s to better handle the unpredictability of hiring demands that more businesses are turning to cloud-based onboarding solutions. These allow hiring teams to move away from limitations of paper-based management methods.
Webonboarding handles all of the communications required between HR, hiring managers and incoming workers via an online portal. The use of digital signing removes the need to send or post physical copies of contracts.
The cloud-based approach allows an onboarding operation to be streamlined with manual administrative tasks being replaced by fast, automated processes.
Itâ€™s a way of working which is fully scalable, able to cope just as effectively with the administrative demands of five or five thousand new hires.
Templates are used to allow the bulk processing of contracts and offer letters with a hiring team able to centrally monitor the progress of each incoming employee. Any delays or blockages can be identified and tackled.
It creates a fast and adaptive onboarding operation which is future-proofed to handle an increasingly volatile recruitment arena.
Contact us for a full onboarding process review of your own.