SilkRoad Talent Activation Director Mimi Jerkan offered insights into how human resources professionals can leverage strategic onboarding to help a business accomplish its goals during her presentation to Argyle’s CHRO membership at the 2017 Human Capital Leadership Forum in Dallas on December 6. In her presentation, “Strategic Onboarding to Drive Business Outcomes,” Jerkan discussed the strategic advantages of effective onboarding.
According to Jerkan, today’s HR faces a wide range of challenges. They’re required to engage both job applicants and employees, yet lack the time and resources needed to achieve their day-to-day goals.
How HR engages with job candidates and employees can have long-lasting implications on a business. If HR capitalizes on onboarding tools and technologies, however, they may be better equipped to accomplish the best-possible results.
Furthermore, HR must find ways to consistently connect with job candidates and employees. Failure to do so may cause a company to fall behind its rivals and miss out on opportunities to generate interest from top talent.
“Disengagement leads to more pressure to drive better business outcomes,” Jerkan said. “The pace at which we do business is greater than it was only a few years ago … and we have to be able to do more with fewer people and less resources.”
The competition for top talent is fierce across all industries. Fortunately, effective onboarding empowers HR with a key advantage in a highly competitive job market.
“We need to leverage technology … and ensure it meets the employees where they are.”
An onboarding process that makes it simple for job applicants to understand exactly what a company is all about can help a business differentiate itself from the competition. Plus, this process will enable job applicants and new hires to seamlessly navigate the process of joining a company, as well as understand how a business can help them drive career growth.
“The competition in talent today accentuates the need to maximize investment,” Jerkan stated. “We need to make an effort to enable employees to see their path within an organization.”
State-of-the-art onboarding tools and technologies enable new hires to instantly connect with a company. Also, these tools and technologies enable HR employees to deliver a user-friendly experience throughout the onboarding cycle.
“We need to leverage technology … and ensure it meets the employees where they are,” Jerkan noted. “We need to deliver a consumer-like [technology] experience.”
“[Today’s onboarding] solutions need to be collaborative … to set up employees for success.”
Employees constantly search for new career growth opportunities, and HR professionals must adapt their organizational onboarding strategies accordingly. If HR departments fail to stay up to date, they may struggle to help their respective organizations attract, engage and retain top talent.
“Today’s talent strategies no longer work, and it’s now time to go beyond [these strategies],” Jerkan indicated. “People want to be treated like individuals and want to stay engaged on business goals and meaningful outcomes … and companies can do this by creating design experiences for individuals.”
The onboarding process is a collaborative effort and must connect HR departments with employees. It enables both parties to learn from one another and allows HR to give prospective employees the best chance to thrive.
“As employees transition, so must the solution,” Jerkan pointed out. “[Today’s onboarding] solutions need to be collaborative … to set up employees for success.”
Even a single poor onboarding experience can impact how job-seekers will view a company for years to come. Thus, HR departments should focus on building a comprehensive onboarding process that accounts for all stages from initial administration of employee paperwork to career progression within an organization.
“Most people only think on onboarding as pre-boarding and new hire [stages],” Jerkan indicated. “By limiting to only these two things, people miss the opportunity to connect across multiple inflection points across a company.”
If HR focuses on user-centric onboarding, these professionals can find innovative ways to connect with employees. These HR professionals can provide in-depth support to ensure new hires can establish realistic expectations when they join a business, therefore, HR can ensure a new hire enjoys a seamless transition to a new company.
“[Onboarding is] about delivering a consumer experience and global connectivity. Employees seek that same experience in the workforce that they get as consumers,” Jerkan said.
Joining the SilkRoad Technology, Inc. Team in 2008, Mimi has over 15 years of experience in Human Resources (multiple roles) and 8 years of Process Improvement as a senior HR strategist working with SMB and Enterprise organizations providing guidance to startup, growth and stable organizations. She works with current and prospective clients on transforming talent management into talent activation, bridging organizational gaps, recommending new processes, developing training and communication strategies. Mimi also evaluates innovative tools and solutions within Talent Activation that delivers the apps, analytics, & experiences to empower HR teams and creating employee engagement and branding, to meet their business goals and objectives.
Prior to joining SilkRoad, Mimi supported both established organizations and entrepreneurial ventures advising through stages of creation, growth and stabilization. Mimi’s most recent position has been as a Director, Managed Services. In addition, she provided sales support for SilkRoad. Mimi is most proud of her ability to successfully recruit, connect and team with highly skilled/technical professionals to senior managers and C-level executives.
Mimi earned her Bachelor of Arts degree from Loyola University of Chicago. Practice concentration in Talent Acquisition Strategy former SHRM member and PHR Certified; Six Sigma Certified; Industry experience includes Automotive, Banking, Construction, Consulting, Consumer Goods, Entertainment, Healthcare, High-Tech, Legal, Marketing, Non-Profit, Oil & Gas, Specialty Retail.
You can find Mimi on twitter @mimij2016.