Issue link: https://insights.randstadsourceright.com/i/725049
© Randstad Sourceright. 2018 human forward. Randstad Sourceright turns smart onboarding the solution Randstad Sourceright established a centralized onboarding process that spanned all U.S. locations. This provided standardization to eliminate confusion, along with the flexibility to accommodate the varying needs of differing types of employees and locations. Most importantly, ownership of the process was assumed by a dedicated Randstad Sourceright onboarding team. Keys to success included: • a centralized onboarding function covering 90+ locations: Randstad Sourceright provided a dedicated onboarding team, drawing from its established recruiting organization with deep experience in process coordination. • a single point of contact: The virtual team provides a central point of contact for all onboarding activity. Each new employee and associated hiring manager works with the onboarding specialist through all steps in the process. • dedicated guidance for new hires and hiring managers: No two hires are exactly alike. That's why the Randstad Sourceright advisor takes on an active role in the onboarding process for each hire, including introductory conversations with both the hiring manager and the new hire to establish unique needs and lines of communication. • process management and stakeholder coordination: One dedicated coordinator drives the onboarding process and interaction with each related department and activity. This includes all steps involving benefits, HR and payroll, facilities management and other involved functions. from the client's vice president of global staffing Changing jobs is a vulnerable time in anyone's life. It is up to us to provide the new hire with assurance that things will be okay. The onboarding process should do just that, and it is essential in creating a great first impression. Randstad Sourceright understands the importance of every step in the candidate journey, including onboarding. That's why our organizations worked together to implement an improved process. We now have the keys to a great new hire experience, including: • clarity: We know our organization is complex, but we must not make it seem that way to a new employee. • VIP treatment: Give each new hire special treatment, yet follow a standard process that can be repeated. • detail: Follow up on big and small things that matter to new hires — everything from their paycheck to where to park. • focus: Hiring managers are busy. Keep them focused on doing the right things for the new hire. • confidence: Through a high level of engagement, we reinforce with new hires that our organization is the right choice. into a talent advantage for a global manufacturer.