Hiring new employees can be a tedious, chaotic process. Post a job and hundreds of applicants, if not more, immediately inundate your email inbox. Wading through the mass of resumes and reviewing applicants for the right experience and skills can be arduous.
Finding the right people is often the number one challenge to growing the business. So it’s important that a structured hiring life cycle is implemented in an organized, well-planned way so that HR staff and managers don’t waste time on applicants who don’t fit the skill and experience level, and instead focus on the ones who do.
Hiring new employees can be a long, complicated, and tedious process. Department managers and staff in charge with selecting and hiring an employee must weed through hundreds of resumes, spend hours interviewing candidates, and finally select the candidate who is not only right for the business but also for the position.
Once an employment position is filled, it might seem as though the hard work is over. On the contrary, the hard work is just beginning. Employee success often begins with how quickly and how effortlessly they can get up to speed at the business, within the role they will play, and the duties they will perform.
Additionally, onboarding new employees involve tasks not just related to the human resources department but the department for which they will work, and possibly others. This can lead to complications for HR because now they must cross-functionally track and manage tasks. Not only must HR staff track and manage the tasks that are related directly to HR, but they must stay in step with tasks associated with other departments that are in line with current rules and regulations.