UK 
United States
It’s no exaggeration to say that there is a war for talent. Every organisation advertises vacant positions hoping to attract the best and most talented applicants. But they do not win the war by appointing a candidate to a role.
They win it by also using onboarding technology to engage new employees in the time leading up to their first day - and beyond.
Job applicants, millennials and Generation Z’s in particular, are avid users of technology and consumers of data. Their employment search is done online, on devices, via alerts, social media and other emerging platforms for recruitment. So, to assume that a newly appointed candidate is not still connected or reviewing new opportunities and alerts would be naïve. Why? Because of something that marketers used to call “post-purchase dissonance”, or today better known as buyer’s remorse.
When making important decisions of any kind, humans review their final decision and look for confirmation that it was the right one. That means we are predisposed to consume messages that confirm our choice, but your competitors are still casting the net and a new hire may still take the bait. So, how do you ensure that a new hire stays excited and committed to the role and your company in the time leading up to their start date and beyond? Onboarding might be the answer. Especially when you consider that new hire turnover is greatest within the first 90 days of employment. Great onboarding helps engage and keep the talent you fought so hard to get. Done right, it means your investment in recruitment will pay off with an excited and engaged new employee. Poorly done and you may be investing yet again in the time and effort to recruit.
