How Better Onboarding Leads to a Better Candidate Experience

By Adam Robinson,
September 20, 2016


When you’re looking to hire to fill a position at your dealership, it’s easy to get tunnel vision. By that, we mean that you’re so focused on getting someone to sign on the dotted line and out in front of customers that you don’t consider their experience of becoming a new employee.


In other words, your onboarding process gets lost in the shuffle of priorities. Without a doubt, recruiting is one of the most challenging experiences for dealerships – and it’s something that can seem like an ongoing process, especially with sales positions. However, if you want your employees to succeed in the long term, they need a rock solid onboarding process.


Go Beyond Task-Oriented Hiring


An article for Harvard Business Review highlighted the fact that most hiring is spurred by the need for an employee to perform a specific set of duties. This unromantic view of recruiting is a practical perspective of how employers seek out talent. But that doesn’t mean it’s the most effective way to bring new employees on board and get them acclimated to the workplace.


With increasing frequency, employers are moving away from a purely transactional form of hiring – filling a position with a warm body to perform daily tasks. Many employers are instead developing onboarding processes that enable employees to be more ‘authentic’ in their roles at work. According to HBR, this leads to improved outcomes in performance. In other words, when employees feel valued for both their abilities to express themselves and perform their tasks, they’re more likely to stay at their job and do well.


Communication is at the Core of Successful Onboarding


Keep in mind that it regularly takes eight months for a new hire to get up to speed and achieve their full productivity. That’s a significant amount of time for an employee to ramp up and start hitting the ground running on a daily basis.


Developing an onboarding process that can potentially shrink the time it takes to reach productivity begins with constant communication. According to Inc. Magazine, less than 50 percent of new hires got a phone call from the hiring manager during their onboarding process. Encouraging new employees to feel comfortable and secure in their new role depends on open communication and the employer showing they care about their well-being. The feeling of being ‘part of the team’ enables them to feel more confident in fully expressing themselves at work. This translates to a more productive worker – and better outcomes for your dealership.


Take a Holistic Approach to Improving the Candidate Experience


A strong candidate experience begins long before the employee walks through the front door on his or her first day of work. Even your career website plays a key role in conveying what type of business you run and your brand’s culture. At the same time, the data you have about each candidate will better support your ability to see if they’ll be a strong fit for the role and business overall. 


Not worried about better onboarding for your new hires? Click on the link below to fully grasp how much it can cost your dealership by NOT having an onboarding process.

About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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