Why Your Staffing Firm Needs Hard Data to Onboard New Employees

According to Bullhorn’s North American Staffing and Recruiting Trends Report, 77% of firms in North America met or exceeded their revenue goals in 2013, and 75% have plans to add new employees in the coming year.

Executives at every single one of these firms are asking the same question: what do we need to do to hire faster and retain employees longer?

The truth is, there is a science to onboarding new employees, and as with every other empiric science, hard data is the key to success. Here are 3 reasons that hard data are crucial to onboarding new employees:

1. Performance Data Reduces Training Time

The mystery to onboarding is figuring out how to minimize the time it takes to get new employees up to speed without compromising their effectiveness after they are ramped. This is where managers that have accurate data about their team’s past performance gain a major advantage, as they are able to set realistic goals that stretch new employees without breaking them.

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Moreover, managers can leverage performance metrics to inspire friendly competition and drive development. Managers that can’t leverage hard data about their team’s historic performance are more prone to miss the mark when coaching and goal setting, thus inhibiting employee growth.

2. Historical Data Allow You to Measure What Works and What Doesn’t

Given that there is a science to onboarding, you need to constantly run experiments to improve your process. However, the experimentation needs to happen within the constraints of a clearly defined training program.

This is where you should leverage hard data about your current employees to understand how your onboarding process has evolved, identify the effects that different approaches have had on employee effectiveness, and make adjustments accordingly. The simple fact of the matter is that if you don’t have a consistent record of your experiments, you will never know what works and what doesn’t, and every new employee will run into the same roadblocks.

3. A Data Driven Culture Increases the Likelihood that your Employees will Stick Around

One of the best ways you can make sure your recruiters don’t leave is to use hard data to create a culture of transparency. Managers should have the ability to compare their employees on a level playing field, and they should also have the imperative to provide feedback that is clearly founded in hard data. On the flip side, recruiters need a platform on which to justify their performance, and it’s impossible for them to explain inconsistencies if they don’t have an accurate record of their own production.

When performance data are easily accessible to everyone, it creates an open dialogue between management and producers about what’s working and what’s not. Ultimately, that is the key to filling your company with happy, successful employees.

Obviously, simply having data about your firm’s performance is not a silver bullet that will completely eliminate the inevitable challenges to hiring new employees. However, when you can rely on the data you store to give you a clear picture of how your team has performed in the past, it’s much easier to set your employees up for success in the future. Take a look at our guide below to see how best in class firms use metrics to turn new hires into top performers.

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