Recruiting, Hiring, and Onboarding Employees

Start Date: 07/05/2020

Course Type: Common Course

Course Link: https://www.coursera.org/learn/recruiting-hiring-onboarding-employees

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About Course

Finding and hiring the right people is often cited as the number one concern of businesses today. It seems we are all competing for the best and brightest workers. As you will see in our time together in the second course, a critical component of the People Manager Value Proposition is to hire talented people who enable the organization to achieve its strategic goals. This course is an introduction into the topic of recruitment, selection and onboarding. At the outset of the course we will explore the importance of linking recruitment goals with overall company strategy. We then look at a number of options to recruit and select employees both effectively and legally. Throughout the course we will examine current issues in talent acquisition, such as how companies are now leveraging social media and hiring analytics to ensure better quality hires. At the conclusion of the course, we look at how to onboard employees to promote employee commitment and engagement.

Course Syllabus

In this module, we will lay the important foundation for the course: aligning recruitment and selection practices with your overall company strategy. We will apply the framework of systems theory to understand the interdependent components of the organization and how our plan is affected by internal and external environmental factors. We will explore the importance of workforce planning and, finally, conclude this module with a look at the core components of the hiring process: job design, job analysis,and job descriptions.

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Course Introduction

Recruiting, Hiring, and Onboarding Employees This course is designed to introduce you to the basic elements of recruiting, hiring, and onboarding. We’ll cover topics such as how to select the best candidates, evaluating employee characteristics and work characteristics, evaluating project competencies, and preparing for and managing on-site selection. We’ll also cover topics such as interviewing, the importance of conducting a background check, and the importance of treating employees fairly. We’ll also cover topics such as on-site selection, the importance of selecting the right people to fill jobs, and the importance of treating employees fairly. We’ll also cover topics such as background checks, the importance of selecting the right company for a job, and the importance of treating employees fairly. At the end of this course, you’ll be able to: - select the best candidates - evaluate employees based on their project competencies - select the right company for a job - select the company for a job based on company responsibilities - conduct a background check on employees - choose the company for a job based on company responsibilities - treat employees fairly You’ll need to create a profile on Glassdoor.com. You can do this by signing up for a free 30-day trial or logging in to your account on Glassdoor.com. You will need to fill out some information about yourself so that we can help you. Then you can compare yourself to other candidates

Course Tag

Onboarding Recruiting Human Resources (HR) Recruitment

Related Wiki Topic

Article Example
Onboarding Effective onboarding of new executives can be one of the most important contributions any hiring manager, direct supervisor or human resources professional can make to long-term organizational success, because executive onboarding done right can improve productivity and executive retention, and build shared corporate culture. A study of 20,000 searches revealed that 40 percent of executives hired at the senior level are pushed out, fail, or quit within 18 months.
Onboarding In terms of structure, empirical evidence indicates that formal institutionalized socialization is the most effective onboarding method. New employees who complete these kinds of programs tend to experience more positive job attitudes and lower levels of turnover in comparison to those who undergo individualized tactics. Some evidence suggests that in-person onboarding techniques are more effective than virtual ones. Though it may initially appear to be less expensive for a company to use a standard computer-based orientation program to introduce their new employees to the organization, research has demonstrated that employees learn more about their roles and company culture through face-to-face orientation.
Onboarding In order to increase the success of an onboarding program, it is important for an organization to monitor how well their new hires are adjusting to their new roles, responsibilities, peers, supervisors, and the organization at large. Researchers have noted that role clarity, self-efficacy, social acceptance, and knowledge of organizational culture are particularly good indicators of well-adjusted new employees who have benefitted from an effective onboarding system.
Onboarding Onboarding may be especially valuable for externally recruited executives transitioning into complex roles, because it may be difficult for those individuals to uncover personal, organizational, and role risks in complicated situations when they don't have formal onboarding assistance. Onboarding is also an essential tool for executives promoted into new roles and/or transferred from one business unit to another.
Onboarding Certain behaviors enacted by incoming employees, such as building relationships and seeking information and feedback, can help facilitate the onboarding process. Newcomers can also quicken the speed of their adjustment by demonstrating behaviors that assist them in clarifying expectations, learning organizational values and norms, and gaining social acceptance.
Onboarding The Big Five personality traits—openness, conscientiousness, extraversion, agreeableness, and neuroticism—have been linked to onboarding success, as well. Specifically, new employees who are proactive or particularly open to experience are more likely to seek out information, feedback, acceptance, and relationships with co-workers. They also exhibit higher levels of adjustment and tend to frame events more positively.
Onboarding Role clarity describes a new employee's understanding of his or her job responsibilities and organizational role. One of the goals of an onboarding process is to aid newcomers in reducing ambiguity and uncertainty so that it is easier for them to get their jobs done correctly and efficiently. Because there often is a disconnect between the chief responsibilities listed in a job description and the specific, repeatable tasks that employees must complete to be successful in their roles, it's vital that managers are trained to discuss exactly what they expect from their employees. A poor onboarding program, for example, may produce employees who exhibit sub-par productivity because they are unsure of their exact roles and responsibilities. On the other hand, a strong onboarding program would produce employees who are especially productive because they know exactly what is expected of them in their job tasks and their organizational role. Given this information, it is easy to see why an organization would benefit substantially from increasing role clarity for a new employee. Not only does role clarity imply greater productivity, but it has also been linked to both job satisfaction and organizational commitment.
Onboarding Onboarding, also known as organizational socialization, refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. The term Induction is used instead in regions such as Australia, New Zealand parts of Europe and Canada. This is known in some parts of the world as "training."
Onboarding Executive onboarding is the application of general onboarding principles to helping new executives become productive members of an organization. Practically, executive onboarding involves acquiring, accommodating, assimilating and accelerating new executives. Proponents emphasize the importance of making the most of the "honeymoon" stage of a hire, a period which has been described by various sources as either the first 90 to 100 days or the first full year.
Onboarding It is often valuable to have new executives start some onboarding activities in the "Fuzzy Front End" even before their first day. This is one of ten steps executives can follow to accelerate their onboarding.
User onboarding User onboarding software breaks down the complicated process of implementing user onboarding and makes it more user friendly for the developer while still producing the same result.
Data onboarding The data onboarding industry consists of marketing technology companies like LiveRamp, Datalogix (now part of Oracle Data Cloud), Throtle, Neustar, El Toro, Circulate, and, Twine, which develop onboarding services for marketers. Businesses use data onboarding companies to determine whether their ads were seen on digital platforms and if they were effective in driving sales. In 2013, Auren Hoffman, the founder of LiveRamp, estimated that one-third of Fortune 2000 marketers were onboarding data, with most of their clients being from the retail, travel, auto, telecommunications, financial services and publishing industries.
Onboarding Some, including scholars at MIT Sloan, suggest that practitioners should seek to design an onboarding strategy that takes individual newcomer characteristics into consideration and encourages proactive behaviors, such as information seeking, that help facilitate the development of role clarity, self-efficacy, social acceptance, and knowledge of organizational culture. Research has consistently shown that doing so produces valuable outcomes such as high job satisfaction (the extent to which one enjoys the nature of his or her work), organizational commitment (the connection one feels to an organization), and job performance in employees, as well as lower turnover rates and decreased intent to quit.
Onboarding Recruitment events play a key role in identifying which prospective employees are a good fit with an organization. Recruiting events allow employees to gather initial information about an organization's expectations and company culture. By providing a realistic job preview of what life inside the organization is like, companies can weed out potential employees who are clearly a misfit to an organization and individuals can identify which employment agencies are the most suitable match for their own personal values, goals, and expectations. Research has shown that new employees who receive a great amount of accurate information about the job and the company tend to adjust better. Organizations can also provide realistic job previews by offering internship opportunities.
Social recruiting Social recruiting (social hiring or social media recruitment) is recruiting candidates by using social platforms as talent databases or for advertising. Social recruiting uses social media profiles, blogs, and other Internet sites to find information on candidates. It also uses social media to advertise jobs either through HR vendors or through crowdsourcing where job seekers and others share job openings within their online social networks.
CareerArc Social Recruiting CareerArc Social Recruiting (formerly TweetMyJobs) is a mobile and social recruiting Internet based company headquartered in Burbank, California. The company was founded in March 2009, and is a division of CareerArc Group. The company has offices in Burbank, California and Marlborough, Massachusetts. CareerArc Social Recruiting provides a social recruiting solution to connect job seekers with hiring employers. Job seekers can integrate their Facebook and Twitter profiles to receive targeted job matches and secure referrals to hiring employers. Employers can use the social recruiting platform to promote their brand and distribute their jobs into Facebook, Twitter and LinkedIn as well as all the major mobile operating platforms. CareerArc Social Recruiting also provides governments with a jobs platform that connects local constituent residents with businesses while providing government officials with analytics to see the employment preferences of their citizens.
Acqui-hiring Acqui-hiring or Acq-hiring (a portmanteau of "acquisition" and "hiring") or a talent acquisition, is the process of acquiring a company to recruit its employees, without necessarily showing an interest in its current products and services—or their continued operation. "Some technology blogs call it being 'acqhired.' The companies doing the buying say it is a talent acquisition, and it typically comes with a price per head," the "New York Times" reported in a page-one story describing the phenomenon on May 17, 2011. The process of a talent acquisition also provides a relatively favorable exit strategy for employees with the prestige of being bought by a larger company, combined with the typical process of hiring.
Mobile recruiting Mobile recruiting by text uses text messaging to attract and engage candidates on their mobile devices. Recruiters can attract candidates by placing a short code and keyword such as text "jobs" to "55555" in locations such as universities, corporate campuses, retail locations, hospitals and restaurants to grow their candidate pipeline. Recruiters can also engage candidates on their mobile devices using text messaging to notify them of new career opportunities, schedule interviews and manage employee onboarding.
Onboarding Curiosity also plays a substantial role in the newcomer adaptation process and is defined as the "desire to acquire knowledge" that energizes individual exploration of an organization's culture and norms. Individuals with a curious disposition tend to frame challenges in a positive light and eagerly seek out information to help them make sense of their new organizational surroundings and responsibilities, leading to a smoother onboarding experience.
Data onboarding Data onboarding is the process of transferring offline data to an online environment for marketing needs. Data onboarding is mainly used to connect offline customer records with online users by matching identifying information gathered from offline datasets to retrieve the same customers in an online audience.