In the previous installments to this series, we discussed why your company should have a better mobile application process, why it’s important to develop good job ads and have an inspiring brand that’s appealing to the mobile user, how to use social media and sourcing to find the right candidates, how to [optimize your career page for mobile and why video interviewing is the future when it comes to interviewing mobile candidates. Let’s say you have a candidate who has gone through all these steps, looked like a great hire, interviewed well, and accepted your job offer. How can mobile help make the training process better for you and your new hire?
Getting a new hire through their first few days at your company can be difficult. They may have the skills to get the job done, but getting the hang of your office, organizational culture, and specific workflows the company uses, can feel like a second new job to a brand new member of the team. Fortunately, mobile can help ease the transition.
The Mobile Art of Talent Management
Talent management systems help you keep track of what employees are doing, and they’re becoming more popular with companies every year. The talent management system market grew 17% from 2013 to 2014, and will continue to get larger. Companies providing talent management services grew 40% or more in the same period. Often synonymous with performance management systems or HRMS, a good talent management system keeps track of all your new hires, provides the right direction in training, and can assess employees’ performance to keep all of your employees on track and focused only on the goals that matter most.
The results for the end user speak for themselves: talent management systems provide companies with 40% lower turnover for among their highest performers, 26% more revenue per employee, and 17% less employee turnover across all employers. These talent management systems are also adapting to mobile with each passing year, and can be easily funneled into mobile talent pipelines. They can also help make mobile applicants feel right at home as they get used to the ins and outs of working for your company.
Being Social, On Mobile and at Work
Your new mobile hire is used to social media. 47% of people with smartphones use social media, and considering your new hire likely found you through social means, you can bet they’re using social media services such as Facebook and Twitter. To get a new employee up to speed, you should make them feel at home when introducing them to their new work environment.
Social networks like Yammer, which offer a work-oriented version of social networks, can help ground your new hire in a network of coworkers similar to the social networks they already use on their phone. With this alignment they’re more likely to focus on learning the aspects of work they may not be as familiar with instead of having to relearn processes they were doing well before.
These sorts of work-oriented social networks are becoming increasingly common. A recent survey by the CIPD revealed 61% of companies have some sort of internal social media platform, whether it’s an outsourced program such as Yammer, or some sort of proprietary network or work chat program. As such, employees are becoming more used to the idea of being connected with each other outside of the workplace, and mobile applicants in particular are poised to take advantage of these benefits, which allow them to see their work network in the same way they see their other interpersonal networks.
With an internal social network to connect your teams and a talent management system putting them on the right track, your new mobile hires will have all the tools they need to thrive in the workplace. This is the last of our six-part series on mobile applicants, so now you should have all the tools you need to attract, interview, hire and train the new generation of mobile applicants.
Don't miss out on the rest of our Better Hiring Through Mobile Series:
Andre is the CEO and co-founder of ClearCompany. Prior to ClearCompany, Andre was Global Managing Director at Thomson Reuters, where he ran a 1Bn global business across 90 countries. Prior to Thomson Reuters, Andre was responsible for product development and operations at CCBN, a company he helped grow from a small start-up to number 36 on the INC 500.