Provide positive, seamless onboarding experiences

Most likely, this means you need to automate manual processes to ensure candidates are prepared for their assignment, contractors are paid on time, and your team stays compliant.

Use the examples below to inspire your new and improved strategy.

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Improve onboarding with these strategies

Consider the variety of ways to better onboard talent

Experience mapping

Take yourself through your own onboarding experience. Map out the entire workflow from start to finish, setting time limits and requirements for each step. Is it the experience you would want?

Candidate self-service

Adopt a self-service portal that empowers candidates to apply to jobs, view reminders, complete the right onboarding documentation, find information about assignments, communicate with recruiters, and so much more.

Building relationships

Keep in touch with the candidate after the first day and periodically to maintain the relationship, make them feel supported, and understand their expectations.


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Streamline your onboarding experience with how-to playbooks.

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Looking for more tips to delight new hires?

Learn how to take your remote onboarding process from mess to success.

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Measuring success in the Onboard phase

When determining and measuring the success of your activities at the Onboard phase, here are the top KPIs you should be tracking.

Time to onboard

The amount of time it takes for an applicant to fill out the necessary paperwork to become an employee and get to work.

Onboarding drop-off rate

The percentage of talent that falls off at any stage of the onboarding process. Depending on where candidates drop off, this metric will let you know if any part of the onboarding process needs optimization.

Document completion rate

The ratio of onboarding documents sent to completed forms received. This metric can also help to determine if your onboarding process needs optimization.


Knowing how many people, on average, don’t show up for positions will allow you to plan ahead. Knowing why those people didn’t show up is next level. Was it due to poor training? A mix up in assignment information?

Tips from the experts

Whether it’s via automated workflows, mobile apps, or help desk-centered communication systems, onboarding is about setting expectations for performance and communication and ensuring the unasked questions are answered.
David Searns Haley Marketing
It’s dangerous to have that high-friction onboarding experience because then, you’ll have people leaving that experience and telling others about how horrible it was.
Brian Vesce RefAssured

Explore the Connected Recruiting phases

Attract and convert more applicants

The Attract phase of the talent lifecycle is all about streamlining your application process and tailoring your brand to offer a memorable experience — from their first interaction with your website to your application follow-up.

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Meet candidates where they are

The Engage phase of the talent lifecycle is all about knowing your audience. Do you have enough information about all the candidates in your database to be able to deliver the right message, at the right time, in the right channel, for the right opportunity?

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Take the busywork out of onboarding

The Onboard phase of the talent lifecycle is all about checking the administrative requirements while delivering a positive candidate experience (in the lead up to their first day and throughout their assignment).

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Increase redeployment and candidate satisfaction

The Nurture phase of the talent lifecycle is all about building long-term relationships, making the most of your existing database, and leveraging reviews and referrals, to ultimately build a talent community.

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Need inspiration to get started on your Connected Recruiting journey?

Staffing firms are leveraging Connected Recruiting to source candidates in new places, match their candidates with better opportunities, and make their recruiters more effective.