2. Hiring and Retention
You many not know it yet, but you are missing out on the opportunity to attract and retain high performers.
According to a recent study
by the Aberdeen Group, 90% of employees make their decision to stay with an organization in the first six months of employment. This same study identifies onboarding as a crucial piece to improving the new hire experience, with automated solutions identified as a key factor in helping organizations “improve retention rates, improve time to productivity, and improve the company brand.”
There are better options available right now. While branding is not something typically associated with the public sector, your new hires’ experience can play a significant role in attracting new talent and retaining top performers. That same report goes on to identify additional pressures that you face with every onboarded employee, including “eliminating extra costs, facilitating the forms process, and improving customer satisfaction,” which brings us back to the age-old themes of efficiency and workplace culture.
The direct costs are obvious – printing expenses, manual data entry, and an inflated time to productivity for new hires are costing you money with every new employee you bring on board. Are you aware that there are solutions that can help you slash days or even weeks off of the hiring process by facilitating transparency and communication between your candidates, your HR staff, and your hiring managers? Did you know that these same solutions will automatically transfer all demographic and experience data to your ERP when an offer letter is accepted?
Think of the time and money you could save by streamlining the hiring process. Imagine being able to collect new hire paperwork and roll out communications through a secure online portal, instead of presenting your wide-eyed new employees with piles of paperwork on their first day.
When you start to consider the indirect cost of an inefficient hiring and onboarding process, the numbers are eye-opening. You are in direct competition with private companies for the best and brightest talent in your area and the new hire process is the first impression for many of these potential high performers. The average cost to replace an employee is about 38% of the departing employee’s wage.
Even with a conservative estimate of a $35,000 base salary, you’re looking at a hit of more than $13,000 every time you fill an open position. Anything you can do to convince your employees to stay by removing obstacles from their first weeks on the job will have a direct impact on your bottom line.
Making the switch to a more efficient hiring solution is your first step to becoming a destination, rather than a fall-back for those candidates who fail to make the cut with their first or second choice. Bureaucratic red tape and outdated internal procedures have been the knock against municipal governments for too long; it is time for you to step out from the shadow of negative perception that continues to hurt your recruitment efforts.