From Application to Onboarding Enhancing Recruitment and Selection for Organization Success

Abstract

A letter of intent is sent to chosen candidates as part of the pre-onboarding process. After they agree, a background check tool will be used as part of the candidate verification process to determine whether the information submitted is real. The final offer letter was emailed if it was determined that the information provided was accurate. Long-term subprocesses were also implicated in this phase. Orientation and Induction The candidate would start the onboarding process after receiving the offer letter. Between the candidate onboarding and the joining day, there was not much interaction. To become acquainted with their work environment, new hires have to fill out a few paperwork and make job requests on the day of their arrival. They began their induction one week following their DOJ and it would last for as long as once a week. The process was not only disjointed and time-consuming, but it also required a lot of labor hours. The candidate screening procedure was intricate and included the use of several instruments, as Figure 1 shows. The primary goal of this study is to comprehend the efficacy of hiring practices, their procedures, and organizational support for the advancement of knowledge. As a metric for determining the organization's recruitment process and as a tool for process development, the efficacy of recruitment has grown in popularity. There isn't much actual data to support the effectiveness of recruitment at this company. Here, the researchers have taken into account a variety of growing elements as individual factors and have attempted to determine the relationship between the individual factors and the demographic components. Several statistical tools, including regression analysis, correlation, and percentage analysis, have been used by the researchers.