What is the ideal SAP onboarding process? How can you implement this process within your organization? If you want to know, then this article is for you. So, read on.
The Ideal SAP Onboarding Process
An ideal SAP onboarding process starts with a clear and concise job description. An ideal job description should not be very lengthy and clarify the expectations from the new employee in a clear manner. It should also include the expected deliverables from the new employee.
Once the job description is ready, shortlist the interview candidates and arrange for the same. Ensure that you can find enough information about the candidate from their resume, LinkedIn profile, and social media sites. Do this before deciding on whether to shortlist him/her for an interview or not.
The interview process is a crucial step in the onboarding process. This is where you will have a chance to interact with the candidate and gauge his/her interest in joining your organization. A successful interview process will help you identify those candidates who are genuinely interested in working with your organization.
Then, a good onboarding process will also involve a proper induction program. So that your new employee gets acquainted with your company’s culture, procedures, reporting structure, and more.
Further, a well-designed induction program will help you cut down on training costs in near future. As the new employee will already be familiar with your organization’s work culture and practices.
If you want a successful SAP onboarding process within your organization, you must have a structure in place. One that can support an efficient onboarding process. For instance, if you want to hire freshers, then you must have a placement cell in place. So that they can be placed quickly after they complete their training and induction programs.
Also, the placement cell should be able to provide all necessary information about the recruitment policies of your organization.
SAP Onboarding Process: How?
How, then, can you implement such a process? Firstly, you can start by shortlisting the candidates for an interview. Do this based on the information provided in their resume, LinkedIn profile, and social media sites.
Secondly, you can also make a status check using the ATS tool. This will help you in checking their eligibility for the job opening. For instance, if one of your requirements is that the candidate should be a resident of a particular state in India, then you should be able to check it using an ATS tool.
Thirdly, once you have shortlisted the candidates for an interview, you can schedule an interview. Arrange for a video conference call with them if they are based in different locations. Then, proceed to conduct the interview over a video conference call or via phone.
Lastly, after the candidate has joined your organization, make sure that you provide him/her with all things like company guidelines and policies. Also, ensure that he/she is thoroughly briefed about your work culture and practices.
If you are looking for an efficient and cost-effective SAP onboarding process, then you should focus on 3 factors. These are Shortlisting candidates for interviews based on the information provided. Making a status check using the ATS tool. And lastly, arranging for an interview with the shortlisted candidates.