How to automate new hire onboarding in Clinch Talent

These days, everyone is concerned with improving the candidate experience pre-application and getting more qualified candidates over the line. The result of this is that what happens next, once an applicant is “hired,” often features lower on the employer’s priority list. 

Big mistake.

Research has shown that onboarding can increase retention by 25% and improve employee performance by 11%. Ignore it at your peril! 

But what is effective onboarding, exactly? When should it start, and what should it look like?

Generally speaking, onboarding is the process of integrating a new employee into your organization. Digging a little deeper, onboarding should focus on assimilation, engagement, and retention; imparting key information, encouraging dialogue and building a relationship with new hires that will allow them to become committed and contributing members of the company in as short a period of time as possible.

To optimize the period of time between a candidate accepting a job offer and their first day with the new company, we recommend that the process of onboarding an employee begins the moment their status changes to “hired” in the ATS.

How Clinch Talent can help

When it comes to engaging candidates and employees effectively and efficiently, technology is your greatest asset.

Clinch was built originally to attract, engage, nurture, and convert candidates in the pre-application stage of the talent acquisition process. However, increasingly, we are seeing our customers leverage the platform’s email and automation features as part of their post-hire onboarding strategy, too.

Automated onboarding in Clinch Talent

Clinch Talent combines content creation, email automation and reporting functions to deliver an on-brand new hire communications process that is personalized to each individual and optimized for engagement. At it's core, it's a simple, two-step process that can be built out to handle greater complexity based on database segmentation etc.

The basic steps are as follows:

  1. Set up an ‘ATS Workflow,’ i.e. a Workflow set-up specifically to perform an action when a candidate’s ATS status changes. In this use case, the status that triggers the workflow is “Hired.”
  2. When ATS status changes to “Hired,” Clinch automatically delivers the first onboarding email to the relevant candidate(s).

Customized experience: 

It’s worth noting that every email can be personalized to each new employee and can be rich-media friendly, branded to meet with your company’s guidelines, or plain text, thanks to the flexibility offered by   Clinch’s comprehensive email feature. As part of the Workflow function, these emails can also be delivered at intervals determined by the employer, with the opportunity to ‘delay’ the action that follows the ATS status change  by a number of days, hours, or minutes. This may be useful, for example, if it is your company’s practice to follow the “Hired” update with a phone call more immediately, or simply if you prefer to give your new hires a few days between accepting the job offer and starting the onboarding conversation.

Clinch Workflows run continuously, or until you push “pause” and the effectiveness of each is fully trackable in the platform’s Reports section.

For help activating your new hire onboarding Workflow in Clinch Talent, please contact

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