Chris Mariani

Most healthcare new hires decide whether they made the right choice before their 30th day. The paperwork is not done. The credentials are still being chased. Nobody told them what week two actually looks like. And HR is manually tracking all of it across email threads and spreadsheets. That is not an onboarding gap. It is a retention risk with a 30-day countdown. One HR team using HR Cloud Onboard finished their entire onboarding process three times faster after automating task prompts across their administrative team. Another saved 60 to 70 percent of the time previously spent on manual onboarding tasks in the first year. The difference was not hiring better people. It was giving people a structured start. We built the Healthcare Onboarding 30-60-90 Day Playbook for HR teams who are still piecing together onboarding from different systems, checklists, and follow-up emails. Inside you will find: □ 25 ready-to-use templates your team can implement without starting from scratch □ A step-by-step 30-60-90 day plan built specifically for healthcare onboarding workflows □ How to automate credential tracking, document collection, and compliance tasks before day one New hires form their opinion of your organization in the first 30 days. Most healthcare HR teams are still leaving that window to chance. Download the playbook free: https://lnkd.in/gpVUAzm8 #HealthcareHR #EmployeeOnboarding #HospitalHR #NurseRetention #HRTechnology #HealthcareWorkforce #PeopleOps

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*Is your employer brand aligned with what today’s top talent actually values?* Blueprint to Belonging is a strategic guide for HR leaders, TA professionals, and executives who understand that culture, recruitment, and reputation are deeply interconnected. In this eBook, you’ll learn how to: 🔹 Define and articulate your culture with precision 🔹 Communicate your value proposition to the right talent segments 🔹 Implement measurable frameworks to assess brand effectiveness Whether you're scaling fast or rebuilding trust, this is the blueprint for long-term employer brand equity. 📥 Download now: https://hubs.ly/Q03w2DBS0 #EmployerValueProposition #DEI #HRLeadership #BlueprintToBelonging

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SHRM 25 opens today, and we’re bringing AI you can actually use. Stop by the 50skills stand to see how HR teams are using AI to cut manual work and keep everything moving. No fluff. Just real workflows doing real work. Think contract approvals, instant signatures, onboarding steps triggered automatically and updates sent without a single follow-up! ✅ Get your AI-generated headshot printed on the spot 🎤 Chat with Kristjan Kristjansson and Einar Gudnason about what’s working 🤖 See AI in action inside real HR workflows Come see what AI looks like when it’s built for the way you work. #SHRM25 #AIinHR #WorkflowAutomation

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The average organization juggles 9-11 HR tools. That's a lot of silos, friction, and missed insights. Our whitepaper shares how consolidating your HR tech stack can improve talent decisions, streamline workflows, and boost candidate engagement. Download 💻 https://bit.ly/3JrXwtO #TalentAcquisition #HRTech #HiringInsights

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Based on SHRM’s 2025 Recruiting Executives Benchmarking report, we pulled the key numbers worth tracking—and the ones worth sanity-checking inside your own hiring system. Here’s what the data points to: - High-volume hiring has become cheaper and more controllable - Managerial hiring has become noticeably more expensive—and riskier - Speed has mostly leveled out, but it’s often purchased with higher spend - The biggest blind spot remains quality of hire (because most teams still don’t define or measure it well) If your recruiting KPIs are only “fast” and “a lot,” you can absolutely get more efficient. But that doesn’t automatically mean you’re getting better.

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HR leaders don’t lack intent. They lack hours in the day. ⏳ Because when every workflow is manual, reactive, and fragmented… HR drowns in tasks instead of elevating people. Payroll and leave trackers exist. But what about the real heavyweights?  👉 Onboarding  👉 Enablement  👉 Compliance  👉 Knowledge transfer That’s where the future of HR is heading:  📦 Workflows treated like products  ⚡ Processes that scale with the org  💡 More time for the human side of HR At UJJI AI, we believe it’s simple: Scale the work, so HR can stay focused on people. #PeopleExperience #HRTech #EmployeeExperience #FutureOfWork #DigitalLearning #UJJI

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📊 The Cost of Talent is Shifting: Key Benchmarks from the 2025 Recruiting Report The new SHRM 2025 Recruiting Executives Benchmarking Report reveals a major divergence in hiring metrics, with costs soaring for executive roles while time-to-fill stabilizes. Here are the must-know insights for every talent acquisition professional: 1. Executive Hiring Costs Explode, Nonexecutive Costs Drop The cost-per-hire (CPH) gap is wider than ever, underscoring the resource intensity of top-tier talent acquisition: Executive CPH has reached a median of $10,625. This represents a staggering 113% increase since 2017 and a 21% rise since 2022. Nonexecutive CPH decreased to $1,200, a 27% decline since 2017. The Ratio: The cost of hiring an executive is now nearly 9 times that of a nonexecutive role. 2. Time-to-Fill Stabilizes, But Size Matters The hiring process is becoming more consistent across job levels, suggesting focused effort on speed: The median time-to-fill for both executive and nonexecutive positions is now about 44-45 days (a month and a half). This is a sharp drop for executive roles, which took 60 days in 2022. The Bottleneck: Extra-large organizations (5,000+ employees) report significantly longer time-to-fill periods (around 60-61 days for both). 3. The Internal Hiring Opportunity is Missed Recruitment remains overwhelmingly external, though larger firms are better at internal mobility: The overall median shows executive hiring is 100% external. Only 7% of nonexecutive positions are filled internally across all organizations. The Exception: Extra-large organizations are the exception, filling 50% of executive positions from within. 4. A "Quality of Hire" Blind Spot Despite 61% of recruiting executives citing a lack of qualified candidates as a top challenge, very few organizations actually measure whether their new hires deliver value: Only 20% of organizations use a quality-of-hire metric, a decline from previous years. 💡 Actionable Takeaway: Recruitment is expensive, especially at the executive level. Recruiting leaders need to justify these costs by integrating Quality of Hire metrics into their reporting and investing in internal development programs (upskilling, mentoring) to capitalize on the lower cost and higher potential retention of internal talent. How does your organization's CPH compare to these benchmarks? Share your thoughts below! 👇 #Recruiting #TalentAcquisition #HRMetrics #Benchmarking #FutureOfWork #SHRM #ExecutiveSearch

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