Why Onboarding is a Critical Step in Your Recruitment Process

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Write the position description.
Post job advertisement.
Phone screen.
Hold interviews.
Complete reference checks.
Present job offer.
Confirm acceptance.

Your recruitment process is complete, right?

Not necessarily!

The onboarding of your new employee is a critical part of the process, and often the least considered when it comes to recruitment. There is often stress, and time pressure involved in finding a new employee often accompanied by a huge sigh of relief when the ideal candidate agrees to start next Monday.

When you feel comfortable that the task is complete at this point in the recruitment process, onboarding of the new employee can become haphazard at best, and completely unprofessional, at worst. Ideally, you should create a clear picture of what onboarding requirements are for each role you recruit for, set clear expectations regarding this with the new employee, and then deliver before and during the initial days at the workplace. Replacing an employee can be expensive (effectively costing up to 3 months of their annual wage in some cases), so a poor onboarding process can cost you more than just time.

A successful onboarding process will vary between businesses and may have additional elements depending on the level of the role.

Key areas that should always be managed well include:

1. Contracts – A written contract of employment, clearly setting out the terms agreed in the job offer should be provided to the employee before they commence work. They should formally accept the position, on the signing of this document.

2. Induction – Ensure the new employee is formally inducted into the workplace on the first day, before they start work. This is important for safety reasons, and because it sets a simple foundation for ‘this is what’s expected around here’. It should also answer their questions about where to go to the bathroom and where to make a coffee, for example.

3. Plan – Create a simple calendar to map out the new employee’s first week. Allocate time to introducing them to their colleagues as well as training them in your systems and processes.

4. Greet – Welcome them enthusiastically. It can be as simple as a welcome card signed by the rest of the team, a morning tea, or an invitation out to lunch. These gestures show that you’re happy you’ve made the investment in them and contributes to a positive work culture.

5. Follow up – Check in with the new employee at the end of their first day and at the end of the first week (and regularly thereafter), to assess the job fit, and that expectations are being met for both you and your new employee.

 

A successful onboarding experience will start the relationship off on the right foot, and reduces confusion for a new employee. This is great for company culture, reflects well on the management of the company, and highlights issues quickly, so that they can be addressed. A new employee is more likely to be successful in their role when there’s a robust onboarding process implemented. It isn’t just something for HR to look after, but an integral part of the recruitment process.

We wish you all the best for upcoming recruitment campaigns in 2018. Call our office on 1300 558 979 to discuss the right recruitment package to source your next team member.

5 Ideas to Attract the Best Talent to Your Business

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In the race to attract and retain the greatest talent, it’s easy to assume that if you pay enough, you’ll always get the best person for the job. Wrong! An attractive salary is a driver to get good applicants through your door, however your business needs to stand out from the crowd. A new employee is an investment in your business, so to attract the best, we’ve outlined 5 tips you can implement before your next hire.

1. Share Your Vision, Mission and Goals on your website.

This strategy helps you to find people who really engage with what your company wants to achieve. When an employee’s values match that of the company they work for; great things can happen.

2. Offer the opportunity to work from home.

This could be as little as once a fortnight; or every day, depending on the type of role. It doesn’t work for everyone, but if people aren’t required to work at a specific place and given some flexibility in working conditions, the role can be promoted to a far larger network. Your perfect employee may live further than 30 minutes from your office and could be weighing up whether to apply or not, having this flexibility may just be the sweetener that secures them.

3. Create a workplace culture that others will want to be a part of.

It doesn’t mean you need to bring in bean bags and introduce a table tennis table, but it does mean investing in the people in your workplace in a meaningful way. A great way is to share happy snaps of your team and memorable events on your business social media channels, so that prospective employees can see what it’s like to be part of your workplace culture

4. Be unique.

What is the one point of difference between your business and all the other businesses in your local area? Promote that uniqueness throughout your recruitment process and social media. Don’t forget, your business is also being assessed by candidates considering their next move.

5. Don’t rush the process.

Your recruitment process should be robust and tailored for each role within your business. If you can avoid it, don’t just hire someone to ‘fill the gap’. Working with a professional recruiting firm can make this step a breeze.

If you’re a business situated in the Gold Coast or Tweed regions and need a hand with recruiting, feel free to call our team on 1300 558 979. We’ve got a range of recruitment packages to suit your business and we’re available to help all through the Christmas and New Year season.