Throughout the recruitment process, we focus on creating an amazing candidate experience. It’s a two-way selling process; we want the best person for our organisation and they want, well they want what they want!

So once you’ve negotiated these waters, made an offer and had it accepted ... WAIT! Before you tick the task off your to-do list, ask yourself “What’s Next?

Often there is a gap of a month or more between getting that offer accepted and an individual starting with your organisation, so how do you keep them feeling warm and fuzzy, as well as helping them to settle in once they do start?

Here are a few pointers:

Give them a Buddy

One of the best experiences of on-boarding that I had was being given a ‘Work Buddy’ before I’d started. I received weekly emails in the lead up to my joining date, I was invited to payday Friday drinks before I was actually on payroll! Had someone to ask silly questions like where is the nearest sandwich place and is there a good place to get a lunchtime pedicure or how does my new boss like to be communicated with.

Day 1 Brilliance

Make sure their first day runs smoothly. I worked for one organisation, where on my first day the receptionist was waiting for me, my desk had my laptop, phone, notepad and other items and when I checked my emails, I have my induction meetings scheduled for the next few weeks (it included a trip to an international office). Everything was so smooth, I was able to hit the ground running and had access to all that I needed.

Induction and Training

Once you have selected your perfect candidate and they have accepted your offer. It’s time to prepare for their induction and training. This is vital to ensure they have an awesome employee experience.

There is nothing more frustrating than starting a role and having to find your way around an unfamiliar landscape unassisted. I remember starting a senior role with an organisation, and I didn’t receive my laptop until three days in. I had deliverables, but no way to deliver them! It was very frustrating and I felt like they were unprepared for me. Don’t worry I soon changed the starter process!

Have a detailed plan to introduce a new employee to key stakeholders, systems and processes, it will cut down on the time it takes to get a person up to speed and allows you to see how long it should take for them to be fully utilised.

Ensure that you have all the equipment that they will need and you have cleared your diary to spend some 1-2-1 time with them.

Establish their objectives (that you drew up earlier) and confirm how you will be reviewing them during their probation period.

Schedule regular 1-2-1’s and check in’s to check they are ok and don’t forget to get feedback from your clients and stakeholders, where applicable.

Warmest Welcome

Arranging a welcome lunch on the first day/week is always good. Getting to know someone socially is always good and it helps to build team rapport. I worked at one organisation where every month they had a welcome afternoon tea, where you had to speak with at least three people you hadn’t spoken with before, it was a really good way to get to know people in different departments.

Implementing an onboarding process is a great way to engage with staff before they even start and show them how valued they are as an addition to your team.