Hiring new recruitment consultants is a great sign of a growing, confident business. Assuming you can find and hire good candidates, which we’ll save for another post, you need to look carefully at how you onboard new hires. If you get it wrong, both the direct, and opportunity costs, can be huge. Turnover rates for new recruitment consultants are insanely high. How can better on-boarding help?
Set Them Up For Success
You need to start with a plan. Hopefully you’ll be recruiting regularly because you are growing, not because you’re churning staff. Even if you’re a small business, who only recruits a couple of times a year, it makes sense to have a consistent on-boarding experience.
At the very least you want a checklist for managers to follow. It needs to cover at least the first six months of employment. It also needs to be adaptable. Tailor it to meet the needs of the individuals. You’ve invested a lot in them just to get them through the door on day one, so invest a little more and set them up to be successful. You should have a pretty good idea of what you’re getting from the interview process: