The process of on-boarding
The on-boarding process begins from the moment a candidate (contract or perm) accepts a role and ends when they are fully operational. There are two sides to managing a successful on-boarding process – that experienced by the candidate, which you can read about in part one, and your own experience as the employer. Here a few ways your resourcing provider should be making the process as simple as possible for you.
Communication with the hiring manager – your provider should have detailed the entire end to end process to the hiring manager including who their point of contact is from the moment an offer has been made.
Action post-offer activities swiftly – from ordering laptops to IT access and security passes, these seemingly small tasks can take much longer than anticipated when there is a long approval chain. Your supplier should be actioning these tasks swiftly from the outset so that requests go to the right people and are approved within the necessary time frames.
Start dates – these can be subject to change from a candidate or employer perspective, so it is essential that the hiring manager is provided with regular up to date comms to keep them posted on anticipate start dates and always in the loop.
Inductions – hiring managers should be supplied with adetailed guide on how to effectively induct new starters. Your supplier should have enough experience and expertise to provide a guide which covers every base of the induction to a level which leaves you fully confident going forward.
Connecting the business – your supplier should also be booking meetings with all stakeholder and SME’s so that they can identify the areas of the induction which they will help with as early as possible. This also ensures the new starter can meet all the relevant people within a short period of starting their new role.- David Nuttall, Business Relationship Manager
Unsatisfied with your current process? We can help.
Whilst in recruitment we deal with the vacancy lifecycle on a daily basis, it is easy to forget that both candidates and hiring managers may not have the same level of detailed knowledge. That is why the provision of specialist outsourcing models can ensure organisations have a expert and knowledgeable business partners to provide that value add experience to both candidates and client. By taking ownership of the on-boarding logistics, it ensures the best talent is attracted and retained whilst allowing the business to continue BAU with minimal loss in Hiring Manager productivity. The cost of bringing in a new resource is effectively ‘priced in’ to he whole recruitment lifecycle rather than just a finders fee.
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