Blog Post

    The irresistible 6-part recruitment and onboarding program

    You may have heard that the future of HR involves a whole lotta tech. We have to admit, we’re pretty excited about the possibilities that tech will bring, but we have to be honest: those technological tools can only do so much if your company’s recruitment and new hire onboarding processes kind of stink.

    Instead of turning solely to technology or piecemeal solutions, focus on building a hiring process that transforms traditional recruitment hurdles into engaging experiences for future employees. Then, pair it with a seamless onboarding process that highlights your company's culture. That’s the key to creating a consistent employee journey and employer brand that make new team members fall in L-O-V-E with your company right away.

    In this article, we’re breaking down the stages of a winning recruitment and onboarding process—one that puts your HR tech tools to their best use and will make employees more effective in the future.

    The first contact

    Have you heard of a meet-cute? In Hollywood, that's what they call an interesting first meeting between two characters who eventually develop a romantic relationship. There’s no need to bring romance into recruiting (please don’t, that would be a little inappropriate) but take a second to think about how you can turn a typical boring first connection with potential employees into an opportunity to impress and intrigue.

    Let’s say that you’d like to post a job description on your website and other places online. After including the normal content about who you’re looking for, feature a fun guide about your brand. For instance, Zappos happily shares their Zappos Culture Book, which includes employees’ cultural insights and fun stories. This gives prospective team members a real glimpse into the brand so they can decide whether they’d fit in.

    Give the culture book idea your own spin, the possibilities are endless. Make a fun brand video that reflects your funky company attitude or showcase a webpage describing your organization’s philanthropic efforts. It’s a great way to introduce your company and pre-qualify applicants.

    The phone or video chat

    Once you’ve made a good impression, get to know your promising applicants a little better over phone or video. The phone interview can set the scene for the rest of the recruitment process; it’s an ideal opportunity to address any potential misconceptions about the position and judge whether applicants are a good fit.

    Before you launch into conversation, it’s a good idea to address unconscious biases that could negatively affect your super assessment powers. Try:

    • Researching common behavioral biases
    • Becoming aware of common stereotypes like associating men with leadership more often than women
    • Reviewing notes on previous interviews to notice common trends in any of your reactions or conclusions

    The in-person interview

    The phone chat’s older brother, an in-person interview is the ultimate employer branding moment. By this point, applicants should be at least a little sold on your company’s culture and brand. To seal the deal, turn the normally stressful in-person interview into an engaging experience.

    • Provide detailed directions to the office and share an itinerary
    • Arrange interviews with various types of team members including senior leaders, the applicant’s would-be manager, and coworkers (be sure to vary the questions among interviewers so interviewees don’t have to repeat answers)
    • Assign an interview guide to walk them around the office on time and make introductions
    • Be honest with candidates about where they stand.
    • Ask for feedback before the end of the day to improve your interview process

    The offer

    Asking someone to join your team is the fun part! Be sure to celebrate it with your—almost there—newest addition. In the excitement, be sure that you’ve worked out all the details.

    • Compensation package (be ready to negotiate should the employee make a counteroffer)
    • Additional perks such as a benefits package or a flexible work schedule
    • Start date
    • Any necessary contracts
    • Deadline for their response

    The preboarding

    Congratulations! If the candidate accepts your offer, you’re off to the races… er, the pre-boarding phase. The worst thing you can do to a talented professional that you just charmed into signing with your company is to go silent. Ideally, the recruitment process should flow so smoothly into the onboarding process that employees don’t even notice what hit them.

    Start delivering essential information to your new hire from the day they accept your offer all the way to their start date. With Talmundo's onboarding software, you can schedule out your communication to be automatically delivered to your new hire at the right time, leaving you to focus on other to-dos.

    The first week

    Thanks to your fantastic pre-boarding program, employees should already feel at home by the time they actually step foot into the office on their Day 1. Build on this momentum during the new hire’s first week—many employees will decide whether to stay or not much sooner than you may think. In fact, 86% of HR and recruiting professionals believe that this decision happens within the first six months at most. Set yourself up for success and help them choose for your business:

    Just remember that effective onboarding doesn’t stop after week one. Engaging employees, transforming them into brand ambassadors, and helping them reach peak productivity takes months, if not years. If you want team members to join you for the long haul, you’ve got to be willing to put in the time as well.

    Our employee onboarding solution blends HR best practices & tech with your company’s culture, for a more effective and engaging employee experience.


    Topics: Onboarding
    Subscribe to email updates