Onboarding/orientation

Once a candidate’s onboard, the last thing you want is for them to fall overboard. First off, that’s a whole load of health and safety paperwork that no-one needs. Plus, there’s a massive cost involved in going out to find a replacement shipmate.

There’s no one-size-fits-all on-boarding strategy, but there is one thing they all have in common - they build a connection between the candidate and your organisation.

That could be an intelligent onboarding site that gives the candidate nudges at the right time, whether that’s to complete all their joining documentation or advice on where to get lunch on their first day. Maybe a new joiner events, where you get candidates in, show them round the office, and introduce them to their team before they start. Anything that makes the first day just a bit less scary. A ‘congratulations and welcome pack’ sent to them after they accept the job could do the trick. Or if you’ve got a lot of people spread all over, you could use social media to create virtual support networks.

And it shouldn’t stop on their first day. What about a care package waiting on their desk with all gifts that will make their job easier? Plus, what can hiring managers do to make the whole process run smoothly?

All of this can keep new employees engaged and feeling important during those vital first few months as they settle in. With a firm hand on the rudder and wind in the sails, we’ll have everything ship-shape.