Onboarding Starts with Recruiting: Setting the Stage for Success from the Very Beginning
When we think of onboarding, many of us focus on the first day or initial training sessions. But did you know that onboarding truly begins with recruiting? From the moment a candidate interacts with your company, they’re forming impressions about your workplace culture, efficiency, and respect for their time.
Consider this scenario: A candidate applies for a role at your company, carefully tailoring their resume and cover letter. However, they find themselves copying and pasting information into fields that seem outdated. This experience signals that your technology might be behind the times and, more importantly, that their time isn’t valued. At the very least, an automated response confirming receipt of their application is essential. This message should set clear expectations—whether it’s “Due to overwhelming response, we will only reach out to top applicants” or “We have actual humans reviewing each resume, so please allow a couple of weeks for a response.” The best responses go a step further, inviting candidates to learn more about your company while they wait.
The interview process can also set the tone for a candidate’s experience. In a recent personal experience, I navigated a grueling process involving 7 interviews, 6 follow-up calls with the recruiter, and a 3-hour assessment. In total, I spent 20 hours on this process, only to conclude it wasn’t the right fit for me. Should I have walked away sooner? Probably. But the length of the process made me question if I was overthinking it or if the company was overly demanding.
So, how can we improve the experience for both sides? Start by auditing your process. Have an experienced team member, perhaps someone with a long tenure, go through the recruiting and onboarding process as if they were a new hire. Document every step and detail, from the initial application to the final onboarding day. Afterward, gather your stakeholders to review what worked, what didn’t, and how to enhance the process moving forward. This investment of time now can lead to greater efficiency and a more positive experience for future hires.
Additionally, leverage new hire surveys. Ask questions about every phase of their experience—from recruiting and interviews to orientation and their first week. You can’t fix issues you’re unaware of, so empowering your newest team members to provide feedback is crucial for continuous improvement.
A positive onboarding experience is deeply rooted in organization. Consistent processes and accountability measures for hiring managers are key. For instance, ensure that all interview appointments are confirmed to avoid situations where candidates show up but don’t find the meeting on their calendar. Implementing policies where hiring managers are responsible for scheduling their own interviews can also help manage delays and maintain a positive candidate experience. This approach adds a level of accountability and encourages managers to stay on track with candidates.
Remember, the impression you make from the first contact to the first day can be as impactful as the onboarding experience itself. For further insights into enhancing your recruiting process, I recommend reading the Forbes article, 11 Effective Strategies For Building A Positive Candidate Experience.
