How to avoid common pitfalls in staff recruitment

Tuesday 5th June 2018

Onboarding is a hugely important part of the recruitment process. In fact, in a survey of 1,000 full-time office workers, human resources software provider Cezanne HR found that 30.58 per cent of those who received a job offer chose not to start at their new employer because of poor follow-up from the company.

The survey also found that 45.6 per cent had not heard anything from their present employer between being offered the job and their start date.

Sue Lingard, a director at Cezanne HR, said: “These sorts of statistics make for sobering reading and support the long-held belief that poor selection and onboarding practices are costing UK businesses millions in recruitment and employer brand value terms.”

She added that “whilst ensuring cultural fit and a clear understanding of job roles is essential as part of the recruitment process, effective onboarding has a huge role to play”. This highlights how it is no longer enough to start the process on their first day – companies now need to engage in an ongoing dialogue throughout recruitment.

So what should your business be doing to ensure you are optimising your onboarding practices?

Keep new joiners updated
One of the things your company can do is to ensure new recruits are being kept updated with information about the team they will be joining. Send regular emails and newsletters featuring company news.

This can help to boost enthusiasm about your company, keeping the new worker excited about the kind of work they will soon be doing.

Make it personal
Instead of sending out generic information to your chosen candidate, personalise all communication. This will help them feel valued by your organisation.

It’s a good idea to include information about the kinds of projects they will be working on, as well as introductions from the people they will be working closely with.

Be available
As well as sending out regular updates while your new employee is serving out their notice period, you should ensure you are making yourself available to answer any questions they may have.

Make sure you respond in a timely manner too, or your chosen candidate could start to feel a little left out.

Your business currently has a huge choice of software created especially to help it run more efficiently. This extends to HR too, where you can set up programs to help you onboard new starters.

It eliminates the more mundane tasks from your existing employees and it means that you can send out any administrative forms to the new worker before they start, keeping their first day clear for meeting colleagues and starting their real work.


Posted by Julie Tucker

Image courtesy of iStock/Djelics 

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