Recruitment, Hiring, and Onboarding – Building Blocks for Success

A strong team of employees is the cornerstone of a successful organization. So how do you lay the groundwork for establishing a highly productive group of employees that will positively impact the bottom line? Ask any business owner or manager and they will tell you it requires a systematic approach that starts with a robust recruiting, hiring, and onboarding process.

Recruiting
Too many leaders undervalue the importance of recruiting. An in-depth recruitment program helps attract high-quality candidates that can best meet an organizations’ requirements. Investing time up front to get the right people on board also saves time and money long-term on replacing and training new employees. Managers should focus on developing on-point, thorough job descriptions and advertising in places most likely to attract people with the exact skills and qualities that matter most for each position.

Hiring
Once qualified applicants are identified, narrow down the list of candidates before the often-lengthy interview process begins. Send a list of five or six pertinent questions to the people who most closely match the job requirements. This helps weed out average employees from the stand-out employees you want to interview. A 15-minute phone or video interview with HR or hiring managers will help narrow down the list even further before department managers conduct in-person interviews.

Onboarding
Once the most qualified individuals are hired, it’s important to welcome and orientate new employees and provide them with the tools and information required to perform their roles. Successful leaders understand that onboarding is more than handing out a folder and offering a tour. Additional aspects of effective onboarding include:

• Assimilate – Beyond the basics such as how to navigate the building and apply for company benefits, educate new employees about the nuances of the company. Explain the organization’s culture, expectations, performance measurables, and long-term goals.
• Equip – No employee can be successful if they don’t have the right tools. Ensure employees have every necessary resource their job requires. This includes appropriate workspace and supplies, powerful communication tools, a robust employee scheduling program, and adequate support from team members and management.
• Follow up – Managers should check in with new employees frequently and consistently, especially within the first year of employment. Ask how they feel their role has developed in the company and whether they’ve faced any challenges. Effective managers foster an open-door policy, so employees don’t need to wait for scheduled meetings to ask questions or discuss issues.

Every employee affects the team, culture, and company direction. That’s why a thorough recruitment and hiring process, as well as effective employee onboarding are the first steps to setting your team – and company – up for success.

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