At our webinar, Don’t throw your recruits overboard, Rachel Schonwald, Senior Marketing Campaign Manager, HiBob, Ross Crook, Global Managing Director at Morgan Mckinley Talent Solutions and Nicole Whittaker, Associate Director of HR Consulting at Peninsula discussed the challenges and best practice around onboarding new talent.
The objective is always to make the process as comprehensive yet as efficient as possible. The webinar (and podcast) is definitely worth a viewing, but meanwhile Nicole Whittaker answers some additional questions:
1: How can we ensure our recruitment process is as ‘transparent’ as possible without giving away too much about our company to the competition?
Organisations should think through what information is given, how they give it, and at what stage of the recruitment process they do so to find the right balance – employers want to give job applicants enough information to attract them to the role but not too much that they risk benefitting competitors.
Informing job applicants about the role and the company will likely help them make an informed decision about whether they could be a good fit.
But applicants will only need top-level information, therefore they don’t need to know anything that is commercially sensitive and potentially beneficial to competitors.
Employers may also want to shout out about particularly attractive benefits or advantages that the applicant could have if they worked for that organisation such as enhanced holidays, an EAP, or company socials.
However again, it will need to be just enough information to pique the applicant’s interest.
Providing information about what the recruitment process will look like can also help job applicants know what to expect when applying for a role with that organisation. Some employers will publish this on their website whereas others may prefer to give more information to the shortlisted applicants.
Being transparent in this way might help the applicant perform better – they may be more relaxed if there are no surprises and it could help employers see a truer representation of that individual, which in turn could help when making decisions about who to appoint.
For neurodivergent applicants, explaining the full interview process beforehand can also be particularly useful to ensure they don’t become overstimulated by surprises during the process from the employer.
2: Dealing with multiple generations feels complicated and as if it could slow down the recruitment/onboarding process. Is there a way of making an approach that works for everyone?Any recruitment and onboarding process needs to be accessible and inclusive.
Being able to adapt to the needs of applicants and new starters will be key.
This might mean allowing an applicant to apply for a role in a different way for example allowing prospective candidates to submit a CV or have a telephone call instead of completing an online form.
Whilst employers might have specific processes in place for their recruitment and onboarding, it is important to make sure that they can be changed or tweaked if needed to be flexible to accommodate those with different needs.
First impressions count, so it’s important to make it a good one.
