Recruiting and Onboarding must be: Transparent, Realistic, Authentic, Set Realistic Expectations and Deliver on Promises. Seems so simple doesn’t it!? Why, then, are so many employers falling short in delivering on the promises made during the recruiting process in an employee’s first 90 days!? Read on for some tips to marry recruiting & onboarding.
My background is in marketing but my current position is in recruitment. Recently I have become intrigued with the role onboarding plays within the field of Talent Management. I look to marketing for trends in how to build a loyal customer, or in my case, an engaged employee. One of the biggest lessons in marketing is to deliver on brand promises. Let’s say you purchase a bad product, a real lemon, you are not likely to purchase the product ever again – right!? In today’s day and age of social media, you do not want to get a bad reputation in the workplace. Today employees don’t bat an eye at writing up tweets, facebook posts or using websites like Glassdoor to rate their experiences.
Companies promise the world to secure the right employees. However, recruiting & onboarding are typically run by different individuals and sometimes different departments. Companies need to be careful not to overpromise in recruiting and under deliver in the first 90 days. You have gone to a lot of hard work to source, interview & offer a great candidate. Don’t put all of your hard work to waste. If you do not meet these expectations in your orientation (first week) & onboarding process (first 90 days) you lose engagement. Ensure that your recruiting & onboarding programming is connected so you deliver on promises made in hooking those fabulous new hires. Engaged employees = productive employees!