Recruitment & Onboarding
We are far more than a recruitment agency; we assist with recruitment from an internal perspective.
We can offer you as the employer and your future employees a full recruitment & on-boarding experience; you receive far more than a few CV’s on your desk.
We deliver internal recruitment assistance to business owners & managers including:
Position Analysis to assist with development of position outline and advertising
- Interview questionnaires
- Coaching on/or conducting behaviour based interviews
- Personality/Behaviour based psychometric assessments
- Pre-employment functional assessments
- Health Declarations
- Reference checks and pre-employment screening
- Employment contracts and start up documentation
- Determining appropriate pay classification and rates
- Position descriptions and Success Profiles
- Employment handbooks
- On-boarding services
In the modern business world, on-boarding is the term for the process by which new hires at a organisation are brought on board with organisation objectives and culture already ingrained. Also called organisational socialisation, orientation, or new hire training and orientation, the on-boarding process folds new employees into the organisation and the intent is to make them effective managers or contributing members of a team. Some common orientation techniques include videos, printed training materials, seminars and lectures, as well as computer software. More than just an orientation program, organisation socialisation is a contributing factor to job satisfaction, increased performance and higher employee retention.
We design & deliver if requested on-boarding programs with the following Key factors incorporated:
Networking: Take the time to assist the new employee with meeting people in their department.
Personal: Be sure to offer one-on-one time
Organisation Culture: Don’t assume that the candidate understands the organisation culture and implicit corporate rules. If everyone socialises together after work or wears orange on Thursday, you should be sure to let the new hire know.
Long Term: Make sure that your organisation has a detailed description of the career path and what employees can expect long term. Don’t make the job about only short term, immediate tasks. Ensure the new hire understands the path and potential of their new career with your organisation.
Continuity: During the recruitment and interview process, you most likely described the job to the candidate. Promises or expectations were likely made – make sure that there is clear continuity between pre-hire and post-hire. When the new hire starts working, they shouldn’t have any surprises.
Expectation: Ensure that the hiring manager is very clear in their expectations for the new hire and provides written documentation.
Efficiency: It’s easy for weeks to go by before a candidate starts “really” working and becoming a real contributor. Identify all the areas that an employee needs to have satisfied before becoming effective at their job. This might include hardware, software training, passwords and corporate access, knowledge of systems, etc… Don’t make them hunt people down to get answers – having everything they need from day one will boost both morale and efficiency.