7 Deadly Sins of Onboarding New Recruiters

onboarding new recruiters

Finding and selecting the right people is only half the job. Successfully onboarding new recruiters in a business, is the real test.  Most employees decide within the first 6 months if they will stay with a company. This means that those first few months are the most crucial for new recruiters. Yet many businesses still get it wrong. Here are 7 deadly sins they are guilty of:

1. Don’t understand the value of onboarding new recruiters

Research shows that 90% of managers fail in their jobs in the first 18 months. Executives take 24-26 weeks to get up to speed and even those in administrative roles take between 8 and 12 weeks to become productive. Most companies assume this is normal. But at what cost to the business? What if through a successful on-boarding process you could reduce that ‘getting up to speed’ time? Studies show that an unsuccessful transition can cost between 1.5 to 5 times an annual salary. This means if companies are losing people it is costing money. Therefore, there is immense value in getting onboarding right. The money invested in new recruiters will provide a return as opposed to a loss if they leave.

2. Fail to get line managers involved in the onboarding process

Once new recruiters are working they will have far more to do with their line managers than the HR department. Yet often companies fail to get line managers involved in the onboarding process. In recruitment coaching this is something I often see. Line managers are so important to successful onboarding and they must be brought into the process.

3. Fail to have an automated systematic onboarding process

It is easy for things to slip through the cracks if there aren’t systems in place. If someone is sitting at their desk appearing to be busy, the assumption can be made that they are being productive. There is no way to check this if there are no systems in place.

4. Assume one size fits all, onboarding new recruiters needs to be tailored

Different people and generations will react differently when starting in a new position. People have different expectations and habits. If a company has only one way of onboarding that doesn’t take into consideration these differences the onboarding process may be entirely ineffective.

5. Don’t get feedback of the onboarding process

The only way to find out if a new recruiter is fitting in and becoming productive is to ask. Encouraging open communications makes people feel more at home and can help facilitate the onboarding process. Assuming everything is fine is a mistake that can end up being a costly one.

6. Fail to consider cultural context and importance

Personal touches are more acceptable or expected in some cultures than in others. This needs to be taken into account when creating systems for on-boarding new recruiters. Remember that onboarding is about making an individual a productive part of a business. This is made easier when the person feels valued from the start.

7. Fail to introduce measures of success

Processes are great, but success is measured through results. An important part of onboarding new recruiters is to have measures of success. This then provides a clear indication to both them and to business as to how successful the on-boarding process has been.