The most important 10 weeks in your business

onboarding new recruiters

Onboarding New Recruiters – The First 10 weeks

For any new recruiter in your business the first 10 weeks are the most critical. Often if things don’t go well during this time they not only leave the company, but often leave the recruitment industry as a whole.

This is huge pity because often these people have great potential, but if they aren’t mentored, and instead are left to figure out things on their own, they give up and this can be very damaging.

Recruitment may seem like it involves simple tasks that anybody can do, but often new recruiters fail to get going because they don’t have someone alongside them to help learn the tricks of the trade. They get knocked down or rejected once too often and this really demoralises them and so they give up and leave.

It’s your responsibility– If you are going to be bringing new recruiters on board then it is your responsibility to help train them up for success. I know with all the other demands on your time it’s often easier said than done, but this is really important if you want to grow your business. Invest time in setting up proper training modules and invest time personally coaching and mentoring then through the process or get senior staff involved. Mentoring sends a very important message to new recruiters. It tells them that they are valued and important to the company. This can often motivate them to work harder and be more successful within the company.

The first 10 weeks are really the key to growing your recruitment business. As you invest in people, they can start achieving a return on that investment for the business. If you don’t do it, if you leave them to their own devices, then the chances are you are going to lose the people you’re hiring in. This is then not just an inconvenience, it represents a real cost for the business.

onboardingIf your new people are not achieving their goals then it is more a reflection on you than on them. It is up to you to find out what they are struggling with or where they may be going wrong. You are the one with more industry experience and you can more easily find a solution and steer them in the right direction.


Keep everyone engaged
 – If you want your new recruiters to grow and help you grow your business then it is vital that you keep them engaged and motivated. Even the best possible candidate will not be able to achieve their goals if you have a poor or non-existent onboarding system. If things aren’t going well then take the time to analyse what might be going wrong. Nine times out of ten people are failing because they haven’t been given the resources or training they need in order to achieve their goals. Don’t be so busy in your business that you sideline the onboarding process.

Have a clear plan – Create a mind map for your 10 week onboarding program and break it down to as much detail as possible. The more information and tools you share with your new recruiters, the more they are empowered to achieve their goals. Having a clear plan will also help keep you accountable and on track and will give you a benchmark against which to decide if you are achieving what you set out to.

When you run the 10 week onboarding program make it as interactive as possible. Rather than making them sit through a lecture, give them tasks to do where they have to research the industry and the company so that they can see for themselves where their role fits into the bigger picture. An example of how to do this is to get them to spend 10 minutes talking to each person in the company. During this time they can find out who they are and what they do in the company and what role they play in the industry or in a particular niche.

It’s really important for them to understand the whole big picture and how they fit into it so that they understand the importance of what they are doing. A 10 week onboarding program is one of the best investments you can make in your business. If you get it right, it can help to retain top talent that can help you to grow your business.