| Welcome on board! |
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| Written by Fiona Lander | |
Hello RCEURO readers! I am delighted to climb on board again as a contributor. I have worked in and had a passion for recruitment for many years (won’t say how many!) - and love having the opportunity of sharing thoughts and ideas with the global RCEURO recruitment community. I met with Alan a few weeks ago and we were talking about recruitment companies starting to hire talent again as the recession conditions continue to ease up. He referred to the process as ‘on boarding’ (US term!). It got me thinking about the key parts of the service we should offer new recruits to welcome them on board. Historically attrition rates for 0-6 months in the recruitment sector have not been good! Last year’s CIPD annual survey report from the UK quoted a 20% turnover. The journey to join a new company starts when a candidate responds to a job advert , twitter alert or is approached by someone about a role. From that moment on, every time the candidate ‘touches’ your organisation, there is an opportunity for you to provide outstanding service ensuring a great experience. British Airways called this ‘Moments of truth’ – though probably not well advised to use them as an example right now! On boarding 1: Much of the new talent choosing the recruitment sector across the world will be Y gen, so a definite first port of call is your website. Many recruitment companies have really good websites projecting a great brand but quite frankly when you click to the ‘join us’ page it’s often pretty uninspiring at best and just plain boring at worst! You have to plan how to engage with potential candidates. « Build a microsite dedicated to the potential new hire population. This is neither expensive nor difficult « Use a couple of the most creative members of your team (including at least one Gen Y) to get together with your IT provider « Make it an encounter worth having; with really clear useful information about the opportunity working with your company with lots of pictures to vivify the experience « Personalise it with video clips of your team or a virtual journey through your offices (you just need a Flip!) « Have areas for interaction where people can chat and ask questions « Identify what the ‘wow’ factor is for joining your company and sell it! « Make your call to action clear and easy « Link in EVERYTHING (from Twitter to job board ad to microsite to web site to blog to facebook and back to LinkedIn!) « Follow up enquiries with an immediate personal contact, not just the usual automated response
best talent to want to come on board in the first place! See you next time! Posted by Fiona Lander -Lander Associates |
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