Blog Post

Hello Redmos readers! I am delighted to climb on board as a regular contributor. I have worked in and had a passion for recruitment for many years (won’t say how many!) - check me out here http://www.landerassociates.co.uk/home/capability-document.htm and love having the opportunity of sharing thoughts and ideas with the global Redmos recruitment community.

I was meeting with a colleague from the US the other day and we were talking about recruitment companies starting to hire talent again as the recession conditions start to ease up. He referred to the process as ‘on boarding’. 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! The 2009 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 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!

STEP 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!

- 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 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 and have areas for interaction where people can chat and ask questions
- Follow up enquiries with an immediate personal contact, not just the usual automated response

Welcoming people on board, begins with encouraging the best talent to want to come on board in the first place!