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Deliver Against Recruiting Promises, Especially in the First 90 Days
Recruiting and Onboarding must be: Transparent, Realistic, Authentic, Set Realistic Expectations and Deliver on Promises.
Seems so simple doesn’t it!? Why, then, are so many employers falling short in delivering on the promises made during the recruiting process in an employee’s first 90 days!?
Read on for some tips to marry recruiting & onboarding.
My background is in marketing but my current position oversees recruitment strategies. Recently I have become intrigued with the role onboarding plays within the field of Talent Management. I looked to marketing for trends in how to build a loyal customer, or in my case, an engaged employee.
One of the biggest lessons in marketing is to deliver on brand promises. Let’s say you purchase a bad product, a real lemon, you are not likely to purchase the product ever again – right!? In today’s world of social media, you are also likely to share your negative experience. As an employer, you don’t want to get a bad reputation. Today’s employees don’t bat an eye tweeting, updating their Facebook, or using websites like Glassdoor to rate their experiences.
Companies promise the world to secure the right employees. However, recruiting & onboarding programs are typically run by different individuals and sometimes even different departments. Companies need to be careful not to overpromise in recruiting and under deliver in the first 90 days.
You have gone to a lot of hard work to source, interview & offer a great candidate. Don’t put all of your hard work to waste. If you do not meet these expectations in your orientation (first week) & onboarding process (first 90 days) you lose engagement.
Ensure that your recruiting & onboarding programming is connected so you deliver on promises made that helped you lock down those fabulous new hires.