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- Though the article by Forbes Magazine is targeted towards the actual company, it’s the mindset you need to have as the recruiter. It’s also a nice guide to probe your client on how they will incorporate you candidates once they are hired which is a huge selling point for you. If you feel a client can’t answer these questions, it should create red flags about doing business with them or see it as an opportunity to offer some suggestions while taking the job order as you set your company’s expectations for all hires. See the onboarding checklist under “Related Topics.”
- Prepare to discuss what a successful onboarding process look like. What measures are being taken so that your candidate and client have the best chance at a long-term relationship and what role are you plating in that as the recruiter. Ensure the following points are addressed:
- What do you know about your clients’ onboarding process?
- What have you done or suggested to improve it?
- If the process by your client is outstanding, have you highlighted it as a selling point to your candidate.
- What is your company doing for their own end of the onboarding process? That Day 1, Week 1, Week 2 and 30-60-90 should be cornerstones.
- Do you know enough to ensure Day 1 is smooth? What are they supposed to wear? When is lunch time and what options do they have for food? What is the check-in process in the morning: time card, manager, just showing up?
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