Naked Talent’s Guide to Mastering Recruitment Strategy and Crafting an Effective Onboarding Plan

Recruiting top talent is just the first step toward building a successful team. To ensure new hires integrate seamlessly into your organisation and quickly become productive contributors, it's crucial to have a well-thought-out recruitment strategy and a comprehensive onboarding plan. In this blog post, we will guide you through the essential steps to develop a winning recruitment strategy and onboarding plan. The best part? By investing time now into crafting your recruitment strategy and onboarding plan, you will save yourself and your team time and energy whenever you need to find a new hire!

Developing a Recruitment Strategy:

Define Your Hiring Needs:

• Assess your organisation's current and future needs.
• Determine the specific roles and skills required.
• Identify the desired attributes and cultural fit for each position.

Develop an Attractive Employer Brand:

• Highlight your company's mission, values, and unique selling points.
• Create a compelling employee value proposition (EVP).
• Leverage social media, career sites, and employee testimonials to showcase your employer brand.

Targeted Sourcing and Candidate Screening:

• Utilise multiple sourcing channels, such as job boards, professional networks, and employee referrals.
• Craft targeted job descriptions and use relevant keywords.
• Implement a structured screening process, including resume reviews, interviews, and if necessary skill assessments. 

Streamline the Selection Process:

• Establish clear evaluation criteria for each stage and define ‘deal breakers’ before starting screening to help you and your hiring team stay aligned.
• Decide who needs to be involved in the hiring process and involve relevant stakeholders and hiring managers in the decision-making process.
• Use technology tools like applicant tracking systems (ATS) to track and manage candidates efficiently.

Onboarding Plan Checklist:

Pre-boarding Preparation:

• Communicate with new hires promptly after acceptance.
• Share relevant information about the company, team, and job responsibilities.
• Coordinate logistics such as paperwork, equipment setup, and access to necessary tools.

Develop a Structured Onboarding Program:

• Create a comprehensive onboarding checklist and timeline.
• Incorporate a mix of orientation, training, and mentorship activities.
• Assign a buddy or mentor to guide new hires through their initial days.

Delivering a Memorable Onboarding Experience:

• Personalise the onboarding process based on individual needs.
• Introduce new hires to key team members and leaders.
• Provide opportunities for new hires to get to know their colleagues and build relationships.

Training and Development:

• Identify training needs and develop a plan to address them.
• Offer both formal training programs and ongoing learning opportunities.
• Encourage new hires to set goals and establish a growth plan.

Regular Check-ins and Feedback:

• Schedule regular check-ins to gauge progress and address concerns.
• Encourage open communication and provide a safe space for feedback.
• Recognize achievements and provide constructive feedback to foster continuous improvement.

By implementing a robust recruitment strategy and a well-designed onboarding plan, you can attract top talent and set them up for success within your organisation. Remember, an effective onboarding process not only accelerates the integration of new hires but also enhances employee engagement and retention. Invest time and effort into creating a seamless experience, and you'll reap the rewards of a high-performing and motivated team.

With these guidelines in mind, you're well-equipped to refine your recruitment strategy and create an onboarding plan that positions your organisation as an employer of choice. Good luck!

‍About the author: Charlotte Fennell is Naked Innovations' Strategic Communications Lead having joined the team back in September 2021. A self proclaimed geography geek at heart; she is passionate about the using her skills in marketing strategy to help bringing about transformational change to the food system.‍ ‍