Hiring a new employee takes a lot of time and resources. On average, companies spend 24 days and $4,000 to hire a single new employee. That number is even higher for highly specialized or in-demand positions.
Your investment shouldn’t end after a candidate accepts your offer, however. Until they are sitting at their desk, a great preboarding and onboarding process is essential for maintaining your new hire’s excitement and getting them off to a good start with your company.
Despite its importance, only one in ten employees say they’ve had a positive on-boarding experience. And new hires with a negative onboarding experience are two times more likely to seek out new opportunities elsewhere.
How do you make your employee preboarding and onboarding experience as useful and effective as possible? This is the issue we explored at the ‘From yes to desk’ webinar on Tuesday, August 6th, 2019. Co-led by Hire by Google and Sapling, a leading HRIS, our discussion involved several industry experts:
Niki Yu, Director of Employee Success at Copper
Rasika Saikia, Global Lead of Onboarding at Google
Lizzie Mann, Talent Acquisitions Operations Lead at Aclara
Kathy Kelly, Lead Recruiter at Hire by Google
Missed the webinar? We’ve summarized the key points here, and have the full recording in the video above.
“From yes to desk” webinar highlights
The Q&A webinar was led by Bart Macdonald, CEO and Co-founder of Sapling, who guided the conversation by asking a series of questions sent in by attendees. Some of the most important questions and answers are detailed below.
How do you manage candidate expectations during the hiring process?
The job hunting process can be a vulnerable time, and candidates get anxious when they don’t know what’s next. It’s all about staying engaged, says Kathy Kelly. Let the candidates know what they can expect by providing timelines around the recruiting process and beyond. Be proactive about giving them information you think they’ll need; and try to answer their most pressing questions before they even ask them.
Lizzie Mann agreed that transparency from beginning to end is absolutely key, and that candidates should always be notified in advance about what to expect. This goes for all candidates too, not just high-profile ones. Everyone should get the same experience regardless of the position they are applying for.
How often (and when) should I communicate with a candidate during recruiting and into onboarding?
The level of communication may depend on the role, says Lizzie. Certain roles take more time to go through the interview and hiring process, so they may require more outreach. That said, she aims to follow up once or twice a week on average.
Recruiters should touch base both before and after each interview. Ask the candidate how it went and see if they have any questions. Lizzie also likes to reach out on Fridays so that the candidate goes into the weekend feeling positive about the hiring process.