Offer &
Onboarding

Offer & Onboarding.

The offer and onboarding stages lay the groundwork for a lasting relationship between organisation and employee. Beyond financials, a compelling job offer highlights the role’s significance and acknowledges the individual’s expected value—all to increase the likelihood of an accepted offer.

Speed is crucial to avoid losing talent to competitors. Swift communication of a comprehensive offer signals sincerity and efficiency, creating a positive tone. An effective onboarding process also significantly impacts employee engagement, productivity, and retention. Digital onboarding platforms simplify tasks from paperwork to training modules, providing new hires with essential information before their first day.

All best-in-class organisations boast a well-defined onboarding
process.

50%

have a senior leadership team member reaching out to new hires and

95%

utilise a tech platform for onboarding linked to compliance training.

60%

of these organisations facilitate a buddy system to ensure a smoother transition and quicker integration into the business culture. They also have a clear process for the transition from TA to line managers.

Job offers are holistic.

In addition to salary, job offers encompass a broad vision of the candidate’s future, integrating work-life harmony, personal development, and a culture supporting success.

Candidates are nurtured.

The phase from acceptance to the start date carries risk. Organisations must nurture a strong connection with future employees, emphasising their value and integration with the team. Regular communication, inclusion in pre-boarding activities, and access to company networks can help.

Onboarding reflects company culture.

A structured, seamless onboarding process is critical for fostering a positive first impression and aiding in the swift assimilation of new hires. Technological solutions can standardise and enhance the onboarding experience.

Smooth transitions are prioritised.

A coordinated handover from TA to operational departments underscores a cohesive talent strategy. This transition is a crucial indicator of an organisation’s ability to integrate new talent, bridging the gap between candidate expectations and the realities of the working environment.

Mastering these steps positions organisations as an employer of choice and a community where individuals can grow, contribute, and thrive.

1.

Craft comprehensive offers:

Go beyond salary to address diverse employee needs, offering a holistic package that includes flexible work arrangements, comprehensive benefits, and clear career advancement pathways.

2.

Nurture connection pre-start date:

Establish a strong connection with future employees from acceptance to the start date. Regular communication, inclusion in pre-boarding activities, and access to company networks solidify commitment and minimize the risk of counter offers.

3.

Leverage data and technology for strategic decision making:

Prioritise a smooth, welcoming onboarding process. Leverage technology to standardise and enhance the experience while introducing the company’s culture and expectations.