Induction

Induction is probably one of the most important steps in creating a favourable relationship between the company and new employee. The saying:” You only get one chance to make a first impression” rings true the very moment the new employee crosses the threshold into his new environment. Today’s talent needs a lot of information before they can integrate and become a productive member of the workforce. A favourable experience on their first day will make an impression on them throughout their working life. Sadly, this step is often ignored by companies and an attitude of “sit by Nellie” still prevails in most large and small companies alike.

Induction is about providing information on statutory requirements, company policies, introduction to management and team members, performance requirements, performance measures, logistics , training and coaching opportunities. A feedback and question and answer session is as vital to the process as is the introduction and giving of information. Any confusion about expectations is best cleared before it leads to formal disputes or even worse, lack of productivity and subsequent resignation.

Companies are therefore well advised to have a formal induction program supported by a “buddy system”. The process of induction only ends once the new employee is comfortable as a full contributor to the companies goals.

Making the Offer of Employment

Making the offer of employment is often the most important cornerstone of gaining the services of your identified candidate. Every individual has unique needs and wants and recruiters should gain insights into every candidates "sweet spot" to make the offer appealing to the prospective candidate. Remember, the best employee's are employed and they will only make a move if the offer exceeds their expectations. Some people want to work outside the cities, or work flexi-time, some only move jobs if there is a bigger challenge, or choose a specific team to work with to gain experience etc. Money is often not the deciding factor, although anyone welcomes an increase in earnings.

Getting the candidate to accept the offer of employment and its terms and conditions requires negotiation skills and awareness of expectations. It is always wise to ask the candidate during the interview process : " What if your company makes you a counter-offer?". This question will give you a lot of answers as to what motivates the candidate to leave or stay in his current employment. Sourcing and finding the right person for the job is often a costly and lengthly process. It would be sad if the candidate accepts the counter-offer and the employer is left back to square one.

Recruiters often try and push a certain candidate to just fill a position. In a commission driven industry this is very tempting, but a square peg has never fitted into a round hole, and if the match is not mutually beneficial the candidate will leave and the recruiter will risk a "Fall off". Not only is the recruiter responsible for a guarantee period, but incurs cost and a damaged reputation.