{"id":32964,"date":"2010-05-12T10:13:49","date_gmt":"2010-05-12T09:13:49","guid":{"rendered":"http:\/\/www.corporate-eye.com\/blog\/?p=32964"},"modified":"2010-05-04T15:15:15","modified_gmt":"2010-05-04T14:15:15","slug":"preboarding-aka-recruitment","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/preboarding-aka-recruitment\/","title":{"rendered":"Preboarding! (AKA, Recruitment)"},"content":{"rendered":"

\"Air_Berlin_boarding_apron_Sm_art\"<\/p>\n

My inbox has been stuffed lately with articles, invitations, etc., related to \u201conboarding.\u201d I\u2019m guessing that reflects an expected uptick in hiring, plus the notion that better onboarding creates more productive (and therefore more cost-effective) employees. Get an overview of the onboarding value proposition in this HR Management article<\/a>, which summarizes some findings from a recent Aberdeen Research report.<\/p>\n

But whatever the reason for interest around this topic, it\u2019s worth a revisit from the recruiting perspective.<\/p>\n

Most discussions acknowledge that onboarding actually begins during\u2014not after\u2014the hiring phase.\u00a0 For example, Mary Lorentz\u2019s very good post Un-Boarding: 5 Ways Companies Get Employee Onboarding Wrong<\/a> notes that onboarding should begin during the interview.\u00a0 In a helpful post on Creating an Onboarding Plan<\/a>, HR Bartender Sharlyn Lauby observes:\u00a0 \u201conboarding to me is really about the pre- and post- hire process that helps an employee become acclimated to their new working environment.\u201d<\/p>\n

And yet!\u00a0 There\u2019s not much said in either case\u2014or anywhere else–of what this truism might mean in practice<\/em>. So I\u2019ll go out on a limb and propose this basic standard for successful preboarding:<\/p>\n

Don\u2019t make the future employee hate the company before they get hired.<\/strong><\/p>\n

Onboarding is all about engaging the new employee, and that process is much easier if the employee is already disposed to like their new job<\/em>.\u00a0 The more unpleasantness they have experienced on the way to getting hired, the less optimistic they will be about the company.\u00a0 Although some new-hires had a choice (i.e., they were persuaded to accept this position instead of one or more others) many or most would have taken almost any job offered\u2014so they may be more relieved to be employed than excited about the new opportunity.<\/p>\n

Here are three (hopefully obvious) rules for not alienating prospects online:<\/p>\n

    \n
  1. Make the application process efficient and pleasant!<\/li>\n
  2. Keep in touch\u2014acknowledge applications, respond to email, and update applicants on their status.<\/li>\n
  3. Provide plenty of relevant<\/em> information on the website\u2014and of course, make it easy to navigate.<\/li>\n<\/ol>\n

    And a couple of rules for not alienating prospects in person:<\/p>\n

      \n
    1. Be sure the interviewer is prepared\u2014and that absolutely does include reading the candidate\u2019s resume beforehand.<\/li>\n
    2. Listen!\u00a0 Whether the interview process is structured or unstructured, leave room to draw the candidate out with real conversation, not PR fluff or obligatory chat.<\/li>\n<\/ol>\n

      Bonus thought: <\/em> Feature some new-hires on the Careers site, talking about their experiences with the whole process:\u00a0 finding\/researching the company, applying, interviewing, and getting that magical offer.<\/p>\n


      <\/p>\n

      (Thanks for the original boarding snapshot, Matti Blume<\/a>.)<\/p>\n


      <\/p>\n","protected":false},"excerpt":{"rendered":"

      My inbox has been stuffed lately with articles, invitations, etc., related to \u201conboarding.\u201d I\u2019m guessing that reflects an expected uptick in hiring, plus the notion that better onboarding creates more productive (and therefore more cost-effective) employees. Get an overview of the onboarding value proposition in this HR Management article, which summarizes some findings from a […]<\/p>\n","protected":false},"author":10,"featured_media":32966,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25],"tags":[2931,6274],"class_list":{"0":"post-32964","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-best-practices","8":"category-careers","9":"tag-corporate-recruiting","10":"tag-onboarding","11":"entry"},"yoast_head":"\nCorporate Recruiting : Onboarding and the Corporate Site<\/title>\n<meta name=\"description\" content=\"How can the corporate careers website help with onboarding? 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