The challenges of finding and recruiting the best leaders today don't stop when someone accepts your job offer. You also need to consider how you will welcome your employees into the team and set them up for success in their new roles.

When employee turnover is higher than ever, and there are endless new jobs for leaders to switch to if they're not happy with your team, make sure you master the onboarding process.

Your recruitment experts should be able to advise on what the onboarding process should include, but some great ways to get started include:

  • Using preboarding techniques: Preboarding involves immediately introducing your new leader to their colleagues, welcoming the team, and giving them an overview of what to expect when they accept your job offer. This process can help make your new staff feel more accepted immediately.

  • Customising the onboarding process: Customising the onboarding process to the exact needs of each leader is important. Think about exactly which information your leader will need to get up and running, and try to avoid overwhelming them with details not specific to their job. A more streamlined onboarding process personalised to your staff member will help them feel more prepared to thrive in their role.

  • Prioritise inclusion: Around 64% of employees say diversity and inclusion are crucial considerations when deciding which jobs they want. With this in mind, try to make your employee feel as included as possible. Welcome them into team meetings immediately, and look for opportunities to build bonds between new and existing staff members. Even if your team members are working remotely, they should feel like one of the family.

  • Plan for the future: Sit down with your new leader early into the onboarding process, and ask them about their goals. Talk about the skills your team members want to improve and look for ways you can help them reach their targets. Regular meetings where you can discuss your leader's progress will help them see a future in your company and show you're invested in their growth.

Remember, regularly collecting feedback from your leader on what they feel you can do to improve their work-life can also be a great way to boost retention.

Can we help you?

Here at Lucy Walker Recruitment we have been helping firms with their talent acquisition, and  job seekers find their ideal roles for over 30 years. We have placed thousands of candidates and filled thousands of roles for our clients; if you want to find out how we can help you call us on 0113 367 2880 or email us here.


About the Author: Mark Woffenden

Mark Woffenden is a Director at Lucy Walker Recruitment and has an extensive knowledge of the issues and workings of the West Yorkshire and Greater Manchester Commercial markets developed over the last 20 years in the Industry