Just 3 weeks into the launch of RyderSlade, it surprised us how much we felt like the new girls!
Despite RyderSlade being our own business and the two of us having worked together for the last 5 years, we clearly recognised our feelings of “being new”.
With the trepidation of starting a new business at the forefront of our minds, it surprised us how little things like the etiquette of a shared kitchen, car park politeness and simply meeting so many new people in the building manifested itself as raw nerves! Don’t get us wrong, we have been very warmly welcomed by all the staff at Regus, and all the great people working within the building. But the experience made us pause and reflect on what it’s like to start a new job.
We had been with our previous employers for a significant amount of time; so starting a new job, albeit our own business, was a very alien concept. It got us thinking about other people’s experiences and, specifically, how as Recruiters we can do more to support both our candidates and clients with those first few months.
Onboarding is a hot topic at the moment, and it is increasingly recognised that businesses need to do more for new starters than simply carrying out a cursory health and safety induction and pointing out the kettle.
But what about our role in this? Many recruiters will contact their clients and successful candidates at a handful of predetermined intervals. This is all too often a tick box exercise, executed with the expectation that all is well. How much is really learnt from those calls?
We have the chance to make every communication point really count and when it’s done effectively, it can help make the whole recruitment process between us, our candidate and our client really work.
From day one asking the right questions, in a more informal setting, can help us understand the wider challenges and commitments our candidates face to help them navigate those first few nervous weeks at work.
Let’s face it when you start a new job it doesn’t mean that all your outside commitments as a parent, partner, carer disappear; we all still have boilers that break, school plays to go to and family members that may need our support.
It can feel a bit more tricky during those 1st few weeks to factor in, or even, talk about those things. Sometimes a friendly ear can make all the difference along with a reminder of the positives, or the reasons a candidate might have moved on from a previous role. Reassurance and support are things we can offer in abundance, “Aren’t you pleased you waited for this role to come along?”, “I’m so glad the training is working out as you thought, that’s going to be a great qualification for you!” These are the simple conversations that we can have to contribute in a small way to a candidate settling into a new position and affirming that they made the right choice.
We recognise that not all clients will like the thought of their recruiter talking to their new employee, but when we build meaningful partnerships with our clients that bond of trust means we can work more effectively towards the joint goal of not only attracting and recruiting candidates, but also playing a part in retaining them too.