Rentokil Terminix’s Post

Candidate feedback 🌟 How often do you check in with your candidates after you have made a placement? Personally, I like to check in with candidates weekly for the first couple of months or at least until I know they are fully settled. Checking in with candidates after placement is essential for ensuring a smooth onboarding process, building rapport and trust, gathering valuable feedback, addressing any concerns promptly, enhancing employer brand, and ultimately, retaining talent. By maintaining communication post-placement, recruiters and employers demonstrate their commitment to candidate success beyond just filling a position. These check-ins foster positive relationships, improve recruitment processes, and contribute to higher levels of job satisfaction and retention. In many cases, it can also lead you to helping more candidates find a new position 🚀 🚀

PLEASE consider the candidate journey! Crafting an ideal candidate journey is crucial for attracting top talent and ensuring a positive experience from application to onboarding. ✨Ensure a user-friendly, mobile-accessible application process for a positive start. ✨Maintain transparent communication with timely updates on the application status. ✨Design an engaging assessment and interview process ✨Personalise communication to make candidates feel valued. Address them by name and highlight aspects of the company culture that align with their values. ✨Streamline decision-making to minimise delays between interviews and final decisions. ✨Extend the positive experience into onboarding by providing necessary resources, information, and support for a smooth transition from candidate to employee. ✨Establish a feedback loop to learn from both candidates and hiring teams, continuously improving the recruitment process. Have I missed anything? #candidatejourney

One of the many benefits of having an in-house embedded talent team, is that they can enhance the candidate journey. At Chapter 2, our experienced team helps you to elevate every step of the candidate experience.     Here’s how:  1️⃣ Personalised support: Personalised guidance and support for each candidate, ensuring a positive and engaging experience.   2️⃣ Seamless Communication: We reduce delays and keep everyone informed through seamless communication between candidates and hiring managers.   3️⃣ Efficient Process: We optimise the hiring process using our experience to ensure a smooth and efficient journey from application to onboarding.   4️⃣️ Continuous improvement: We enhance the overall candidate experience through gathering feedback and insights to continuously refine our approach.     Reach out today to discover how Chapter 2’s embedded talent team can transform your candidate journey.     #CandidateExperience #EmbeddedTalentTeam #Chapter2 

They say you never get a second chance to make a first impression. It's true, especially in the workplace! 🌟 Starting a new job can feel like the first day at school - nerves, excitement, the lot! For employees, those initial days are crucial for setting the tone. From the first initial "get-to-know-you's", to the timeliness of your first task, every action counts. It's about projecting capability and an eagerness to establish yourself, working towards adding that all important value. Employers, you're under the spotlight too! The welcome you extend and how you extend it determines the morale and long-term engagement of your new star player. A positive, supportive environment during those early days? That's the key to unlocking a newbie's potential. As a recruiter, you hear a lot of different types of experiences in those early days - from both employer and employee and trust me.... they matter! Here's a little nugget - studies have shown that nearly 65% of employees are more likely to stay with a company for three years if they experienced great onboarding. Now, isn't that something?✨ Remember, both parties are essentially in a mutual evaluation mode. For employers, demonstrate your culture, set clear expectations, and provide the right tools. For new employees, show a blend of skill and will. It's a dance of first impressions that could lead to a lasting partnership. What's your top tip for nailing those first few days? Share below! 👇 #FirstImpressions #NewJob #WorkplaceCulture

Building a talent pipeline for 2024 is a top priority for many organizations. The article discusses the challenges of recruiting in today's job market, where many organizations are using referral programs and internal mobility to find qualified candidates. I encourage you to invest in career mobility for your employees so that you can build an internal pipeline of motivated employees. Have you thought about offering education benefits as a way to upskill your current workforce? These benefits are more than a perk and studies show that even if employees are not asking for them, they want them, “87% of workers believe employers should be investing in employees’ continued education.” *Based on data from the 2023 Great Retention Survey My company, Strategic Education, Inc, can help you bring employee development to the forefront of your organization! #talentpipeline #recruiting #humanresources #hiring

Building a talent pipeline for 2024 is a top priority for many organizations. The article discusses the challenges of recruiting in today's job market, where many organizations are using referral programs and internal mobility to find qualified candidates. I encourage you to invest in career mobility for your employees so that you can build an internal pipeline of motivated employees. Have you thought about offering education benefits as a way to upskill your current workforce? These benefits are more than a perk and studies show that even if employees are not asking for them, they want them, “87% of workers believe employers should be investing in employees’ continued education.” *Based on data from the 2023 Great Retention Survey My company, Strategic Education, Inc, can help you bring employee development to the forefront of your organization! #talentpipeline #recruiting #humanresources #hiring

An often underappreciated and IMHO, underHYPED, part of the contingent worker hiring process is their onboarding. You've gone through the resume review, interviews, budget confirmation...the onboarding is just easy peasy admin right? Sorry....but no! A smooth and well-planned onboarding process will save you and the candidate a LOT of headache. Some things to think about in advance: 1. WHY? A smooth onboarding can set the tone for a successful engagement. Hiring managers should be very clear about specific expectations, discuss response and turnaround times, and set up a cadence for check-ins and feedback. 2. WHAT is the usual onboarding timeline at your company? What information do you need from the candidate? Is there any sort of company orientation that needs to happen before the candidate actually gets to work? This will set expectations on what start date ranges are reasonable. 3. WHO needs to be involved in onboarding? Do you need to loop in IT? HR? Procurement? Which internal stakeholders should the candidate be introduced to? 4. WHEN should the person start? What time? On the person's first day, make sure you allocate enough time to go over any company processes and positions and answer questions. What's worked for you in terms of onboarding candidates? #inhousecounsel #onboardingsuccess

Employee Experience doesn't begin with onboarding. It starts the very moment a potential candidate lays eyes on your advert. In this current market, it's more important than ever that the jobs advertised are actually still available. I've discovered a number of opportunities on SEEK, Indeed and ZEIL, that are no longer visible on the employers own website. I've even phoned to ask and had it confirmed that the role has been filled. Surely, there must be a very simple, automated process that removes a role from the job board as soon as it has been filled. The application process is time consuming enough (and TBH emotionally draining). Employers and recruiters should be making it as painless as possible. It's your brand after all. #recruitment #EX #jobhunt

Introduce the onboarding period during the interview process. Why? People are excited to get going with a new company, but mostly they meet disappointment. Workspace not ready. Computer not set up. Sometimes not even a desk space ready. To make it worse, they are being trained by a person who is at best swamped…or worse still, being trained by the one who is being replaced. 🙄 An organization increases its chances of making a successful hire…when all the pieces come together. Miss out on this crucial early period and it’s mostly downhill from then on. Have a simple onboarding strategy in place and you'll increase a newcomer's happiness right away. Introduce the onboarding period during the interview process, this might already win over people… and at worst will be super impressive. The hiring process doesn’t stop when the offer is signed, this is when it starts. #transportation #logistics #humanresources #management

🚀 Onboarding is part of recruiting. The recruitment process isn't a one-and-done affair. It doesn't conclude the moment you extend an offer and celebrate a successful hire. It's not over until that candidate walks through your doors and, equally importantly, until they thrive in their new role. 🤝 That's why I advocate for ongoing, open, and transparent communication with your new hires. You and your recruiter should maintain a dialogue with the candidate from the moment they accept the offer, right up until their start date, and especially throughout their first 90 days on the job. 📅 It's about more than just paperwork; it's about making them feel genuinely welcome, comfortable, and empowered to excel in the role they were chosen for. 🌟 By nurturing this connection and ensuring their smooth transition into the company culture, you're not only setting them up for success but also laying the foundation for long-term retention and engagement. 🏆 #galeckisearch