Recruitment and on-boarding done right

By Maria Olofsson, RSM Sweden (Adapted for RSM Recruitment (Thailand) Limited)

In most articles about people in business, you will read about the importance of attracting and retaining talent. A good way of doing just that is being recognized as a Great Place to Work. The Great Place to work institute provides a framework for organisations to work with their culture and get feedback on what the employees are satisfied or dissatisfied with. With feedback from the employees, organisations can change, improve processes and enable a loving and evolving culture. By continuously working with questions and areas like these, the probability of being known as a Great Place to Work is high. With the recognition of being a Great Place to Work, several benefits could be achieved such as higher revenue growth, innovation, improved employee retention and talent attraction in the long run.

There are many things that are crucial in becoming a Great Place to work, for example a well-developed, organized and thoughtful recruitment onboarding process. These processes lay the foundation for every single employee in the organisation and play a key role in the continued satisfaction as well as being set up for success. A well-developed recruitment process could be the first step on a journey towards both a successful employment and a satisfied and engaged employee.

Why a well-developed recruitment process matters

A poorly handled recruitment process is often costly for organisations. The processes for training and introducing a new employee in all the practicalities and ways of the organisation as well as methods and procedures within the profession, the onboarding process takes a lot of time and manpower. That, and the necessity of another recruitment process with more expenditure that could have been avoided if a poorly handled process leads to a bad impression of the company if the employment ends.

To ensure that the right people are employed, a well-structured and planned process is significant. To standardize processes with key questions that are of importance for the organisation, tests are implemented to make sure the candidates have the right personnel traits for the profession. This contributes to both a trust of legitimacy from the candidate’s side and ensuring that they are a better fit for the organisation.

But it is not only a specific line of questioning from the Head of HR that enables organisations to recruit the right staff. Another part that could be crucial for future success is that the candidate fits into the team. Therefore, to have a section of the recruitment process that future colleagues and leaders can get involved in interviews where they can ask questions in order to get a feeling whether the candidate is a good match or not, could be a substantial success factor. At RSM Sweden, we also give a review of our goals and core values to make sure our candidates understand them. RSM Thailand also uses an approach which is not always common with executive recruiters and executive search firms here in Thailand.

To be able to set up new employees for success, there’s also a need to know how they handle certain situations, such as stress, pressure and which key role they might play in the team. Incorporating a personality test in the process, is a great way of getting to know the new employee a little better, and allows the employer to identify personality traits so they can coach the new employee in the best way possible. The RSM Recruitment agency in Thailand has implemented and adopted a well known personality skills test tool for its employees and candidates

Knowing how to best coach a person has an impact on his or her well-being and performance, but it is also very important for both the team in which he or she works in as well as for the organisation. If you secure all these factors, there’s a greater chance for a successful recruitment.

Onboarding - a big part of setting employees up for success

After the recruitment process is finalised and the contract is signed, the next step in the work of setting the new employee up for success begins, the Onboarding process.

First impressions last. Even if the employee has already got a great impression of the organisation, the people and processes, the impression of the onboarding process tends to set the feeling towards the organisation henceforth. If we can present a thoughtful and well-planned process during the first period of employment, it tends to contribute to a feeling of caring and the importance to create the feeling of ‘we have been waiting for you’. An excellent first impression can be the key when it comes to retaining an employee. To make a successful and efficient onboarding process, it takes a lot of effort, time preparation, education and manpower, but it will likely result in a positive reward for all parties in the long run.

An onboarding process can be very comprehensive and contain several minor procedures or phases. Besides receiving the mandatory information regarding IT, software and practicalities necessary for a workday, there are many other factors that might make a big difference and have an impact on the future success. At RSM Sweden, an onboarding portal is made available a couple of weeks before the first workday, with information about the organisation, short videos from previous events, welcoming words from the management, our core values and more. It is also the place where they choose their mobile phone/computer – and all this likely generates a feeling of welcoming and appreciation.

On the first day at work the employee is welcomed at the front desk and gets a tour around the office to greet all their new colleagues. Every new colleague gets a ‘buddy’ – usually someone who has been at the firm for a couple of years. The buddy is available from the first workday and throughout the coming weeks or months. They are there to provide support and answer all questions ranging from practical things in the office to the methodology of the profession. This buddy provides a sort of safety net for the new employee.

The onboarding process at RSM continues with a presentation of RSM Sweden and RSM International. The new employee gets to know us from the inside and what we are all about. The Recruitment Thailand executive headhunters industry has evolved over the years and is changing every day with onboarding becoming more and more important.

By going the extra mile, the new employee feels appreciated and becomes part of the camaraderie within the organisation very quickly. All of the above (a well-developed recruitment process and onboarding process) matters if organisations want to be recognized as a Great Place to Work and excel in attracting and retaining talent.


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