5 steps to a smoother recruitment induction and onboarding process

Hello, and welcome to part four of our complete guide to improving your recruitment processes. If you’ve missed out on parts one, two, and three you can find them through the links below:

Part 1 – Streamlining vacancy requisition

Part 2 – Improving candidate screening and selection

Part 3 – Improving the candidate experience one interview at a time

Your vacancies have been approved, you’ve run a killer recruitment marketing campaign, selected your preferred candidates, and had a successful run of interviews. Now it’s time for the final step: inductions and onboarding.

With an average of four weeks’ notice for most roles, and a high chance that your chosen candidates will be leaving their current employment to join you, the time between offer acceptance and start date is crucial.

The post-interview candidate experience

Male and female professionals in an interview situation


It can be easy to forget that the candidate experience doesn’t stop once they have accepted your job offer. Higher stakes roles tend to come with longer notice periods which means a greater chance of something going wrong between offer acceptance and start date.

A positive candidate experience, and consistent engagement with your successful candidate, is vital to keeping them engaged with the upcoming job role within your organisation. From regular touch points to pre-start-date onboarding, there’s a wide range of things you and your hiring teams can do to keep candidates excited about their new start.

Here are a few ways you can keep your chosen candidate engaged with their new job at your organisation.

1. Keep communication open with your candidate

Young professional woman in business dress working on her laptop and phone in coffee shop


One of the best ways to keep your successful candidate(s) engaged in their new job is to keep communication open and regular. You don’t want to bombard them with comms, but an email confirmation of the job offer alongside a phone call goes a long way. Beyond this, depending on the length of their notice period, it can be worth dropping in an email once every week or two to check in, see if they have any questions, and give them any information they might need before they begin.

2. Send a welcome message via email or your LMS

Five people standing with the word welcome imposed in front of them


Welcome your new recruit into your organisation with a friendly welcome email following up from your confirmation. This is a great opportunity for line managers and HR teams to introduce themselves properly and introduce some of the organisation’s ethos, systems, and logistics. This can, for example, be a chance for you to inform your successful candidate about workplace dress codes (or where to get their uniform), how to enter the building, and where they need to report to on the first day.

3. Integrate your LMS for early training

Bearded man in his 30s looking at training on tablet while writing notes in a notebook


Integrating your applicant tracking system (ATS) with your learning management system (LMS) is a great way to speed up the onboarding process and help your new recruit(s) acclimatise to your internal systems and technology. Your recruitment software and LMS can be used for a wide range of purposes in the onboarding process, from hosting welcome messages from your organisation’s CEO or owner to getting your successful candidate(s) started with their compliance training.

4. Get the legal side of onboarding sorted before their start date

Animated graphic of four business people, one signing large contract


This encompasses a wide range of logistics, from signing contracts (which can be done remotely on electronic contracting software such as DocuSign), through to getting your candidates up to date on their required compliance training. This helps to speed up your onboarding processes considerably, as well as providing a good impression to your successful candidate. The more organised you can be at this stage, and the smoother an onboarding experience you can create, the more trustworthy your organisation will seem.

It is also worth nothing that some of these processes, including email comms, can be automated through your ATS for increased efficiency.

5. Begin inductions before their start date

Five diverse professionals networking in a lobby with garden background


There’s a lot more to the induction process than a tour around the workplace and quick introductions to the team. Inductions can be overwhelming for new recruits at any level of an organisation, so ease the process for everyone involved by integrating your new recruits into the team a little early. There are a number of ways you can do this depending on the availability of your successful candidate. For example, inviting your new recruit in for a team lunch or social event with other employees, or sending them a welcome pack via email or through the post.


Keeping your new recruits engaged in their new position and excited about their future in your organisation is a vital, and often overlooked, part of the onboarding process. Here are a few ways you can help to retain new recruits and smoothen your induction and onboarding process from to improve your time to productivity.

So, that’s all from our complete recruitment guide. If you missed parts one, two, and three, you can find them through the links below.

Part 1 – Streamlining vacancy requisition

Part 2 – Improving candidate screening and selection

Part 3 – Improving the candidate experience one interview at a time

Alternatively, have a look through the main attraction, our Complete Guide To A Killer Recruitment Marketing Strategy.

Read the complete guide

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