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10 Do's and Dont's of Hiring and Onboarding

by Victoria Fitoussi

May 14, 2018

Two areas that make an immense impact on the employee experience happen to be during the initial hiring and onboarding phases.

In order to dispel a candidate’s perception that a company may not have a structure in place to make for a positive career experience, it’s critical to get hiring and onboarding right.

Following are some do’s and don’ts of onboarding from our team of experts at Sapling:

Do: Establish a clear value proposition.

When developing your brand message, it is vital to get your employee value proposition out there to candidates. This is the marketing message that says to candidates, “We have just what you are looking for in your career.” Work closely as a team to understand what targeted candidates are looking for in your industry. Poll your current employees to learn what prompted them to take a job with your company. Test these messages on your career website and job advertisements to see what produces the best results.

Don’t: Try to emulate a competitor.

Take the time to research your competitors, but never ever try to be like them. Your value proposition is about your company’s story. It’s what makes for a unique success in the industry. Create a 100% original value statement that honors your vision and what you want candidates to know about your future. They should be able to see themselves there too.

Do: Offer a generous compensation package.

Develop a generous compensation package that starts with an above-average salary, flexible work arrangements, a healthy environment, and the chance to become one of the founding leaders of a team.

Don’t: Try to compensate with meaningless perks.

One mistake that companies make is trying to overcompensate by tossing in meaningless perks. For example, many employees will enjoy free beverages and snacks throughout the day, but not too many will enjoy a skateboard ramp in the middle of the office. Put some thought into the perks you are offering and think about what a startup firm can reasonably offer.

Do: Use a structured hiring and onboarding process.

Despite being a new company with few processes established, take the time to create a remarkable hiring and onboarding process. This can lay the foundation for the company and will impress candidates when they see how much focus is placed on new hires. Try a new hire video to impress candidates.

Don’t: Assume onboarding happens organically.

One should never assume that onboarding will just happen on its own. A formal onboarding process is vital. This provides a better impression for candidates and sets the foundation for success. Get a structure established for onboarding in place from the very first day the new hire is on the job.

Do: Be transparent about the company with candidates.

This is a transparent world we live and hire in. People can spend about ten minutes researching any company they wish and find information from former employees and interviewing candidates. Therefore, it’s critical to be transparent with candidates about the hiring and onboarding process. Give them the general rundown of what to expect so there are no unpleasant surprises. This includes what the company culture is like, the employment outlook, and the benefits.

Don’t: Inflate the corporate culture.

No one enjoys accepting a job and then months later finding out that it's not the kind of company or work opportunity that they expected. It takes time and money to develop an outstanding corporate culture. Don't make things sound a lot better than what you can offer. People will eventually find out.

Do: Take the time to hire the right people.

Hiring is no easy feat. However, do not make the mistake of hiring a candidate on a gut feeling. Hire people who fit the skills needed to get the job done now and into the foreseeable future. Hire for attitude. Hire the right people to build a strong team.

Don’t: Hire any talent that comes along.

Let us emphasize how important it is to hire the right people for your company. Talent is the most valuable of any business asset, therefore this needs to be a careful process. Use a structured process to evaluate and interview candidates. Create an onboarding and career plan for each new hire to solidify their place in the organization.

Why not try an onboarding and HRIS solution, like Sapling, and discover the red-carpet employee experience for yourself? 

 Speak with a product specialist →

Victoria Fitoussi

Victoria joined Sapling's marketing team in Spring 2018. She is passionate about connecting people, any and all creative pursuits, and helping Sapling enhance People Ops leaders to deliver employee experience programs with consistency, visibility, and analytics.