Given the current 'war for talent', it is crucial for organisations to have a tight recruitment process and not waste time when interviewing a suitable candidate. Attracting talent is one thing, but making new employees feel welcome in the organisation is even more so. How do you ensure the 'onboarding' of your new employee goes off without a hitch? Staffing specialist Walters People shares 3 tips! 

Don't decide alone 

The 'war for talent' is putting extra pressure on numerous organisations. So there is a need to act fast to get new talent on board. And that is precisely where the problem lies. Candidates are currently in a luxury position because of the substantial number of vacancies. Even more so: highly sought-after professionals often receive several job offers at the same time. As an organisation, it is therefore important not to waste time in the recruitment process.  

Because hiring new colleagues needs to go fast, the number of interviews with candidates is limited in time and volume. And that in itself is good, but managers often forget how useful it can be to involve team members in the recruitment process. Because at the end of the day, it is these professionals who will have to work with the new colleague daily. Involving the whole team is not necessary but try to get one or two employees involved during a job interview, even if only for a few minutes. Who else can better judge who does and does not fit the team than the team itself? Moreover, this way you also give your employees the feeling that their opinion also counts, and they will feel more involved. And that will also translate into the onboarding process. 

Ensure a smooth start 

Once management and the team have agreed on which candidate they will welcome as a new colleague, it is important to ensure a smooth start for the newcomer. As a manager, it is best to provide sufficient time on the first working day to show the colleague around, present a ‘training programme’ and provide the necessary time to answer questions.  

In addition, you can also appoint a direct employee to become the new colleague's 'buddy'. Think of someone who will be ready when there are questions, or when you yourself are not available. Also give this ‘buddy’ and the newcomer time to get acquainted, by inviting them to a joint lunch, for example.

Offer help when needed 

Smooth integration obviously goes beyond the first working day. Make sure that you or a colleague are ready to offer help when needed. Make it clear that you or the ‘buddy’ are the contact person in case of questions, concerns, or doubts. Simply indicating that you will offer a listening ear when needed will reassure the new colleague. This will only make your collaboration more pleasant.

Involve the new colleague in activities 

Chances are that you and other colleagues will occasionally do an activity outside working hours, such as going out for something to eat or drink together, going to sports or visiting a festival. Do not forget to include your new colleague in these as well. This way, you will create a 'bond', which will only facilitate your cooperation on the shop floor. Even on a regular working day, you can try to strengthen that bond by spending the lunch break together with the team, for example.


Looking for new talent?

Send us your vacancy or contact one of our offices. Our consultants will be happy to help you. Download our free Salary Survey tool to benchmark your team's salaries.

Contact us


Submit a vacancy


Benchmark your teams