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5 Ways to make a new recruit loyal to your brand

5 Ways to make a new recruit loyal to your brand

We are embarking on an influx of new employees. Reflecting on our growth and what it means to the business, I am more determined than ever to get our onboarding process right.

Fortunately, marketing is our forte and as such, there are a few things that we can do to make the onboarding process memorable.

1. Start before you start: Its the first impressions that mean everything. As such, it's important that the entire process from receiving a contract to signing it, and awaiting the start date is "on brand" and "on message" clearly showcasing your company culture. 
  • Interview process: send emails every step of the way that clearly communicate what sort of culture a potential recruit may be in for should they work for your company.
  • Always do what you say: If you say you are going to call them on a particular day, make sure you do. It is so important that they trust that you will always be a "man of your word".
  • Send a promotional product like a shirt, before they start to their home and a welcome to the team card. 
  • Have their peers connect with them on social media
  • Assign an in-house mentor or "mate" to them who rings them and lets them know everything that they need to know about their first day; best mode of transport, where to get lunch or if you bring it - where to store it, what you will receive (computers etc). 
  • Provide a position description and an outline for promotional / salary advancement opportunities.

2. Day one: Make sure that their desk is clean, computer is ready and they have all the stationary they need to do their job. Induction programs are critical to any business of any size. That means showing someone around, organising coffee meets and catchups with key team members that they will be working with, scheduling of education/training and if you are really cool, celebrate with some champagne or cupcakes. For those who really want to get to know a new employee, provide them with a picture frame and a stack of magazines so they can create their own vision board for the next 12 months/2 years/5 years. (see above)

3. Day 5: Find out how their first week has gone. What worked, what didn't. What is their impression of your company so far. Put together an anonymous survey where they can give you honest feedback with no repercussions - it will be invaluable.

4. Day 10: Have a meeting to identify where the gaps in skills may be for the role that they are hired to do. Give them training options to help fill that gap in skillbase so that they are able to quickly get up to speed on their role and perform at an optimum.

5. Regular pulse checks: Pulse checks are invaluable to identifying any issues as they may arise. By scheduling regular pulse checks, your new recruit will be able share any issues they may have or help you identify where as an organisation you are excelling. 

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comments ( 6 )
  • such a good point
    such a good point
    25 Apr 2017

    useful source updated blog post

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    09 Jun 2015

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  • Julia Sabrowski
    Julia Sabrowski
    08 May 2015

    To me as a German, the issue of skill shortages due to demographic changes, is a familiar one. Attracting and retaining current and future talents will become a crucial factor for the success of many companies. Therefore it is necessary to not only help clients to built strong brand images and communicate them properly, but also focussing on the internal aspect of employer branding. I am sure that your new employees will show their appreciation with the highest level of motivation possible.

  • Katarina
    28 Apr 2015

    Sounds like the perfect type of company to work for!

  • ramet
    28 Apr 2015

    Insightful blog, thoroughly enjoyed reading!

  • business advice
    business advice
    26 Apr 2015

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