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What drew me back to recruitment

November 19, 2019

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The power of post-placement care and where recruiters can add value

With more than 15 years of experience in the recruitment industry, Jay Munro is Indeed’s Employer Insights Strategist. Jay connects data with industry trend analysis to share Indeed’s story and bring the value of the company’s programs and solutions to life.

 

 

As talent shortages become more prevalent and the labour market tightens, there’s no doubt recruitment professionals are operating in challenging times.

 

So how do recruiters stand out from the crowd and ensure our top candidates not only stay and remain engaged with new employer, but also become long time ambassadors?

 

THE POWER OF POST PLACEMENT CARE

 

Research by the Society for Human Resources Management shows 22 per cent of company staff turnover occurs within the first 45 days of employment, while 33 per cent of new hires start looking for a new job within the first six months. This suggests recruiting successfully (and being recognised for it) is not just about sourcing the best candidates and placing them in new roles but, rather, adopting a holistic approach that ensures candidates prosper from exceptional post-placement care.

 

As many as 53 per cent of Indeed jobseekers think it’s important recruiters keep in touch after they’ve been hired.

 

The onboarding experience is a crucial part of the recruitment process. Incomplete or inadequate onboarding processes often leave candidates questioning the decision they’ve made, which directly contributes to diminishing engagement and high staff turnover rates in the first few weeks or months of employment.

 

High drop-out rates among new recruits can have a negative impact including increased hiring costs, damage to recruiter reputation and interrupted career development for candidates.

 

HOW RECRUITERS ADD VALUE THROUGH THE ONBOARDING PROCESS

 

A recruiter is often the person the candidates develop the most trust with - it’s a relationship that predates their new employment, founded on the recruiter’s in-depth understanding of their clients, as well as the candidate’s aspirations, qualities and credentials. So, when first impressions really count, it’s likely many candidates will feel more comfortable approaching their recruiter with questions rather than their new employer. Likewise, recruiters should emphasise their position as a useful resource and invaluable poi