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Instructor-led training -

Recruitment and On-boardingRecruitment and On-boarding

Face to face / Online closed & onsite training. Restaurant lunch included at STL venues.

  • 1 day Instructor-led workshop

Who is this course for?

'Recruitment and On-boarding' is for managers who want to invest in their company’s human resource capital by recruiting the right person for the right job and successfully inducting the new employee into their organisation by getting them up to speed within 6 months of starting. Those managers who want to ensure that the workforce has the relevant skills and abilities for the organisation's current and future needs.

Recruitment and On-boarding

Objectives

By the end of the one day workshop delegates will be able to:

· Use recruitment techniques that allow you to attract and engage the right person for your business and the role

· Explain the importance of a new member of staff understanding your brand & your company values, the working culture of your organisation and their personal targets and expectations

· Develop a good onboarding process so that a new employee can become productive more rapidly, helping you to recoup the time and costs involved in recruitment more quickly

· Understand that effective recruitment is not just about filling an immediate vacancy but it is also about having an impact on longer-term issues, such as future skills development, organisational performance and employer brand


Course Syllabus

Recruitment

Understanding the requirements of the role you are recruiting for - the required skills, knowledge and attitudes?
Having a robust Job Description
Involving the relevant Stake Holders
The importance of taking diversity and inclusion into account at each stage of the recruitment process
Attracting the right candidates
Managing the application and selection process

Pre-start

Designing the schedule for the new starter
Planning socialisation
Preparing the work environment
Technology access and security
Training and development

The on-boarding programme - the first 6 months

The manager's role and responsibilities
The importance of the company induction - understanding the Values and culture of the organisaton
Buddying
Setting expectations
Regular meetings - one week, one month, three months & six months
Giving feedback
Monitoring training & development
Being available
Feedback on their experience
The next steps

Taking things forward

Action Planning

"What do I get on the day?"

Arguably, the most experienced and highest motivated trainers.

Face-to-face training

lunch

Training is held in our modern, comfortable, air-conditioned suites.

Lunch, breaks and timing

A hot lunch is provided at local restaurants near our venues:

  • Bloomsbury
  • Limehouse

Courses start at 9:30am.

Please aim to be with us for 9:15am.

Browse the sample menus and view joining information (how to get to our venues).

Refreshments

Available throughout the day:

  • Hot beverages
  • Clean, filtered water
  • Biscuits

Online training

online training (virtual)

Regular breaks throughout the day.

Learning tools

in-course handbook

In-course handbook

Contains unit objectives, exercises and space to write notes

24 months access to trainers

Your questions answered on our support forum.

What to expect when training

Training Formats & Services

Training formats available

  • On-site at your company office UK wide
  • Closed group at one of our London training venues
  • Near-site at a location close to you
  • Bespoke one-to-one basis
  • Tailored training courses to your requirements
  • Executive coaching & mentoring

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Training manual sample

Below are some extracts from our Recruitment and Onboarding manual.

Recruitment and On-boarding

Recruitment

Understanding the Requirements of the Role

The first step in recruitment is to clearly understand the role you are hiring for. This involves identifying the necessary skills, knowledge, and attitudes required for the position. Conducting a thorough job analysis helps in defining these requirements, ensuring that the candidates you attract are well-suited for the role.

Having a Robust Job Description

A well-crafted job description is crucial. It should clearly outline the responsibilities, required qualifications, and expectations for the role. This not only helps in attracting the right candidates but also sets clear expectations from the outset.

Involving the Relevant Stakeholders

Engage all relevant stakeholders in the recruitment process. This includes team members, managers, and HR professionals. Their input can provide valuable insights into the role and help in selecting the best candidate.

The Importance of Diversity and Inclusion

Diversity and inclusion should be considered at every stage of the recruitment process. This ensures a wide range of perspectives and ideas within the team, fostering innovation and creativity. It also helps in building a more inclusive workplace culture.

Attracting the Right Candidates

To attract the right candidates, use a mix of recruitment channels such as job boards, social media, and professional networks. Highlight the unique aspects of your company culture and the benefits of working with your organization.

Managing the Application and Selection Process

Efficiently manage the application and selection process by using applicant tracking systems (ATS) and structured interview techniques. This helps in maintaining consistency and fairness throughout the recruitment process.

Pre-start

Designing the Schedule for the New Starter

Before the new starter joins, design a detailed schedule that outlines their first few weeks. This should include introductions to team members, training sessions, and any initial tasks they need to complete.

Planning Socialisation

Plan social activities to help the new starter integrate into the team. This could include team lunches, coffee breaks, or informal meet-and-greets. Socialisation is key to helping new employees feel welcome and part of the team.

Preparing the Work Environment

Ensure that the new starter’s work environment is ready. This includes setting up their workspace, providing necessary equipment, and ensuring that all required resources are available.

Technology Access and Security

Set up the new starter’s technology access and ensure they are aware of security protocols. This includes providing access to necessary software, email accounts, and any other digital tools they will need.

Training and Development

Plan initial training sessions to help the new starter get up to speed with their role. This could include product training, process overviews, and any other relevant information.

The On-boarding Programme - The First 6 Months

The Manager’s Role and Responsibilities

The manager plays a crucial role in the on-boarding process. They should provide guidance, support, and regular feedback to the new starter. It’s important for managers to be approachable and available to address any concerns.

The Importance of Company Induction

A comprehensive company induction helps new starters understand the values and culture of the organization. This can include presentations, videos, and interactive sessions that provide an overview of the company’s mission and goals.

Buddying

Assigning a buddy to the new starter can be very beneficial. A buddy can provide support, answer questions, and help the new starter navigate their new environment.

Setting Expectations

Clearly set expectations for the new starter. This includes outlining their responsibilities, performance goals, and any key milestones they need to achieve.

Regular Meetings

Schedule regular meetings to check in with the new starter. These should be held at one week, one month, three months, and six months intervals. These meetings provide an opportunity to give feedback, address any issues, and ensure the new starter is settling in well.

Giving Feedback

Provide constructive feedback regularly. This helps the new starter understand what they are doing well and where they can improve.

Monitoring Training and Development

Keep track of the new starter’s training and development progress. Ensure they are completing any required training and provide additional support if needed.

Being Available

Make sure you are available to the new starter. Being approachable and open to questions helps in building a supportive environment.

Feedback on Their Experience

Gather feedback from the new starter about their on-boarding experience. This can provide valuable insights into how the process can be improved for future hires.

The Next Steps

After the initial six months, discuss the next steps with the new starter. This could include setting new goals, planning further development, and discussing career progression opportunities.

Taking Things Forward

Action Planning

Create an action plan for the new starter’s continued development. This should include specific goals, timelines, and any additional training or support they may need.

By following these steps, you can create a structured and supportive recruitment and on-boarding process that helps new starters integrate smoothly into your organization and sets them up for long-term success.

 

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