Attracting, selecting, and onboarding candidates

Attracting the right people

The attraction stage is your opportunity to show who you are as an employer and why great people should want to join you.

Create clear, realistic job descriptions

Focus on purpose, expectations, and how the role contributes to your mission.
Spell out what success looks like, but don't build a wishlist no one can match. Keep the criteria job-relevant and inclusive.
Give candidates a realistic preview of what day-to-day looks like and be honest about challenges.

You don't get a second chance at a first impression

Every advert, email, and interaction shapes how candidates see you. Make sure you're:
- Clear about timelines and expectations
- Respectful and prompt in your communications.
- Consistent across channels, from job boards to Glassdoor.

Inclusive hiring starts
early

Include salary ranges and flexible working options.
Share diversity and inclusion commitments clearly.
Provide information on reasonable adjustments.
Be intentional with where you advertise to reach a wider pool.

Selecting the right people

You've got strong applicants, now's your chance to identify who's not only capable but right for the role, the team, and your culture.

Start with structure

Define the selection process upfront. Know what you're assessing, how to assess it, and who's responsible at each stage.
Don't rely solely on interviews alone. Consider adding:
- Skills-based tasks or real-world scenarios.
- Job-specific assessments or written exercises.

Preparation is key

Read the CV and application to refresh your memory. Understand what they've already been asked at previous stages.
Prepare core questions that reflect the competencies you're looking for.
Use a simple scoring framework and align on what ‘good’ looks like in advance.

Selecting the right people

Conducting the interview

Line managers should be able to talk confidently about the role and what success looks like.
Share what sets you apart. Whether it's the flexibility, or development opportunities, help candidates imagine themselves in the role.
Be honest. If you're transparent about the reality of the job, the right candidates are more likely to stick around.
Share timelines, be transparent about the next steps, and stay responsive.

Embrace hybrid interviewing

Video interviews via platforms such as Teams, Zoom and Slack offer more flexibility for candidates.
Ensure to provide both the interviewers and candidates guidance on how to join the meeting and use the platform (maybe schedule a few trial runs to iron out tech issues).
If there’s an in-person stage, send clear directions and check for adjustment needs.
Keep communication professional and warm throughout.

Onboarding with impact

Done well, the onboarding experience can help new starters feel welcomed and equipt to succeed.

Start before day one

Don't wait for the first day to engage newbies. The time between is crucial for setting the tone and creating a buzz.
Sending a warm welcome email ahead of time can go a long way.
Share key documents, confirm logistics, and outline what to expect from day one.
Consider pre-start check-ins, meet-the-team calls, or even social events.

Setting the stage for success

The early weeks can define whether someone stays or leaves, so make them count.
Schedule regular check-ins with line managers in the first 30, 60 and 90 days.
Clarify goals and expectations to reaffirm what success looks like.
Allow for open feedback. Ask what's working, what's not, and how they're settling in.

Think long-term

Don’t stop at the first week: Embed new starters into your culture over months, not days.
Share learning opportunities and career pathways.
Monitor retention, performance, and feedback to continuously improve your onboarding.
Stat: Replacing a UK employee can cost up to 213% of their annual salary. Strong onboarding is one of the smartest investments you can make.