Recruitment - Onboarding and Offboarding

As a recruiter and having worked for many years in health care management, from recruitment and consulting and now, coaching clients, both individual and group through a variety of ‘Unique to Practice’ onboarding techniques, there is nothing quite like the feeling of gaining the trust of the greater team.

Creating and delivering an onboarding pathway, that undoubtedly delivers a positive and cohesive approach to the longevity of each placement.

The onboarding process, done well, is exciting and fun and it speaks volumes about the practice or business.

The more prepared we are for onboarding the more successful the placement.

Apart from the onboarding process, we also need to master the task of off-boarding planning.

It’s all good and well until - GLOBAL PANDEMIC!

Offboarding, however, is one of the toughest decisions a business should ever have to make.

It is often one of the most devastating moments for the employee.

Remaining ‘human’ might feel uncomfortable, and you might rather the idea of burying your head in the sand, however, pushing respected employees out the door, and hoping they leave the keys and disappear without a hassle, is NOT a successful redundancy/ off-boarding strategy. 

When we treat our people with honesty and respect, as we expect them to treat our business, the offboarding CAN be done with regard, integrity, and compassion.

Offboarding done well, will give them a chance to look back and be thankful for how much you cared about them, in a time of high stress and uncertainty.

Your investment in your people should remain, from beginning to end. Your respect for the individual, is vital to support their next career/job opportunity.

Trust is built, even in hard times.

Investing in your redundancy/offboarding program, for your people, is as important for you, and your business reputation, as it is for the redundant employee.

Tread carefully.