What is said, and what is left unsaid
Recruiting and integrating staff for the long term in a small organisation
An employee leaving is a fluctuation. Onboarding is what absorbs it.
Objectives
- Define a recruitment need based on what the organisation can no longer do
- Conduct an interview that predicts something, rather than one based on rapport
- Organise an onboarding that makes the person autonomous and the business less dependent
- Spot the signs of an impending departure and decide what is worth retaining
Programme
- Morning: Recruiting: The real need: which tasks, what level of autonomy expected, what back-up cover created · The job advertisement that filters, and the one that attracts everyone · The interview: situational questions, verification, and what must not be asked
- Afternoon: Retaining, and letting go: The first weeks: what determines what follows, and mentoring that costs little · What makes people stay in a small organisation when you cannot match salaries · Departure: preparing the handover rather than suffering it
Prerequisites
Be recruiting or considering recruiting.
What you take away
Your interview outline and your four-week onboarding programme.