How to use automation and still make a personal onboarding experience

I’m going to use one platform as an example: LinkedIn.

Posting a sponsored LinkedIn job add can result in 100+ applicants a month. If you’re a one-man recruitment team, that is intense. And that’s only if you have one vacancy open, imagine having 3+.

#1

Only automate mundane, repetitive tasks. Imagine a PA to outsource things like scheduling appointments, following up and sending reminders. No more back and forth and mixing up appointments. Your focus is now on engaging in meaningful conversation. There are plenty of software solutions that do the trick. I use Calendly (paid version for automated workflows).

#2

Use the automations you already have. If you are using software, you are already automating something in your organization. Turn it into an advantage to build meaningful connections. For example, when someone applies, our ATS sends a confirmation mail. I added into the text an ask to connect with me on LinkedIn and say hi. Simple. Personal. Effective.

#3

The money is in the follow-up. Most hiring managers don’t follow up. If you interview someone but don’t move forward and promise to stay in touch, stay in touch. Make it easy for yourself and treat it like a newsletter. Ask the candidate if it’s okay to put her on your quarterly update email list. Every 3 months, take 30 minutes to create an update for people on your business. You will be amazed how much people value these things. Play the long term game. I’ve had people reach out when their skillet better matched the vacancy because of these updates.

Employee onboarding does not start when you hire someone. It starts the moment someone has an interaction with your organization.

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