• Employer branding: Ensure your company’s reputation is positive by showcasing your workplace culture, values, and employee benefits through social media, job portals, and company websites.

  • Talent outreach: Use social media, job boards, networking events, and employee referrals to reach potential candidates.

  • Job advertising: Develop compelling job descriptions highlighting the job role’s responsibilities, qualifications, and unique aspects of your company.
  • Job posting: Create and share detailed job postings on relevant platforms that accurately represent the role and responsibilities.

  • Candidate screening: Filter candidates based on qualifications, experience, and cultural alignment. Use tools like the Applicant Tracking System (ATS) to screen resumes, assess skills, and conduct interviews.

  • Interviewing: Carry out structured interviews to evaluate a candidate’s experience, qualifications, interpersonal skills, and alignment.

  • Job offer and negotiation: Extend an offer to the top candidate, negotiate the terms of employment, including salary and benefits, and finalise the contract.
  • Welcome and orientation: Introduce the new employee to their team, provide an overview of company policies, and give them the tools they need to succeed.

  • Role-specific training: Ensure new hires receive training tailored to their specific job responsibilities and the systems they will use. Assign a mentor to help them navigate their first weeks/months on the job.

  • Cultural integration: Help the new hire understand the company's values, mission, and workplace culture to foster a sense of belonging.
  • Performance reviews: Conduct regular performance evaluations to provide constructive feedback, set goals, and discuss career development opportunities.

  • Training and workshops: Offer continuous learning opportunities, such as workshops, certifications, and in-house training programs.

  • Career pathing: Create clear career progression paths so employees understand how to grow within the company.
  • Recognition and rewards: Acknowledge employees’ contributions through formal recognition programs, bonuses, or other incentives.

  • Work-life balance: Promote a healthy work-life balance through flexible work arrangements, remote work options, or wellness programs.

  • Employee engagement: Conduct regular employee surveys and focus groups to understand their needs and address their concerns.
  • Exit interviews: Conduct interviews to gather feedback and understand why the employee is leaving. This can help improve the employee experience for others.

  • Knowledge transfer: Ensure that departing employees pass on the necessary knowledge, tools access, and documentation to minimise disruption.

  • Offboarding: Manage administrative tasks related to the employee’s departure, such as final pay, benefits, and access to company systems.