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The	recruitment	journey	
Tom	Robinson	
Managing	Director,	Talent	Tomorrow	
@Talent_Tom	
07808	770898
Exit	
--	
New	vacancy	
Int.	advert	
--	
Ext.	advert	
--	
Referral	
--	
Succ.	plan	
Screening	
Shortlist	
Interviews	 Appointment
A	new	concept:	
RX
Succession	
planning	
Transitioning	
Identifying	/	
attracting	
Recruiting	/	
hiring	
Onboarding	Integrating	
Developing	
Engaging	
Retaining	
Promoting
Timeline	
Offer	 Pre-appointment	 Day	1	 Onboarding	 Probation	
-8w	 -5w	 -	3w	 -1w	 +0	 +3m	+3d	 +3w
T-	8	weeks(ish)	
Personal	decline	letter	
Personal	acceptance	letter	
--	
Personal	offer	letter	
--	
Contract	
New	starter	form
T-	6	weeks(ish)	
5	weeks	to	go	
Video/PPS/Prezi	
(your	company)	
--	
Health	
declaration,	
Life	cover,	
Expression	of	
wish	
3	weeks	to	go	
Video/PPS/Prezi	
(your	team)	
--	
Personal	quiz	
1	week	to	go	
Day	One	info	
sheet	
--	
Personal	
welcome	from	
manager	and/or	
team
Day	One	
AM	(>10am)	
OfZice	orientation	(desk,	
facilities,	building	tour)	
Desk	orientation	(balloon,	
equipment)	
Local	area	orientation	(food,	
coffee,	bank)	
Health	&	safety,	security	
Laptop,	logins,	guests	
	
PM	(<4pm)	
Team	introductions	
Management	introductions	
Mentor	introductions	
---	
Signatures	and	Ziling	
Objective	setting	(co-agreed)
Day	2	-	90	
Probation	
Values	orientation	
Company	induction	
Product	overview	
--	
Process	Zlow	(all	departments)	
Job	shadowing	/	Buddy	scheme	
Presentations	back	
--	
3	day	review	/	3	week	review	/	3	month	review
Days	90+	
Probation	pass	/	extend	/	fail	
--	
Development	
Objective	review	
Development	planning	
Training	
360	feedback	/	peer	review	
Appraisal	
Feedback	meetings	
…
Takeaways	
•  The	onboarding	process	is	non-linear:	
everyone	gets	involved	with	everything	
•  The	culture	needs	to	shine	through	
•  Constantly	think	about	the	RX!
Thanks	J	
	
Tom	Robinson	
tom@talenttomorrow.co.uk	
@Talent_Tom

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