The first few weeks of a new role can set the tone for the entire employee-employer relationship. For recruitment agencies, ensuring their clients have a robust and positive onboarding process isn’t just about meeting expectations—it’s about reducing the risk of early dropouts and ensuring long-term placement success.

The onboarding experience can make or break how candidates feel about the job, the company, and can even make them re-think their decision about accepting a role. 

Take a look at these stats to get an idea of just how crucial a positive onboarding experience is to the success of a placement : 

33% of employees start looking for new jobs within six months if they experience poor onboarding. (Source: SHRM)

New hires are 58% more likely to stay with a company for over three years if they experience a good onboarding process. (Source: O.C. Tanner)

What can recruiters do? 

As recruiters, it’s not just about filling a role—it’s about making sure that the candidate thrives in it. To do this, recruiters need to ensure that their clients are prepared to provide a seamless onboarding experience. Here are some ways you can help:

Advocate for a Structured Onboarding Plan 

Encourage your clients to have a clear, well-defined onboarding process. This includes everything from the initial paperwork to introducing the new hire to key team members and stakeholders. When candidates know what to expect, it reduces anxiety and boosts confidence.

Monitor Feedback in the Early Stages 

It's essential to gather regular feedback during the onboarding process. If a candidate expresses concerns or rates their onboarding experience poorly, it’s a clear signal that they may not be adjusting well.

In Q2 2024, the lowest scoring question in the Recruiter Insider Onboarding Review for perm roles was ‘The role duties and responsibilities are what I expected’ suggesting that there is a mismatch between what the hiring manager sold and what the candidate finds when they start the role. 

Understanding this gives you the opportunity to step in and address your candidate’s concerns as well as have a conversation with the client to see where the mismatch lies, so that you can prevent dropouts before they escalate into bigger isssues. 

Support Both the Candidate and Hiring Manager 

It’s essential to check in with both sides during the onboarding process to ensure alignment and satisfaction. Candidates often face challenges in adjusting to a new role, while hiring managers may struggle with providing the right level of support. 

In Q2 2024, the Recruiter Insider Onboarding Review for temp roles indicated that candidates weren’t satisfied with the level of training to be able to hit the ground running. Having the ability to identify this and educate your hiring manager on what they can do to support the candidate is crucial if you are wanting to ensure a successful placement. 

Focus on Long-Term Success 

The onboarding process is not just about the first few weeks. Continue to check in with both the candidate and hiring manager beyond the initial placement period, especially during key milestones like 6 months or 12 months into the role. Recruitment agencies that focus on long-term success—rather than just initial placement— maintain better client relationships and candidate retention.

Work Smart, Not Hard 

The onboarding process is a crucial factor in the success of a placement. As recruiters, it’s vital to work with your clients to ensure they have a robust and positive onboarding plan in place. Failing to do so can lead to early dropouts and increased flight risks, which can be costly both in terms of resources and reputation.

By monitoring the onboarding experience— which we automate here at Recruiter Insider—you can address any issues early and make the necessary adjustments to ensure a successful placement and avoid having to use that replacement guarantee.