Sounds too good to be true? Well, savvy recruiters would beg to differ. It'll help you swell your candidate pool, ramp up retention, and let you try before you buy.
Let's take a li'l look at after-hire training and the wonderful ways it can turn your recruitment up to 11.
After-hire training does pretty much what it says on the tin. But, ask 100 different hiring managers what it means to their business, and you'll probably get 100 different answers.
Basically, after-hire training should be a pretty formal step that introduces your new signings to your company processes and culture. This'll probably mean a brief 'back-to-school' sesh, maybe a little mentoring, and the odd trial-run or two.
Far from being an afterthought, you should be using after-hire training to shape your business strategy, as well as shouting about it in your job ads.
There's probably a whole stack of benefits to after-hire training that haven't ever crossed your mind. Here, and in no particular order, we'll give your our top three *cue Top of the Pops theme tune*:
If you're confident your after-hire training is up to scratch, you could probably afford to loosen up a bit when it comes to your hiring requirements.
Lowering this benchmark could turn your talent pool into a talent sea. There will be folks with skills and experience you'd never even considered as coming in handy, which will help you bag new capabilities and new customers.
Add recruitment tech to the mix to filter your new mountain of responses, and you'll discover that golden candidate who'll bring oodles of value to your company.
People are thinking differently about what gets them stoked about working at this place or that, and progression is one of the things they're starting to crave.
Spelling out you'll be providing after-hire training in your job ads just screams "these folks have the right idea about progression".
Follow through on this promise, and you'll have yourself an uber-motivated employee who'll want to stick around for as long as possible. And, that means no more dipping your toe back into the job market for a while.
It doesn't take a genius to figure out that after-hire training should be mainly about, well, training. But, you should also be thinking of it as a trial period.
Let's say you're hiring someone new to work with customers at your front desk. At least part of the training should be some kinda real-life scenario (anything from a basic interaction to a particularly aggro customer).
Use this time to scan their skills for signs of weakness, and direct your training towards these. If they just can't cut the mustard and might see your customers flip it and reverse it, you can pull out before they have a chance to do any real damage!
And, if you still don't think after-hire training is awesome, you never will!