Recruiter onboarding plan
Recruiters are productive once they understand each open role well enough to sell it and screen for it. Onboarding should pair them with hiring managers early.
What good onboarding achieves
Run hiring processes from intake to offer with a good candidate experience and strong hiring-manager partnerships.
Week one example
- Day 1: ATS and sourcing tool access; team intros.
- Day 2: Employer story, benefits and how to talk about the company.
- Day 3: Review open roles and their current pipelines.
- Day 4: Intake meetings with two hiring managers.
- Day 5: Shadow screening calls; start sourcing for one role.
30/60/90 progression
- Day 30: Owns several open roles and runs screens independently.
- Day 60: Manages full processes through to offer.
- Day 90: Reports on pipeline health and improves one part of the process.
People to meet (examples)
- Talent or HR lead
- Hiring managers
- Interviewers
- Onboarding owner for handover
Systems to learn (examples)
- ATS
- Sourcing tool
- Scheduling tool
- Offer templates
Manager checkpoints
- Week 1: intake meetings done
- Week 3: screening quality review
- Day 60: first offers
- Day 90: pipeline report
Common mistakes
- Assigning roles without intake meetings
- No clear evaluation criteria per role
- Ignoring the handover to onboarding
- Not teaching the employer story
Checklist
- ATS access
- Employer story learned
- Open roles reviewed
- Intake meetings held
- Screening guide shared
- Offer process explained
- Handover to onboarding explained
- Weekly pipeline review set