Recruitment checklist

1. Ensure job descriptions are clear in the role responsibility and expectations, providing as much
detail as possible about the company ethos/values, seniority, salary brackets, and closing dates.

2. If application forms are required, keep them concise and quick to complete.

3. Set up screening questions so that anyone inappropriate for the role, such as not having the right
skills, is removed from the process.

4. Automate the application process so that hiring managers are notified as soon as someone applies
for a role, with easy access to view CVs and covering letters.

5. Have a hints/tips page where candidates can find preparation points for what to expect during the
process.

6. Consider arranging first interviews virtually, or arranging a quick call to learn more about the
candidate to speed up the initial shortlisting time.

7. Ensure all candidates receive a response, whether they are successful or not. It’s important that
candidates receive a good recruitment process as ghosting can negatively impact your reputation and
future recruiting. This can be automated.

8. Keep the whole recruitment cycle from application to offers as short as possible, good candidates
are in demand and companies moving quickly will secure the talent first.

9. Create an Employee Referral Scheme where current employees can encourage people within their
network to apply for open positions. It is proven to produce better outcomes than candidates that
have no ties to the company.

10. Ensure that hiring managers are prepared for their interviews. A large number of candidates
withdraw from a process where they had a bad experience with a manager who was not prepared
for an interview. Also, ensure each candidate is given feedback.
 Onboarding checklist
1. Confirm receipt of signed/completed documents from your new starter as quickly as possible. There is
nothing worse as a new starter than not hearing back that everything has arrived safely.

2. Message the new starter two weeks before their start date introducing them to their manager and providing
a “first day briefing”, explaining where they need to go when they arrive, what they need to wear, who’ll they’ll
meet and anything they need to bring along.

3. Message the new starter one week before their start date to confirm first day arrival details.

4. Set up the new starter on any internal systems they’ll need to access in advance of their start date, as well as
setting up equipment and their workspace ready for day one.

5. Arrange a “meet the team” (virtually or in person) to help the new starter engage with the colleagues they’ll
be working with.

6. Provide a checklist with any key activities the new starter must complete on day one such as entering their
personal details into your HR system or logging in to other software they’ll need as part of their role.

7. Provide any policies or company handbook detailing rules on social media use, mobile phone access,
cybersecurity expectations etc.

8. Arrange a company induction or introduction meeting on their first day including a full site tour, so the new
starter understands the company values, its history and any health and safety rules they need to be aware of.

9. Allocate a buddy so the new starter has someone other than their manager to ask questions and ensure they
can have lunch or breaks with someone if they choose.

10.Set-up a meeting one week after their start date to make sure the new starter is settling in and can ask any
questions where they’re still unsure. These can be repeated regularly over their six months to check-in on their
progress.
 Employee engagement checklist

1. Create a clear vision of what you want to achieve in an engagement strategy. What should employees be
involved with? What are the company values? What culture do you want to create? How will you measure
employee interactions?

2.Communicate strategic goals with employees in mind. How will they benefit?
Why should they care? Be consistent and use agreed platforms to ensure everyone has access.

3. Invest in your leaders to inspire others to follow. Consider what soft skills training might be required to
support managers. Create visibility around what leaders are planning and show adherence to company values.

4. Make company values meaningful so they guide decision-making and behaviour. For example, if
sustainability is a value, communicate where waste can be reduced, encourage recycling, discourage printing
and consider cycle to work or car share schemes.

5. Listen to employees and provide them with a voice that can contribute towards change. Survey what they
love and what frustrates them within their role and the wider organisation.

6. Create a culture built on trust that has people at its centre. Clearly set expectations. Encourage
open communication, collaboration and invite idea sharing. Ensure leaders share the roadmap for the company’s
growth. Don’t be afraid to communicate around sensitive subjects – address them openly.

7. Provide regular feedback to employees. Check-ins provide consistent, regular catch-ups between managers and empl

8. Show you care about employees. Whether that’s through a formal ‘employee of the month’ award scheme,
or simply thanking teams for a job well done, it’s important to ensure everyone feels valued for their time and
effort.

9.Ensure that you have the right digital tools to support employee needs. Invest in technologies that allow
employees to collaborate and communicate, as well as keep in touch with company news, whether they’re
remote or in the office. Consider training, learning, and achievement sharing as part of your requirements .

10.Celebrate success and achievements - large and small. Whether that’s publicly or just a quick email to say
well done, it’s important to give credit where it’s due and should be encouraged between colleagues as well as
leaders.