How Recruitment Consultancies Help Clients Win the Talent Game
After more than twenty years in the recruitment industry, across sectors from Marketing and Creative to Tech, Professional Services and Customer Service, one truth has always stood out: recruitment does not end at the words “you’re hired.” Too often, employers invest heavily in sourcing, interviews, and selection, only to neglect what happens next. The result is predictable. Promising hires drift away, productivity lags, and both employer and employee feel short-changed.
Good recruitment is not just about placing talent. It is about ensuring that talent thrives. The handover from recruitment to onboarding is where organisations either set the stage for long-term success or quietly undermine the investment they have made.
Why Onboarding Matters
Retention risk
The first weeks of employment are the most vulnerable. Research from the Human Capital Institute shows that as many as 20% of new hires leave within the first 45 days if they do not feel supported or engaged. The cost of replacing them is staggering, often reaching 1.5 to 2 times their annual salary (SHRM, 2017). A structured onboarding process dramatically reduces this attrition by giving people clarity and confidence from day one. LinkedIn has found that effective onboarding can improve retention rates by as much as 82%.
Time-to-productivity
Even the most capable hires take time to settle. Without guidance, many spend weeks trying to piece together processes and priorities. A well-planned onboarding process shortens this ramp-up period. Companies with strong onboarding report that new employees reach productivity up to 50% faster than those without structured support (Bauer, 2010). LinkedIn’s own data suggests productivity can increase by more than 70% when onboarding is done well. The difference between a new hire who contributes value in month one, versus month four, is significant.
Employer brand
Recruitment is always a two-way street. Employers are assessing candidates, but candidates are equally assessing the organisation. A chaotic onboarding process sends a clear signal that promises made during recruitment will not be kept. Conversely, a thoughtful, consistent onboarding experience reinforces the employer brand, builds engagement, and creates advocates from the start.
Beyond Day One: The Bridge
One of the most common misconceptions is that onboarding begins on the first day. In reality, it begins as soon as the offer is accepted. The best employers build a bridge between acceptance and start date. This includes:
Checking in after resignation to maintain connection
Following up midway to answer questions and manage concerns
Providing clear pre-start instructions on logistics such as directions, parking, or access cards
Giving the candidate a named contact for reassurance
These small touch points reduce drop-outs, strengthen commitment, and ensure the first day feels organised and welcoming rather than disjointed.
The Role of Managers
It is also a mistake to see onboarding as solely the responsibility of HR. HR sets the framework, but it is managers who embed new hires into teams. Managers who succeed at onboarding do three things well:
1. Set clear goals and expectations so new hires know what success looks like.
2. Use regular one-to-ones in the first months to review performance, answer questions, and build confidence.
3. Create early connections by making introductions and facilitating team integration.
Encouraging managers to take accountability for onboarding not only improves outcomes for the new hire, it strengthens the relationship between employer and employee.
The Bigger Picture
Onboarding is not a box-ticking exercise. It is a strategic investment in people and performance. Employers who treat it as an afterthought lose talent, time, and credibility. Those who prioritise it see stronger retention, faster returns on their hiring investment, and teams that are engaged from the very beginning.
As a consultancy, we see the same pattern again and again. Poor recruitment ends with a contract signed. Great recruitment continues with an onboarding journey that gives talent the environment they need to succeed. In a market where competition for skills is fierce, the difference between the two is what defines long-term success.
Sources
Human Capital Institute, 2016: The Impact of Strategic Onboarding on Retention
SHRM, 2017: The Cost of Turnover
Bauer, T. N., 2010: Onboarding New Employees: Maximizing Success (SHRM Foundation)
LinkedIn, 2023: Global Talent Trends Report