Hunter AHP is a start-up recruitment firm within the ‘Hunter Gatherer’ Group. They are specialists in recruiting professionals across a range of clinical specialities such as physiotherapy, occupational therapy, and speech therapy.
As they were increasing their headcount with less experienced appointments, they were faced with two challenges:
As a start-up operating in a competitive and fast-paced industry, an effective onboarding process is critical to ensuring new hires hit the ground running. Employees needed to be bought up to speed as quickly as possible, whilst ensuring key members of the team weren’t taken away from their own delivery.
Defining a competency framework
We started by defining the competency areas of the business based on interviews with the leadership team, and experience working with other recruitment firms.
Having clearly defined competency areas gave team leaders and employees a clear way to structure content and measure what matters to success.
Once the competency framework was in place, identifying opportunities to improve the existing content used for onboarding staff was easier.
A 'one day induction' to a 'two week onboarding'
Rather than a heavily directed induction and subsequent reliance on the line manager to fill gaps, a two-week onboarding would be introduced that would include self-led learning. This would give the employee the best chance to get started quickly, without being dependent on their team leader.
Custom onboarding materials
Recruiters can be hard to keep engaged! So the training content needed to be short, sharp, and varied. The Hunter AHP team already had some brilliant training content from staff inductions to use as a starting point. It required refining to meet the business’s evolving needs and to be suitable for self-led training.
A custom channel was made on Learn Amp for onboarding, featuring eight key topics and almost 50 learning resources.
The content included a mixture of documents, text and quizzes to make the learning experience enjoyable and varied for the new employee.
When the work was concluded, the Hunter AHP team was left with:
New onboarding process
We redesigned the existing onboarding schedule so each day had a clear focus that aligned to the competency framework created - such as 'Marketing' or 'Candidate Engagement'.
One of the most important things was making sure the content didn't just feel professional, but that it reflected the Hunter AHP brand. We reformatted every document and created custom visuals and pictures so the content looked and felt like it wasn't out of place.
There's nothing worse than out of date content. With the business evolving so quickly, we knew it was important that team leaders could keep the content up to date without being reliant on us. We shared every original image, document, and file (over 170 files!) on a cloud-based folder so they could access them anytime.