5 Steps For Onboarding Process

Having a strong onboarding process is a very important factor in finding the right candidates. Moreover, it ensures businesses have the right process in place to make informed decisions for their hiring needs.

Without having a solid onboarding process in place, businesses would lose time and money hiring the wrong candidates. In addition, the procedure for hiring new employees should be structured in a way so that it addresses the business needs.

For example, many hiring managers look at the google recruitment process as one of the best procedures for hiring new employees. So how do small businesses follow in the footsteps of successful companies?

The google recruitment process is not hard to follow. Like other successful businesses, the procedure for hiring employees comes down to five simple steps.

Candidate Sourcing for The Onboarding Process

Candidate sourcing is one of the most difficult aspects of the onboarding process. How do successful businesses find the right candidates for vacant positions?

First, list the vacant position on popular job boards. By doing so, the business attracts candidates who are actively seeking new opportunities.

Another approach to candidate sourcing is to use technology tools and networking techniques. Businesses can find candidates that may not have applied to the job posting but would be an ideal fit.

At times, a simple phone call to qualified candidates is all it takes to find an ideal fit for a vacant position.

Initial Phone Interview

During the phone interview, the hiring manager has an opportunity to discuss the position with the candidate. This is where hiring managers can get a feel for the candidate’s communication skills and technical capabilities.

After the phone screening, roughly 75% of candidates are disqualified. At this stage, the business starts to narrow down the final candidates.

Another important factor to consider during the phone interview is to understand how interested the candidates are in the position. By conducting the initial phone interview, hiring managers can ask candidates about their long-term goals and what interests them in the position.

Based on their response, does it align with company values and mission statement? By conducting the initial phone interview during the onboarding process, businesses can select the top remaining candidates for the in-person interview.

In-Person Interviews For The Onboarding Process

The final candidates are invited to appear in person to meet with the hiring manager. The hiring manager can choose to have additional team members present during the interview.

Most importantly, this is an opportunity for both the candidate and the company to get to know each other. From candidate appearance to a cultural fit, the in-person interviews are among the primary deciding factors of the onboarding process.

Only a very few make it past this process. Sometimes, there is one candidate that shines over all the others. In that case, it is an easy decision for the business to move forward with the onboarding process.

Sometimes, there are multiple candidates that the hiring team likes. In that case, the hiring manager and the team can discuss strengths and weaknesses of each candidate. By doing so, they can identify which candidate is best fit for the position.

Assessments, References, And Background Checks

At this stage of the hiring process, the hiring manager can start checking the candidate’s background.  For example, the hiring manager may want to contact the candidate’s previous manager. By doing so, the hiring manager can determine whether the candidate performed to expectations in their previous position.

References should be called as well for validation. Although the candidates choose their own references, the references can sometimes provide helpful insight if the right questions are asked.

Offer Letter

At this stage, the business has decided on the final candidate and the background checks have cleared.  As a result, the business sends an offer package to the candidate.

In most cases, candidates accept the offer and the onboarding process is completed.


The onboarding process takes time to master. Over time, companies get better and better at it. In fact, it really does come down to the years of experience they have with their recruitment procedures.

If you are a company that needs assistance with onboarding, consider working with a staffing agency such as Tier2Tek. Our clients gain recruiters with years of experience in recruitment procedures.