It takes real talent to acquire real talent. Bridgeway is a vertically integrated search and recruitment firm. Our team of experts specialize at building core teams on behalf of clients in the practice areas of Construction, Engineering, Life Sciences, Tax, and Financial Services.

NOVEMBER HIRING INSIGHTS

In competitive job markets, securing the right hire is only half the battle. Getting them truly “on board” is the next critical step in ensuring long-term success. There are four essential stages in the hiring process, and hiring tip #612 focuses on stages 3 and 4—the “post-acceptance” and “early onboarding” periods.

 

Here are just a few ideas on what a world-class hiring process could include during these stages:

Stage 3 – Between Acceptance and Start Date

     1) Senior Leadership Welcome: A congratulatory message from senior leadership goes a long way in making new hires feel valued from day one.

     2) Mentor Assignment: Have a mentor take them to lunch between their acceptance and start date, building rapport early.

     3) Onboarding Agenda: Send a detailed two-week agenda to set expectations and create excitement.

     4) Personalized Welcome: Whether it’s a welcome basket or company attire (hat/shirt), sending a small token of appreciation helps build a connection.

     5) First Day Expectation: Provide a comprehensive overview of what to expect on their first day, from arrival details to how the day will unfold.

 

What’s in it for you?

Implementing these steps will reduce counter-offer exposure, lower turnover, and foster a more engaged, motivated employee before they even walk through the door.

 

Stage 4 – Early Onboarding: “The First Quarter”

The first 90 days are critical to setting up long-term success. Here’s how you can ensure a smooth transition:

     1) First Day Plan: Have their desk or office prepared with a welcome letter and a clear agenda for the week.

     2) Lunch Plan: Either you or a team member should take them to lunch on day one—it’s an easy way to start building relationships.

     3) Weekly Check-Ins: Meet at the end of their first week to get feedback. Was the week what they expected? Any surprises?

     4) 90-Day Progress Report: Create an interactive weekly report where they can track progress, ask for help, and align on the week ahead. This keeps communication open and ensures goals are clear.

 

By refining your onboarding process, you’ll set the stage for long-term employee satisfaction and success. It’s not just about getting them in the door—it’s about keeping them on the bus and engaged for the journey ahead.

SPECIALIZED SOLUTIONS

BRIDGEWAY CONNECT

If you’re not prepared to undergo the search process, Bridgeway Connect guarantees that your job opening reaches every pertinent candidate. Utilizing cutting-edge recruiting research and intelligence tools, we develop an outreach strategy that transcends traditional job postings. With Bridgeway Connect, you’ll yield exponential effectiveness over traditional job postings, ensuring your position garners attention from precisely the right candidates.

BRIDGEWAY SEARCH

When urgency, importance, and the need for engagement converge in a hiring decision, our search service becomes the ideal solution. Since 2005, we’ve facilitated over 4000 strategic hires, positioning ourselves as experts in the field.
At Bridgeway, our search methodology is built on the premise of targeted, proactive access to top-tier talent. We go beyond mere identification, investing our time in ensuring the perfect fit not only accepts the offer but also aligns with expectations, preventing missteps. Our impressive client retention and hire stick rates underscore our proficiency in this regard.

A LOOK INSIDE OUR HIRING PHILOSOPHY

OUR THINKING ON REFERENCE CHECKS

Everyone knows it: reference checks are ineffective interviewing strategies in 90% of the cases.  But done correctly, both the company and the prospective hire can benefit from a quality reference.  READ MORE

OUR THINKING ON HIRING MODELS

A Hiring Model can be defined as the brand your company maintains for best in class hires.  An extended time frame is responsible for losing more desirable candidates than any other two reasons combined.  We know 5 other things that can protect your reputation in the market  READ MORE

OUR THINKING ON STAFF EFFICIENCY

E + QE + S = P  We know what that means and you should too.  Most companies have staff performing below 80% efficiency.  If you don’t hire right, it’s hard not to.  READ MORE

OUR THINKING ON HR AS A HIRING KEYHOLDER

Friend or Foe?  As a critical function within every large corporation, we know what the answer should be.  Can’t we all just get along? READ MORE

OUR THINKING ON COUNTER OFFERS

Counter Offers are a part of 21st century career management.  There is a time to consider them and a time not to consider them.  We can explain and walk you through both. READ MORE

ABOUT BRIDGEWAY

At Bridgeway Search Group we welcome the headhunter label. We embrace it and our clients require it. Finding the best individual for a position means going beyond posting jobs, broadcast emailing and surfing LinkedIn. It takes one-to-one communication with both client and candidate to match their values. It takes the unique ability to inspire a candidate to pursue an opportunity. Headhunting takes real talent to acquire real talent.

LEARN MORE ABOUT US →

HIGH PERFORMANCE

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* Hiring results are calculated using a 5 year term of all hires completed between 2006 to 2018. Results are updated each year in January to reflect most recent data available.  Useful measurements require a 5 year tenure term- 2018 is the most recent year for that.

**Detailed responses including metrics and guidelines for the above statistics are available upon request.