Recruitment, onboarding and employee retention
We develop tools that help companies attract, select, onboard and retain employees in a more systematic and professional way. We help build the recruitment process, define selection criteria, prepare interview guides, candidate assessment tools, onboarding programs, the mentor role and retention practices connected to the real causes of turnover and employee experience.
At a glance
Business owners, CEOs, HR directors, recruiters, HR Business Partners and team leaders
Audit → process design → tool development → training and implementation
Defined after diagnostics of the current recruitment and onboarding process and the causes of turnover
Recruitment strategy, recruitment process, candidate profiles, interview guides, onboarding tools and retention tools
For whom
- Companies facing difficulties in attracting, selecting, onboarding or retaining employees
- Business owners, CEOs and HR directors who need to make recruitment and onboarding more systematic, transparent and manageable
- Recruiters, HR teams and managers who need clear criteria, interview tools, candidate assessment tools and support for new employees
When you need it
- Candidates are difficult to attract, selection is inconsistent, and the quality of hiring strongly depends on a specific recruiter or manager
- Interviews are conducted without common criteria, structure, questions and a clear logic for assessing candidates
- New employees take a long time to become effective, do not receive enough support or leave soon after being hired
- The company sees employee turnover, but does not understand its real causes and does not have systematic employee retention tools
What's included
- Audit of the recruitment process and analysis of current stages of attraction, selection and decision-making
- Development of recruitment strategy, recruitment process, candidate profiles and selection criteria
- Development of interview guides, competency-based interview questions and candidate assessment tools
- Development of interview scoring forms and the logic for comparing candidates with each other
- Training managers to conduct interviews and use candidate assessment tools
- Development of the onboarding process, onboarding checklists, welcome materials and onboarding programs
- Development of the mentor, buddy or mentor role and the logic of supporting a new employee during the first months of work
- Audit of the causes of turnover, development of a retention strategy, employee experience improvement initiatives, exit interview tools and stay interview tools
What you get
More manageable recruitment
A recruitment process with clear stages, roles, selection criteria and decision-making logic for candidates.
Quality interviews and candidate assessment
Interview guides, competency-based questions, assessment forms and tools that help managers and HR make more accurate decisions.
Systematic onboarding of new employees
An onboarding process, checklists, welcome materials, mentor role and support structure that help new employees become effective faster.
Retention tools
Understanding of the causes of turnover, exit interview and stay interview tools, as well as practical initiatives to improve employee experience and retain strong people.
How we work
- 01
Diagnostics
We study the current recruitment, onboarding and retention process: stages, roles, documents, selection criteria, interview quality, new employee experience and causes of turnover.
- 02
Design
We develop the target recruitment logic, candidate profiles, selection criteria, interview guides, assessment forms, onboarding process and retention tools.
- 03
Implementation
We help launch the tools into work, train the HR team and managers to conduct interviews, use assessment forms, support new employees and work with turnover risks.
- 04
Sustain
We hand over the final materials, clarify the rules for using the tools, collect feedback and help the company embed new practices into the daily work of HR and managers.
Q&A
How does work on the recruitment, onboarding and retention system start?+
We start with diagnostics of the current process: how the company attracts candidates, who participates in selection, what criteria are used, how interviews are conducted, how new employees are onboarded and what causes of turnover are already visible.
Can we start only with recruitment or only with onboarding?+
Yes. The work can be comprehensive or focused on one block: the recruitment process, interview guides, candidate assessment, onboarding of new employees, mentoring, turnover analysis or retention tools.
Do managers need training in conducting interviews?+
Yes, if managers participate in candidate selection. Even good interview guides and assessment forms will not work well if managers ask random questions, assess candidates intuitively or understand selection criteria differently.
What helps retain employees after hiring?+
Retention does not start after problems appear, but with quality recruitment, honest expectations, clear onboarding, the manager’s role, regular feedback and understanding why employees stay or leave. That is why we connect recruitment, onboarding and retention into one system.