Howdy Recruiters!! I'm seeing a lot of green banners coming down recently which makes me giddy with excitement!
To those who are still on the hunt for something new. Don't lose heart! keep putting in the effort to get yourself out there every day. Every person you see tear down a green banner is proof that things are picking up.
I thought a good topic for this week could be onboarding.
Starting a new role is exciting, but it can also be the scariest of biscuits. And in my experience, the first 90 days are critical.
I came across a book "The First 90 Days" by Michael D Watkins about 6 years ago and it was instrumental in shaping both my attitude to my on onboarding, but also setting up my direct reports for success.
Lets dig into it and pull out some tasty nuggets!
1️⃣ Accelerate Your Learning
Really important. Understanding the business, culture, and systems quickly gives you an edge. It lets you put your domain knowledge to good use if you can contextualise your work with the business goals and culture.
What This Means for You:
- Gobble up internal resources, study the market, and get to know the company’s goals. Don't be afraid to questions. What are hiring managers’ pain points? What does leadership value most in hires? Shadow top performers and observe how things are done across teams. particularly useful in a meritocratic organisation like and agency.
Luke’s Glorious Nuggets of Truth:
Create a learning plan for your first 30 days even if your manager doesn't. Dedicate time to understanding the ATS, market trends, and internal workflows.
2️⃣ Secure Quick Wins
Early wins build credibility. These small successes set the tone and show the team you mean business.
What This Means for You:
- Prioritise an open role you can fill quickly. It’s a tangible way to prove your value. Solve a nagging pain point, like streamlining a process or fixing a bottleneck. Start sourcing for evergreen roles to show you’re thinking ahead.
Luke’s Glorious Nuggets of Truth: Choose one measurable goal for your first month, like closing a role or building a robust pipeline. Focus on delivering visible impact.
3️⃣ Set Clear Expectations
Watkins emphasises the importance of alignment. Misaligned expectations create chaos, but clear communication prevents it.
What This Means for You:
- Clarify priorities with managers and stakeholders. Is time-to-hire the main goal? Diversity hiring? Be sure you know. Have regular check-ins to stay on track and course-correct as needed. Document hiring goals and decisions to avoid confusion later.
Luke’s Glorious Nuggets of Truth: In your first meeting with your manager, make sure your workload is properly scoped. This is really important in a recruitment lead role where your time is split between a req load and projects. Align on goals early and stick to them.
4️⃣ Foster Relationships
Building strong relationships is essential from day one.
What This Means for You:
- Meet key stakeholders early, including hiring managers, HR partners, and business leaders. Build rapport by showing genuine interest in their goals and challenges. Position yourself as a partner who collaborates, not just someone who fills roles.
Luke’s Glorious Nuggets of Truth: Schedule introductory meetings in your first two weeks. Take notes on what each stakeholder needs and look for opportunities to add value.
5️⃣ Focus on Self-Management
The first 90 days are a chance to evaluate your own strengths and gaps. Use this time to develop skills and set yourself up for long-term success. it doesn't have to be led by your manager. its a genuine opportunity to self reflect and improve, so take control of it.
What This Means for You:
- Assess your skills. Are you great at sourcing but less confident in stakeholder management? Identify areas for improvement. Be open with your manager about where you need guidance or support. Stay adaptable. Things change fast, and your role will too.
Luke’s Glorious Nuggets of Truth: List three skills you want to develop in this role. Revisit them at 30, 60, and 90 days to track your progress.
Luke Update
I just started an awesome new job with Ava Labs, the brains behind Avalanche. I'm incredibly excited and will be putting a lot of focus into getting onboarded.
That being said, the Data Driven Recruiter is going nowhere. I'll still be releasing new issues every week and posting every day on LinkedIn
Well... that's issue Fifty two! If you have any questions about it, or any feedback on this issue of The Data Driven Recruiter, grab me on LinkedIn for a chat.
I'll see you next week!