“Getting a new T-shirt is nice, but it seems like there are probably better ways of making an impact on new recruits,” says Jay Jamrog, senior vice president of research at Florida-based Institute for Corporate Productivity (i4cp).
“The company should use the opportunity to have new employees communicate and build relationships with leaders in the organization right out of the gate.” Jamrog also added that orientations “offer a unique opportunity to gather a new recruit’s impressions of the marketplace and the company.”
In employment parlance, that would be selling the brand.
What bothers me as a recruiter with both in-house and out-house experience is how often recruiting has little say on the matter of orientation. Mediocre orientation screws up world-class recruiting 9 out of 10 times (made-up statistic), yet few organizations let recruiters in on the fun.