Whether you’re hiring to support growth or bring in specialist skills, a clear process will set both your organisation and your new starter up for success.
Write a clear job description and attract the right candidates
A well-written job description is critical to attracting the right applicants. It should clearly outline:
- Key responsibilities of the role.
- Required skills and experience.
- Salary and benefits.
Clarity at this stage helps candidates assess whether they are the right fir for the role, and reduces time spent on unsuitable applications.
Once you’ve written your job description, you will need to advertise it to reach the right audiences. You can promote the role across multiple channels such as your website, social media and job boards. ICAEW Authorised Training Employers looking to recruit ACA students can advertise for free on our Training Vacancies platform to connect with potential trainees.
If you need more help finding the right candidate for the role you’ve advertised, then you could also seek the assistance of a recruitment agency.
Run a structured and fair interview process
Once you’ve received a number of applicants for the position, a structured interview process can help you assess candidates objectively and efficiently. This includes:
- Shortlisting the applications based on how well they meet the skills and experience requirements of the role.
- An initial phone or virtual interview to screen candidates before formal interview.
- Holding a formal interview which could include a short task or assessment and asking a standard set of questions for all applicants.
This approach allows for a fair comparison of candidates while providing a professional interview experience.
Make the job offer to the successful job applicant
Once you’ve found the right candidate, it’s time to offer them the role. Typically, this involves:
- Making a verbal offer to confirm key details such as the salary and start date.
- Following up with a formal written contract outlining terms, responsibilities and employment rights.
It’s also important to respond to unsuccessful candidates in a timely and professional manner to maintain your employer brand.
Deliver a structure onboarding experience
Effective onboarding goes beyond the initial interview and paperwork. It should help your new starters understand their new role, integrate into the team and feel part of your organisation from day one. A strong onboarding programme should include:
- A clear induction plan.
- Introductions to key stakeholders.
- Setting early objectives and expectations.
- Regular check-ins and support.
Investing in onboarding helps new starters become productive more quicky and build long-term engagement.
Conclusion
Integrating new starters successfully into your team requires planning, consistency and clear communication at every stage. By putting the right structures in place, you can create a positive first experience that supports retention and long-term performance.
Supercharge your recruitment
Last updated: June 2026