With World Mental Health Day on 10 October just behind us, now is the perfect moment to make sure your hiring and onboarding practices genuinely support employee wellbeing — not just during recruitment, but throughout the first 90 days and beyond.
Why wellbeing matters to talent attraction
- Candidates are screening you too. Job seekers look for real signals of psychological safety: flexible work options, manageable rosters, supportive managers, and visible wellbeing programs.
- It strengthens your employer brand. A people-first reputation reduces drop-off during hiring, shortens time-to-fill, and improves offer acceptance.
- It lowers early attrition. Poor experience in the first 90 days is a leading driver of churn — and most of it is preventable with better design and communication.
How poor culture shows up (and costs you)
- Ghosting & no-shows during interviews or day one.
- Burnout risk from unclear expectations, unrealistic loads, or after-hours creep.
- Reputational drag via reviews and word-of-mouth that quietly shrink your candidate pool.
A practical playbook you can start this month
1) Design the role for wellbeing
- Set clear, realistic hours and peaks (e.g., holiday season rosters) in the ad and offer.
- Include a “day-in-the-life” snapshot so candidates can self-select in (or out) early.
2) Make the hiring process humane
- Publish the timeline and steps upfront; keep them tight.
- Communicate clearly between stages; send respectful declines.
- Highlight concrete supports in your ad: EAP, manager check-ins, flexible rostering, mental health first aiders.
3) Interview for fit — and support
- Ask capability-based questions that touch on team support, boundaries, and load management.
- Train panels to avoid stress-testing interviews; aim for clarity, not pressure.
4) Onboarding that protects energy (0–90 days)
- Pre-boarding (Day 0): welcome note, roster preview, EAP info, who to contact.
- First 30 days: buddy system, gradual ramp plan, two structured check-ins.
- 60–90 days: purpose/goal alignment, growth conversation, wellbeing pulse.
5) Equip managers
- Provide a 1:1 conversation guide (expectations, workload, feedback, wellbeing check).
- Teach managers how to spot early risk signals (overwork, withdrawal, frequent last-minute swaps).
6) Set clear boundaries & supports
- Document expectations for after-hours contact, breaks, and leave.
- Make escalation paths simple and visible.
7) Measure what matters
- Add 3–4 wellbeing items to your new-starter and exit surveys.
- Track early attrition, sick leave in first 90 days, and time-to-productivity.
5-question self-check (quick pulse)
- Do our job ads clearly state hours, roster patterns, and peak periods?
- Can a candidate see our wellbeing supports before they apply?
- Is our interview process ≤ 2–3 steps with clear timelines?
- Do new starters get a buddy, ramp plan, and two check-ins in the first month?
- Are managers trained to have wellbeing-aware 1:1s and act on early warning signs?
If you answered “no” or “not sure” to two or more, there’s fast impact on the table.
How ForgeHR can help
- Recruitment tune-up: rewrite ads, tighten process, and train panels.
- 90-day onboarding kit: templates for ramp plans, check-ins, and manager guides.
- Leader micro-workshops (90 mins): running supportive 1:1s and spotting early risk.
Call to action:
Ready to turn WMHD into action? Book a 30-minute “Wellbeing in Recruitment” consult with ForgeHR.
See how healthy your hiring is: Take our 2-minute Recruitment & Wellbeing Self-Diagnostic.
