Job Descriptions
Clear, compelling job descriptions that attract the right candidates and set expectations.
Recruiting & Onboarding
Recruiting and Onboarding That Builds Lasting Teams
Hiring the wrong person is expensive; losing a good one in the first 90 days is worse. Forge HR Group helps small businesses attract, hire, and onboard the right people — and keep them.
Why it matters
Great hiring is a process, not a lucky break
Small businesses lose time and money to open roles, bad-fit hires, and early turnover — usually because hiring is rushed and onboarding is an afterthought. A repeatable process fixes that.
We help you define the role, attract qualified candidates, screen and interview effectively, and onboard new hires in a way that gets them productive and committed quickly. The result: better hires, faster, with far less turnover.
What's included
Our recruiting & onboarding services
Sourcing & Screening
We help you find candidates and screen resumes and applications so you only spend time on strong fits.
Interview Support
Structured interview guides and scorecards that lead to fair, consistent, better hiring decisions.
Offers & Background Checks
Guidance on competitive offers, compliant background checks, and closing your top candidate.
Structured Onboarding
Onboarding plans and paperwork that make new hires productive — and make a strong first impression.
Retention Strategy
Early check-ins and retention practices that keep your best new people from walking out the door.
Hiring compliantly matters too — see how we handle I-9s and hiring compliance.
Why it matters
A bad hire costs far more than a slow one
Between recruiting time, training, lost productivity, and the eventual replacement, a single bad hire can cost a small business many thousands of dollars — and drag down the whole team's morale in the meantime.
Rushing to fill an empty seat is how bad hires happen. A clear, consistent process — a well-defined role, real screening, structured interviews, and a strong first ninety days — dramatically improves your odds of hiring someone who performs and stays. That's exactly the process we help you build and run, so hiring becomes a repeatable strength instead of a recurring gamble.
It also protects your time. Instead of wading through unqualified applicants and unstructured interviews, you focus on a short list of strong candidates and a decision you can feel good about — while we handle the legwork around it. And every new hire is welcomed with the same structured onboarding, so their first week feels intentional and organized instead of improvised.
- Better-fit candidates, faster
- Fewer costly mis-hires
- Stronger early retention
- A hiring process you can repeat
After the offer
The first ninety days decide whether a hire sticks
Most turnover in the first year is decided long before anyone resigns. It is decided in the fortnight after someone starts.
Onboarding is usually treated as paperwork, and the paperwork does matter — Form I-9 must be completed within three business days of the start date, and new-hire reporting has its own deadlines. But compliance is the floor, not the job. What determines whether someone stays is whether they knew what success looked like in their first month, whether they had someone to ask, and whether the role matched what they were told in the interview.
So we build onboarding backwards from the ninety-day mark. What should this person be able to do independently by then, who needs to teach them, and what are the checkpoints along the way? That structure is what turns an expensive hire into a productive one, and it is the cheapest turnover intervention available to a small business.
- Paperwork and I-9 handled inside the deadline
- A defined thirty, sixty and ninety-day picture
- A named person to ask, from day one
- Checkpoints before problems become resignations
FAQ
Recruiting & onboarding questions
Both models work. We can run the process for you or build the tools and coach your team to do it well. Many small businesses want help with the hard parts — job descriptions, screening, and interviews — while staying involved in final decisions.
Ready to build a stronger team?
Let's talk about your open roles and hiring goals. Book a free consultation today.