Transfer commitments, not an unfiltered dossier
Course overview · 4 min reading + 12 min practice, estimated
Principles and method
An onboarding handover should tell the receiving team what it needs to support the start: agreed role scope, working arrangements, confirmed start details and relevant development needs. Do not forward every interview note or sensitive detail by default. Identify what the candidate has been promised and which conditions remain open. Confirm the owner of equipment, access, induction and manager contact. A recruitment process can create a poor start if its commitments disappear at the handoff. Use approved systems and permissions for the transfer.
Worked example
The candidate was promised a structured training period on a new machine. The handover assigns the training owner and schedule rather than leaving the promise in a recruiter’s private email thread.
Put it into practice
Create a handover for a fictional technician, including one development commitment.
Use fictional information and keep your work in your own notes.
Compare your approach: self-review guidance
Separate essential operational information from unnecessary assessment history. Confirm receipt by the onboarding owner and identify unresolved dependencies with dates.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Selection methods
Professional context for selection methods and their limitations.
- GOV.UK: Discrimination in recruitment
UK legal context. Obtain advice for your jurisdiction and circumstances.