To a greater or lesser extent, businesses spend money advertising a vacancy on job boards or through recruitment agencies, invest valuable time sifting through shortlists (which can also be long-lists, if the sifting process isn’t up to scratch) and more time still sitting across the table from a parade of candidates at interview.

But once the successful candidate has accepted the job, been given a pass to get into the building, allocated a computer and an email address, and given an induction there’s a danger that we simply take their presence for granted and, to all intents and purposes, forget about them.