© indigo loop limited 2013
They are signed up to join you but are you keeping in touch with them?
After the initial elation of receiving an offer and resigning, many people go through the “what have I done phase”. Employers or peers may prey on these insecurities.
It is essential that you make them feel warm about joining you and find reasons to engage them regularly before their start date.
Prepare - it’s not just about them selling to you……
You are busy, the CEO wants the numbers brought in, you have a new product launch and recruitment is just adding to your work load as you can’t close the candidates. Have you stopped to think about how you are managing the process? Why should they join you? Have you made them feel emotionally attached to your opportunity? A few simple things to consider….
Do you have an interview process?
It’s important to clearly communicate the number of steps and likely timescales involved from the outset.
Prepare before an interview
This is a sales process, prepare like you would for a client meeting to ensure you get the most from the session and the candidate leaves enthused about your opportunity - all good candidates will have a choice.
Don’t sell an overly positive version of the role/company. Candidates would much rather join a company where they understand and embrace potential challenges.
Don’t tell them what they want to hear just to get them on board. It will lead to early frustration and potentially higher churn rates.
Make sure that the candidate’s total current package is fully understood to avoid rejected offers.
Ensure the offer is received in a timely manner and, if verbally communicated, backed up with paperwork as a priority.