5 Reasons Why Post Offer Follow-Up Really Matters

New Hires' Onboarding
Welcoming New Hire
You took a pretty girl for a date, was interested in her and then expected her to get in touch with you for a second date without any communication, would that happen? It really doesn’t matter how charming you are, but this recipe is never going to work unless you keep in touch with her till you meet up next.

The same line of thinking applies to Post Offer Follow-Up (POFU) phase in getting the selected candidate to join the organization.

Post offer follow-up is an oft-misunderstood art form. Too often a stellar talent is lost because the employer didn’t take that extra step to stay in touch with the hired candidate.

We dug a little deeper into this practice and listed five reasons why we believe Post offer follow-up is a crucial part of the recruitment process.

Here are the 5 reasons why Post Offer Follow-Up really matters:

1) Cut to the chase  When a candidate attends an interview and walks out of the door, the most vulnerable feeling of uncertainty pops in. The policy should be simple, alert the candidates of your decision as soon, and as humanly possible. The moment employer knows it, the candidate should know it too.

2) Go the extra mile – You, the interviewer, might have appeared transparent during the interview phase. You also gave the candidate an impression that he is selected by sending a generic email, with the offer enclosed as an attachment. You believe the job is done.

Kill that myth!

Nothing makes the candidate feel more connected to the organization, than an employer having a caring attitude. It is always recommended to make a verbal offer first. Meet the candidate in person, if suitable. Be excited and let them know how keen you are to have them onboard.

3) No surprises – Now, you have verbally communicated the candidate regarding the offer and notified that they will receive the official letter within a stipulated time. What’s next? Can you be assured that the candidate will be joining the organization?

Should the candidate await any surprises in store?

No. It is best to clear out details like salary structure, joining location and number of working days or hours in a week, leave policies or any other important clause before releasing the final offer of employment.

A single hidden fact will just end up pushing the candidate away.

4) Brand yourself well – According to a survey, 69% of the job seekers would not take up a job with a company that has a bad reputation.
A candidate nowadays, does enough research before he/she decides to join the company. The comments which are left by the organisation’s employees, rejected candidates and ex-employees on Glassdoor or any other social platform, gets reviewed by the candidate who is about to join. Thus, it is highly recommended to train the onboarding point-of-contact about employer branding. This person should be well-versed with the basics of how to welcome a candidate on-board, so that the candidate ends up leaving a positive review.

5) Get the best – To attract the right talent, it is important to stress the importance of post offer follow-up to all interviewers because at the end of the day, the candidate is your consumer. The post offer follow-up candidate experience is a deciding factor. If it is positive, the candidate will be encouraged about the joining and if it is negative, it will serve as a red flag to other potential candidates.

Post offer follow-up is all about working towards the overall candidate experience till on-boarding. In fact, sometimes it is best to put yourself in a candidate’s shoes to understand how the overall post offer follow-up phase can be improved in several ways.

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