Here’s the brutal truth about Post Recruitment Process
There are WAY too many hiring leaders in recruitment space today that think “recruitment and selection” complete the recruitment cycle.
They say, “if we can attract and hire the right talent, the job is well done.”
If only it was that easy….
Perhaps, this statement could only apply if you were interviewing and selecting the perfect candidate, only to have them not to show up on their first day of work.
Otherwise, you’re taking the “cooked spaghetti approach”: throwing a bunch of stuff against a wall and hoping something sticks.
Well, today we are going to show you how to master the art of post-recruitment follow up. It guarantees that you get high quality hires onboard and let them stick around.
And when you apply these post recruitment techniques, you’ll watch your talent retention rate skyrocket to the top — consequently affecting the productivity and business growth.
But there’s a catch:
Before you fire up and take any action to cut your no-shows to absolute zero, you need to find out what’s fearing your top hire to accept the job offer.
Can’t-do the job” fears – Where the Post Recruitment Follow Up Begins
As we said earlier, most hiring leaders think recruitment and selection complete the recruitment cycle.
This is a huge misconception.
Because your candidates may still have serious doubts that they can’t actually do the job. Remind them that they clearly fit the firm/job and that they clearly meet each of the qualifications. Let them know that organization and the team is 100 percent confident that they will succeed.
That’s not to say “can’t do the job” fear ends here. Introduce your team members to your hired candidate.
Maximize contacts with your teammates – Post Recruitment Follow Up Analyzes Value fitment
If your candidates are still struggling to make a decision, here’s how your teammates can make them feel welcome.
Here’s what you can do:
Encourage your teammates to email or text your new hire, or offer invitations to connect on social media, or just provide the new hires with links to the social media sites of the team’s employees.
Provide them with more contacts from your team, encourage the administrative assistant, IT or anyone to call them, either to tell them something or to ask them a simple question.
Once your candidate feels engaged, keep an eye out for their offer acceptance.
Reinforce their acceptance decision – Post Recruitment Follow Up humanizes candidate experience
Now that your teammates have successfully encouraged your new hires and the candidates have accepted the job offer, it’s time to show some support.
We recommend putting most of your effort in reinforcing the acceptance decision of your new hires.
Immediately thank them for writing for accepting the offer. Also, reinforce the sale by reminding them that they have chosen wisely by listing again what you have to offer and why they said yes. Remind them how much they are needed and that their teammates are counting on them.
Reduce first-day anxiety – Post Recruitment Follow Up nurtures Candidate Engagement
Chances are that your candidate is ready to join the company, but still worried about their first-day appearance.
Here’s what you should do:
You increase the likelihood that they will show up if you minimize any anxiety they might have on their first day.
That means providing them with directions, parking information, what they should wear, what they should bring on the first day, and anything else that has caused anxiety among past hires.
Also, let them know their office location, phone number, the type of computer they will have, and make them aware that their physical worksite is ready for their arrival.
Yet, some will rethink reneging on their acceptance of a job.
Now, it’s time to make them aware of the economic consequences that they are creating.
Make them aware of the cost of a Renege – Post Recruitment Follow Up Educates the Candidate
It’s time to reveal your new hire the impact of reneging.
Let the new hire know generally the amount of time and money spent on their hiring.
Also, make them aware of the added rupees that they will cost the firm if the hiring process has to restart and the cost to the firm if the position remains vacant for at least another month.
Once your candidate is aware of the no-show cost, it’s time the humanize your Onboarding process by assigning a buddy.
Assign them a buddy – Post Recruitment Follow Up Humanizes the Onboarding Experience
Most organization start their buddy program from the date of joining of the candidate.
This is a HUGE mistake.
If you’re going to assign them a buddy, don’t wait till they start the job. Have that individual contact them and begin helping the new hire during their notice period.
Once you are done with assigning a buddy, it’s time to take a feedback on your Post Recruitment Follow Up process.
Send them an Onboarding survey – Post Recruitment Follow Up Cares
A simple Onboarding survey covering candidate experience will reinforce the fact that you care.
A survey covering the job needs will let them know that their individual needs are important both to the manager and the firm.
Hiring Managers and Recruiting leaders need to know what factors can cause their new hires to change their minds before initiating the post-recruitment follow up process.
Some of the pressures that your new hires are facing include:
Counteroffers from their manager, pleas from their peer colleagues, late arriving offers from other firms, document verification, notice period buyout and “first-day fears.” If a relocation is involved, the pressure from the family to reconsider may be enormous.
Taken together, all these factors can easily give your new hires cold feet and cause them to at least think about backing out of their promise.
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