Mastering the Art of Post Recruitment Follow Up

 

The Art Of Post Recruitment Follow Up
The Art of Post Recruitment Follow Up

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.

Here’s why:

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.

Reasons why Post Recruitment Follow Up Matters

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.

Wondering if your onboarding program would be a spot on?

Introducing HirePro’s MBrace Onboarding Solution:

Hit “Play” to check out the 3 reasons to consider Automated Onboarding M-Brace

How Onboarding done Right makes New Hires go WOW on the Date of Joining?

The essentials of right onboarding
The essentials of right onboarding

We strive to find ourselves the right candidate by trying to attract the right talent within the designated time for a certain role. We invest a lot of effort, money and resources in getting the right candidate inside the door and converting him into an employee. Is our job done?

In the current landscape, on-boarding is much more than “welcome you aboard”. New employee yearns for that ‘sense of belonging’ from the moment they accept the offer. If done incorrectly, on-boarding can leave a bad impression about the company’s culture and values. It is like showing a wrong direction to someone who is trying to find a particular address.

So, what’s the best way to make candidates feel at ease and accepted?

Reduce paperwork – To begin with, infinite number of forms and list of documents required for submission can make the candidate jumpy. The idea is not to dump forms or skip legal requirements; however, incorporate paper forms using a strong technology platform, so that there is an ease of completing all joining formalities before the candidate comes to work.  

Incorporate a buddy program – The concept of incorporating a buddy system is essential for great talent branding. Buddies are great for that first day, first week, first few months support. New hires feel more comfortable conversing with someone who is tenured in the organization, or who is knowledgeable about the firm’s policies and procedures. While pairing a new hire with a buddy, you need to make sure that the buddy is well versed about company’s culture, dress code policy, organization’s values, mission and people.

Remember, your assigned buddy is the extension of your employer’s brand and must have the quality to be the best ambassador to carry your companies brand image.

Engage your new hires through training – You can’t expect your new hires to be loitering around with no work. At the end of the day, you are burning money – think about the money you invested on getting them hired. It is important to engage your new hires by enrolling them for training, so they reach up to the standards.

Stay hooked with your new hires – If you are the one who recruited that new hire, it is obvious that he/she will always reach out to you, once they feel lost. It is recommended to keep an engaging relationship with the employee instead of passing the baton to the onboarding team.

From orientation to retention – 60% of HR professionals say that it is a major battle to retain the talented candidates. While you get them hired with attractive perks and salaries, keep an awesome orientation program ready for an exciting new experience. It is recommended to promote that amazing work culture to attract and retain the new hires.

Don’t miss out on this huge opportunity to build relationships and create a great employer branding of your company.

If you have an awesome onboarding story, do share it with us in the comment section below.

Mastering the Art of Candidate Engagement to make Job Offers Work

Post Offer Follow-up ensures that our recruitment efforts don’t go into waste in these war of talent times. In this infographic, discover the trends of mastering the art of candidate engagement followed in best of the companies.

Candidate Engagement and Onboarding
Mastering the Art of Candidate Engagement with Post Offer Follow-up

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.