Managing the Vulnerability Zone… from Candidate Offer Acceptance to Start Date

So, you have found a great candidate, made them an offer, negotiated compensation, and they’ve accepted the offer. Phew! You’re feeling good.

Now is the most vulnerable time. How you manage the period from a candidate’s offer acceptance to their start date is crucial, as it is a time when candidates are most susceptible to counter-offers or second thoughts. Here are some strategies to keep candidates engaged and committed during this transition period:

Regular Communication: Keep in touch with candidates through phone calls, emails, or text messages. Regular updates about the company and their future team can keep the excitement alive.
Welcome Package: Send a welcome package that includes company swag (like t-shirts, mugs, etc.), a welcome call and letter from the CEO or team, and detailed information about the company culture and values.
Onboarding Portal: Provide access to an onboarding portal where they can complete paperwork, learn more about the company, and start training modules. This keeps them engaged and reduces the administrative tasks required on their first day.
Meet and Greet: Arrange informal virtual or in-person meetups with future team members or a mentor. This can help build a sense of belonging and community before the start date.
Feedback Loop: Encourage candidates to ask questions and express any concerns they might have. Address these promptly to reassure them of their decision.
First Week Agenda: Share a detailed agenda for the first week. Knowing what to expect can alleviate anxiety and build excitement.
Pre-Start Projects: If appropriate, give candidates small projects or reading materials related to their future roles. This can help them feel more prepared and integrated.
Social Media Engagement: Encourage them to follow and engage with your company’s social media. This helps them stay updated with the company’s achievements and community activities.
Buddy System: Assign a buddy from their future team to answer any questions they might have and help them integrate more easily once they start.
Countdown Communications: Send countdown emails or messages with interesting facts about the company or their role, counting down the days until their start.

These strategies can help bridge the gap between acceptance and start date, making candidates feel valued and excited about their new role.