We’ve discussed the onboarding process before in this blog. However, the title of that particular post was “The Onboarding Process and You, the Candidate.”
This time, we’re taking a look at the other side of the equation. Specifically, we’re going to address what the employer should do during the onboarding phase of a new hire.
Like candidates, employers make plenty of mistakes during the onboarding process. As a result, they sometimes lose candidates during that process. What does it mean to “lose candidates”? Well, it could mean that the candidate:
- Accepts a counter-offer from their current employer.
- Accepts an offer from a competitor during the two-week period between when they accept your offer and the date they’re scheduled to begin employment.
- Simply doesn’t show up on their first day, with no forewarning or advanced notice.
As an employer, you certainly don’t want any of these things to happen, especially if the person in question is a top candidate. With that in mind, below are three things that you should absolutely do when it comes to your organization’s onboarding process:
#1—Recognize that the onboarding process starts when the offer is accepted.
The onboarding process does NOT start with the candidate’s first day of work as a new employee. As mentioned above, a whole slew of unsavory things can happen during the two weeks between the time they accept the offer and the time they start work. As a result, as soon as the candidate says, “Yes, I accept your offer,” the process has begun. Don’t forget about the person for the next two weeks and just expect them to show up. That is an assumption, and everybody knows what can happen when you assume something.
#2—Keep in contact with the candidate until their first day of work.
Since the onboarding process begins with offer acceptance, you must keep in contact with the candidate/new employee until they start. At the very least, you should communicate the next steps of the process, what they can expect, etc. However, you should go beyond that. Call and/or email them to express your eagerness for them to start. Have other people in their department do the same.
#3—Make the candidate feel wanted throughout the entire process.
All of this is done with one central thing in mind: making the candidate/new employee feel wanted. They need to be reassured that they’ve made the correct decision in accepting your offer. More than likely, you made them feel wanted all throughout the interviewing process. Now is not the time to “drop the ball.” Continue to make them feel wanted, even after they accept your offer. You’ve probably heard the phrase “Never stop selling” before. That philosophy definitely pertains to onboarding.
Here’s one more thing you must realize: effective onboarding of an employee is the first step toward effective retention of that employee. That, all by itself, is an excellent reason for organizations to invest more heavily in their onboarding efforts.
Because it’s not enough to just hire the best candidates. You also have to keep those candidates as employees.
Find out more about how The Doepker Group can help you to attract, hire, and retain top talent. Click here for more information about The Doepker Group’s services for employers.