Overcoming The Honeymoon Phase in Recruitment Strategies

by Dora Wang on Dec 27, 2014 5:00:00 AM

Maintain Your Recruitment Strategies After The HoneymoonWhen you’re wooing a potential employee, you (or your recruiter) are likely to treat them like royalty: taking them out to dinner, giving them tours of your company—maybe flying them in from out of state—and even showering them with flattery. You pull out all the stops to win them over.

But once it’s time to select a candidate and the recruitment process is over, the relationship loses its magic as the wooing ends. What happens after the hiring honeymoon?

It’s Not Me, It’s You

While you’re evaluating the applicant, they’re doing the same to your company. Every interaction counts. The recruiter may have done a good job of attracting the candidate, and that candidate may like the job, but the other pieces may not be up to snuff.

Every step of the application process can make an impression. A CareerBuilder study asked if the experience of this process affected applicants’ decision to accept a job. 45% of healthcare workers and 29% of IT workers strongly agreed. Whether the interviewers are enthusiastic or unfriendly, whether the company’s communication is timely or riddled with periods of radio silence—all these details are sending a message to a prospective employee.

And just because someone joins the company doesn’t mean they’re here to stay. Aberdeen Group reviewed the employee onboarding process of 230 companies and rated them on their strategies and resources for onboarding.

  • Highly rated companies retained 91% of first-year employees
  • Low-rated companies retained 30% of first-year employees
Those first days and weeks on the job are obviously crucial for winning over a new employee.

Recapturing The Magic

Don’t let the relationship built by your recruitment strategies drop off during hiring and onboarding. Maintain your rapport with a candidate long after they become an employee.

Acknowledge the person by showing that enthusiasm they felt when they were being wooed. Let them know you’re excited to have them join by making sure someone is there to greet them and be their tour guide—don’t leave them alone to wander uncertainly from one orientation activity to the next. Organize a meet-and-greet with the team, and maybe even borrow a little of the wine-and-dine from the recruiting process by throwing a lunch party.

Acknowledge the talent by getting them into engaging work as soon as possible. Don’t fill their first day with droning presentations about benefits and endless paperwork. Show them that you recognize the value they bring to the company by letting them start training or bringing them into an important discussion with the team. When they head home on their first day, you want them fired up to come back tomorrow.

Acknowledge the community by onboarding new hires to the company culture. Introduce the company values on the first day, but follow up with in-depth training or mentoring that show how your organization lives those values.

Remember that you’re winning over employees for more than the initial job offer. You went through all the hard work to find that one-in-a-million candidate, so show them why they want to stay.

 

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This post was written by Dora Wang

Dora is an employee engagement researcher for TINYpulse and managing editor of TINYinstitute. Having grown up in Texas, she is now firmly settled in Seattle, where she spends her free time reading comic books, wrangling her three cats, and (of course) rooting for the Seahawks.

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