This forum post is hidden because you have chosen to ignore Glenderful.Show Details
This forum post is hidden because you have submitted an abuse report against it.Show Details
Posts: 2Joined: 12/14/2010Last Post: 7/15/2012
Question: Engaging Candidates During the Post-Offer Period
I work in recruiting services and we have a several week period during the post-offer period before our candidates onboard. What are some things I can do during this "dead zone" to keep candidates engaged so they don't fall off and we are having to re-hire candidates?
My company brings expats to China so they have often have questions about living. We do provide a tour book and some other materials.
I work in recruiting services and we have a several week period during the post-offer period before our candidates onboard. What are some things I can do during this "dead zone" to keep candidates engaged so they don't fall off and we are having to re-hire candidates? My company brings expats to China so they have often have questions about living. We do provide a tour book and some other materials. Any other ideas would be welcome! Posted by Glenderful
Post offer engagement is a critical activity in the hiring process. It is even more critical in high growth countries like China, India, Philippines and other High Growth markets. Here are some suggestions.
The notice period in some of these countries range from 4-12 weeks. depending on the time you could devide into weeks and can plan an activity for a week. In the organisations I initiated this the drop out rate went down to anywhere from 10-20%. This initiative also served as an early warning system for potential drop outs. This helped us in planning backups for such candidates -
Some initiatives which the candidates were very appreciative off -
- Welcome letter/ family out reach letter or a branded give away - 1 Weeks of offer Acceptance.
- Recruiter call to the candidate to check of if things and the resignation process was going on smooth and
check on if the candidate saw any obstacles or if any support was required. Week - 2
- A generic update(Information available publically) on the company - things like updates in his area of
work. Exciting new things happening within the organisation, news articles etc. Week - 3
- A call from his manager checking out on things and updating the candidate on the preperation for him at
the organisation, Induction plan etc. Week - 4
You can add on more initiatives to this list depending on what the notice period is. I personally believe you can help the candidate build a psychological contract at this stage with the organisation. The more the recruiters speak to the candidate with an approach to engage and help the stronger would be the chances of the candidate joining or the recruiter being able to predict dropouts and hence plan for it better.
Hope this helps.......
Please wait while we file your abuse report.
We're sorry. We were unable to report abuse at this time.
We limit the number of reactions an individual user can submit over a given period for quality reasons. You have currently reached that limit. Please try resubmitting your abuse report again later.
Comment is too long. Enter 500 characters or less.