Strategies for getting new hires in the door.
By Debbie Bolla
HR has sourced, interviewed and made an offer to the right candidate and they’ve accepted. The job is done, right? Not exactly.
“People don’t stop looking after they get a job offer,” warns Adam Godson, vice president of global technology solutions for Cielo, a strategic recruitment process outsourcing (RPO) partner. “Organizations have to continue selling the ‘why’ even after the candidate has said yes.” This is especially true for high volume hiring positions. Some companies report only 70 percent of hires show up on the first day. What can organizations do to increase this number?
Godson recommends a combination of high-tech and high-touch approaches. Technology can easily step in and gather onboarding materials, including results of background screening and drug tests, and other routine tasks. But keeping in touch through phone calls, text messages, and emails can be a clear differentiator.
“Don’t miss the culture reach of job offers,” says Godson. “Stay in touch with congratulatory notes—even send candidates selfies of the team. The human touch helps to create social contracts and really helps improve the candidate experience.”