Your Candidate Accepted. Now What - Your Career Intel

Your Candidate Accepted. Now What - Your Career IntelYoure hired. There are few phrases sweeter than the one that puts an end to weeks or months of searching for the right candidate, and from the hiring manager to the recruiter to the new hire, everyone breathes a sigh of relief once those magical words are uttered. But if this phrase puts an end to the quest for the right hire, its hardly the end of the story or the work that goes into getting a new hire through the door.Arecent studyfound that nearly 30% of workers reported that at one point they have accepted a job and then backed out. A lot can happen between the hire conversation and the abflug date. So just because you have a verbal acceptance for a role doesnt mean your work is done. Here are some things you can do to avoid losing your new hire before they start.Dont dilly dally on the paperwork.A verbal acceptance is great, but make aya you follow the final discussion of the offer and acceptance quickly with a written offer l etter. Most candidates wont resign from their current role until they have something in writing from their next company. So the balls in your court to get the process startedand fast. Candidates should feel that youre eager to get things ticked and tied for themnot dragging your feet or procrastinating getting the details squared away. To that end, make sure that you wrap up the background check, including checking references. If background checks must be completed before you can get a written offer in your candidates hand, start that process before you finalize your offer.Make sure your best offer is on the table.Dont break your budget or your compensation strategy, but know that even with an offer in hand, a candidates head can be turned. Their employer may counteroffer when they try to put in their resignation. Or if theyre actively searching for a new role, theres a chance theyre interviewing elsewhere, and a risk they might get a more attractive offer from another company. So i f youre hearing any hesitation in the negotiations, address them with confidence and sweeten the deal if you can. Signing bonuses are great, but even non-monetary incentives like work from home arrangements or a commitment to work-life balance might be the X factor that helps your hire commit with confidence.Welcome them to the team before they start.Make time in between their acceptance and their start date for outreach. Send an email to landsee how theyre doing, or even take them to lunch. If theyre out of town or relocating, make a video of the team theyll be working with to make them feel welcome. Any effort you can make to let them know youre excited to work with them soon will go a long way to make them feel included and welcome.Plan for their first day.This one might sound obvious, but your new employees first day should make them feel welcome. Make sure theyre ready to hit the ground running by helping them get their HR paperwork checked off quickly. Make sure their office o r desk is ready and clean and their equipmentlike their phone or laptopis all set up. Make a welcome sign for their desk or buy donuts or a snack and encourage people to stop by to grab a treat and introduce themselves. Take them to lunch. One of my favorite personal touches at Lucas Group is that during every employees first week, the CEO calls to welcome them to the company.I know the list feels a little overwhelmingespecially if youre one of those who considers things wrapped once an offer is accepted. But youve invested your time and sometimes your budget in recruiting the right fit. Anything you can do to protect that investment is worth the effort.