1. Over Communicate
Once you interview a candidate, communicate with them regularly and frequently, every day, ideally. Be clear about the hiring process. What is the process they should expect from their interview to their first day? And then stay in touch with them, communicating exactly where they are in that process.Respond in a timely manner. Now is not the time to take a week or two to get back to the candidate. Respond with a job offer the next day or even the same day. If you take too long to respond, candidates are likely to move on to another offer.If you feel you don’t have the time to communicate every day with a new hire, consider automating your communication. Many HR systems offer onboarding and talent acquisition features. Systems like Bamboo HR or Paylocity can help save your HR staff time in communicating with new hires.2. Manage Expectations
It should be clear to your new hires what their responsibilities will be and what your company culture is like. Give them a tour before their first day. Introduce them to future coworkers and supervisors. Start building connections before their first day.More than anything, start building a personal relationship with the candidate. The more connection you have with them, the greater their obligation to your company will be. They will have a harder time ghosting on the first day.
3. Vet Out No-ShowsThere are several things you can do to vet out job candidates’ commitment. During the job interview, ask candidates about their job search. Ask how many other positions they’ve applied for and if they have any other offers. You can also ask them what they would do if their current employer offered them a 15% pay increase to stay. Their response or how much time they take to consider it will communicate to you how committed they are.When you are ready to offer the candidate a position, call and review the job offer with them on the phone. Use this as a chance to gauge their enthusiasm. If you can, ask them if there is anything else they’d like to negotiate. This gives you a chance to beat other offers the candidate may have.
You can also use other steps in the pre-boarding process to gauge the commitment of the new hire. Schedule uniform fittings and paperwork before the first day. If the candidate doesn’t show for one of those appointments, you will be less likely to expect them on the first day. It also is a great way to stay connected with the candidate during the pre-boarding process.
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