So, the perfect candidate has just accepted your job offer. Unfortunately, you can’t breathe a sigh of relief just yet.

A poor employee onboarding process can cause candidates to change their mind before they join. Or worse, they start, stay a few weeks, undergo training and leave – leaving you to suffer additional wasted costs.

We spoke to our recruitment consultants and asked them for their best tips for dealing with the notice period and those vital settling-in weeks:

“I think if there is a longer notice period, regular contact should be encouraged to make the candidate feel valued and involved. Once onboard, regular check-ins over the first three months should help identify issues early on (if there are any, but hopefully not!)”.  

Rosie Williamson

“Keep in touch with the candidate throughout their notice period. If you can, invite them in for a day at the office to meet the team and talk them through their induction”.  

Annabel Plowman

“Reach out and make contact prior to them starting. Your recruiter will obviously be in touch with the candidate on a regular basis. However, a couple of points of contact from the employer really adds value. It makes the candidate feel involved and wanted prior to walking through the door on day one”.  

Kirk Evans

“Arrange a meeting with the employee prior to their start date so they can be introduced to their team and manager. Maybe try something more informal to break the ice, like going out for a couple of drinks with them or an invite to any company events”.

Matthew Owen

“In the post-hire process, employers should schedule in regular reviews with the new employee so as not to risk them being “lost in the system”. New employees must continually have a clear sense of their role and purpose within the organisation”.  

Olivia Fisher

“Ask candidates to set up their HR details in advance, allowing them to book holidays and days off, etc. This way, they are part of the team even before they start. Give them several points of contact to communicate regularly with them (i.e. HR, line manager, director). You should even ask their opinion and advice on things within the business – make them feel involved!”.

Wayne Brophy

“Set up everything for them (i.e. have a desk, pens, PC, etc. ready) – it shows you are fully prepared and keen to get them on board. Give them a good induction plan on day one, showing what they will be doing for the next few weeks”.  

Rowan Kimmins

“If a candidate has two identical offers on the table, then something needs to be the differentiator and this could be the interview process. Don’t risk them changing their mind with a poor post-offer experience.
After offer and before they join, regular contact with them is vital. This should include invites to team meetings and nights out, as well as regular relevant updates on any news regarding the business. If the person requires equipment to do their role then make sure this is available, i.e. a laptop or mobile, etc.”

Gary Robinson

It’s important to remember that your employees are your biggest asset, and if managed effectively, happy employees are the biggest advocates of your company too. Get the post-hire experience right and retain loyal employees for your business.

Onboarding is just one ingredient of the employer branding mix. Our Employer Branding Checklist helps you review your current efforts and create a strategic plan for attracting and retaining the right talent.

Improve Your Employer Branding

Win the war for talent with our step-by-step checklist

Step by step employer branding checklist

Editor’s note: This blog was first published in October 2016 but has been updated.