How do you improve candidate retention and engagement after the offer?

The process starts from the first communication. We must detect the candidate's expectations and needs during the interviewing process. Only then we can prepare a decent job offer that candidate can't reject. But keeping all communication channels open is not less important. Many problems may arise until the final job offer is accepted and candidate start working. So, we must keep in touch. I usually write messages or call 2-3 time a week and that works very well.

Set outlines and expectations from the start, give a clear process, with clear timelines. Don't just check in with the candidate at interview and then at offer. Make sure they are feeling okay, can you help them, what's their thought process. Create a user journey that they have never seen before, don't always think about the money, think about what their going through. Show Empathy and try to communicate as much as you can.

I always advise my team to keep a 'What Happens Next' template handy for candidates once they verbally accept the offer, so they have a clear written explanation of what to expect in terms of background checks, equipment setup, etc. In the meantime, I also coach my team to stay in close touch with their hiring managers, making sure they are aware of the progress of the new hire onboarding and advising them to set up a first-week plan with their new hires and identify an onboarding buddy to assist with the smooth transition.

Key points about how to improve candidate engagement: Candidate engagement refers to building positive relationships with candidates through communication and responsiveness. Continuous candidate engagement creates a better candidate experience. It can also enhance your quality of hire and improve your brand reputation. These effective candidate engagement strategies can help you strengthen your hiring process.

EVP should show throughout the whole process. It starts with you’re marketing efforts. Top of funnel. EVP answers why someone should take the job or work for your company if it wasn’t for the offer (salary and perks). It showcases: - Snippets of the culture - Expression of the core values - Environmental elements (colleagues, leadership, processes, mission as company) It also accounts for: - The recruiter they’re dealing with - The hiring manager they’re dealing with - Agencies that recruit on company’s behalf - The communication during process - How the company is presenting themselves - The application process It’s no different from how consumers experience value propositions for brands and a company’s products and services.

Often, the offer details are presented by a recruiter and not directly by the hiring manager. I think this is a missed opportunity for the hiring manager to start developing their relationship with the candidate and address some concerns up front. A recruiter is still necessary to answer technical questions, but the presence of the hiring manager in the offer meeting adds a more personal touch and sends the message that the manager cares about the relationship with the employee from the get go.

A successful on-boarding would be a continuation of the hiring process. If the recruiters were very communicative, friendly and organized, the candidate will expect an equally pleasant on-boarding. Welcome packages, paid lunches and other small benefits are a nice touch, but a buddy or mentor assignment is more impactful when it comes to ensuring a positive personal experience. While many like to have access to online resources, doing a full onboarding online can be an overwhelming and isolating experience. In-person and group interactions are necessary to create a true relationship with the candidate. The most successful on-boarding I have personally witnessed had a mix of both.

It depends on how you have found them? Two ways are possible, through head hunting or through your ad. Dig into their background. What are their pain points. Then create urgency. It’s expected that they also have done background checks and you have already uncovered during interviews. It’s said that people join the organisation but leave their boss. So what is their motivation to leave their current job. Are they just exploring their options while negotiating their salary and setting their benchmark for it.