The time between when a candidate gives notice to when they start is one of the most critical pieces of the hiring process. If it is handled the wrong way, it could lead to a major disappointment as you lead up to the start-date. It is crucial that during this period there is regular communication between the new organization and the candidate. This will ensure the relationship and the momentum built during the interview process continues as the candidate’s prior employer keeps working on them to try to accept a counteroffer.
The benefits of handling the notice period the right way, go way beyond ensuring the candidate starts as planned. Here are some key things to do to ensure a smooth onboarding, especially in a COVID-19 world where many of the first days are virtual:
- Touch base with candidate weekly during the notice period. Give them any updates as to department or company news, and plans surrounding the candidate’s first few weeks or months.
- Make sure there is a clear understanding as to arrival time during the first day, dress code, and any other important to know logistics.
- Try to have all the tax, benefits and payroll forms completed prior to start-date so they don’t have to worry about this as they integrate into their new responsibilities.
- If the candidate is managing a team that they didn’t fully meet during the interview process, set up introductions. At minimum, send a list of everyone on the team with their job responsibilities and bio so they are familiar walking in the door.
- Keep in mind that if you are in a remote work environment (permanently or due to COVID-19) culture is one of the most important things in retaining staff. When a new hire joins an organization, but isn’t organically meeting people at the “watercooler,” it is important to manufacture these interactions so that the new employee feels a sense of comradery and inclusion.
- If time allows, a dinner, lunch or even coffee can also go a long way to ensure the candidate feels welcome as they are being made to feel bad for leaving their current team.
We recently received this update from a client that handled the onboarding process perfectly and is excited about their new hire starting on Monday!
“I’ve been touching base with (“CANDIDATE A”) each week to help her transition into the company go smoothly. I got a message from ADP this morning that she has completed all of her onboarding paperwork, so we’re ahead of plan there. I shared some of our internal reporting a couple of weeks ago to give her a sense of what we’re producing today (and also so she can see where we need to improve). Last week I sent a list of all the personnel in the accounting department with links to their LinkedIn profiles and a brief explanation of their roles, how they got here, etc. The team is really excited to meet her.”
Leave us a comment below about other things that you do or have experienced to keep the dialogue going during the notice period!
