The no-ghosting insurance policy
By Maury Hanigan
Throughout the candidate journey from awareness to offer, we’ve identified compelling ways to help candidates get to know your organization’s differentiators, as well as helping them screen themselves in and out of opportunities. And here we are, they’ve accepted our offer! To some, this feels like a moment to coast into onboarding. Not so fast. We can’t lose sight of the fact that the candidate who accepted our offer have to leave their current job. This pre-start period is where we have opportunities to truly close the deal and ensure they show up on Day One.
This pre-start period, anywhere from 1-6 weeks depending on how much notice the candidate gives and how long your reference checking takes, is an emotional time. The candidate is resigning. This moment is a mix of anxiety and joy. They obviously want to move on; however, they likely do not want to burn any bridges and most likely have good friends they are leaving. In addition to resigning, they are tying up loose ends at their last job, while getting ready for their new job. It’s an emotional time. One that gives them time to reflect on their decision, and maybe even mull over a counteroffer from their current employer.
Don’t underestimate the power of their personal network at their old job. If they are the type of person you want to hire, they were probably mentoring some younger employees. They may have a strong affiliation with community service work their old employer supported and may even have played on a company sports team. It is hard to abandon people you care about especially when you are moving to a place where you don’t have any personal relationships. Because of remote interviewing and a lack of office visits, it can be hard to feel confident that you will fit in and find friends in a new environment.