10 Strategies to Keep Candidates Engaged Post Offer in 2023
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As we get to the end of 2022, the Great Resignation continues wreaking havoc on the labor market, with more than 40% of workers globally & 66% of workers in India considering quitting their job, per World Economic Forum. This leaves organizations in a precarious position, with more unfilled positions than before to be replenished with the already depleted talent pools. 

Against this backdrop, losing candidates after months of sourcing, screening, and interviewing hits companies hard, costing them a pretty penny regarding recruiter, hiring manager time and effort, customer loyalty, and patronage. 

Knowing that a whopping 51% of offered candidates continue to look for other jobs, based on a survey by CareerBuilder, let’s look at a few key strategies to sustain and enhance the candidate engagement post-offer, keeping the candidates warm in the crucial last leg of the candidate journey, onboarding exceptional talent.

What is Post-Offer Engagement, and Why is it so Important?

Candidate engagement means engaging the candidate in meaningful ways throughout the recruitment process using different mediums like calls, texts, emails, newsletters, or in-person interactions.

Post-offer candidate engagement refers to intentional and creative candidate engagement after extending a formal offer, significantly improving their chances of joining the company. 

This enables an early cultural immersion for the candidates via relevant information on company culture, events, and updates. It also gives the recruiters a sense of the candidate’s experience and intent to join.

Well-timed and sized bytes of information keep the candidates interested and impressed, prompting them to share their experience with other potential candidates and amplifying the brand reach. 

The key to implementing effective candidate engagement practices is to strike a good balance, sharing relevant and exciting company branding information yet not overloading or spamming them, delivering a delightful candidate experience. 

How to Engage Offered Candidates [10 Strategies]

#1 Hyper-personalized & timely communication

Reach out to the candidate as soon as they receive an offer, expressing excitement about them joining the team.

Maintain open and meaningful communication through various channels, ensuring prompt responses to inquiries, seamless scheduling, and document collection. 

This leaves a lasting, positive impression and encourages candidates to join the company.

#2 Pre-Onboarding Portal

Develop an informative pre-onboarding portal containing essential resources, videos, and company updates. 

This will help keep candidates engaged and connected with regular newsletters, CEO addresses, and digital branding content.
You can check a Candidate Engagement Platform that can quickly help you up the pre-onboarding portal.

#3 Welcome Package

Send personalized welcome packages featuring branded merchandise or innovative items reflecting company values, helping the candidate feel valued and excited about joining the organization. 

Alternatives for organizations with budget constraints include postcards, handwritten notes, or welcome emails to excite candidates about future opportunities.

#4 Buddy System

Assign a “buddy” or mentor to the new hire who can answer questions, provide support, and help them navigate the organization. 

Buddies help them better understand the work culture and values through employee advocacy. This support aids in faster alignment and integration within the company.

#5 Virtual meet-and-greets

Virtual meet-and-greets are crucial in building connections between new hires and existing team members and a sense of inclusivity before their first day. 

These interactions help establish rapport, facilitate knowledge sharing, and foster a supportive work environment, paving the way for successful onboarding and long-term engagement.

#6 Pre-onboarding tasks

Assign tasks or projects that the new hire can work on before their official start date, helping them feel engaged and productive from the beginning. 

This is an excellent way for new hires to understand the role and responsibilities, helping them evaluate their role fitment early on and preventing a case of shift shock. 

#7 Feedback loops

Encourage open and honest feedback from the new hire during the onboarding process and beyond. 

This will help foster a culture of continuous improvement and show the candidate that their opinions and experiences are valued.

Check – Email Templates to Keep Candidates Warm Post Offer

#8 Introduction to a company learning culture 

Introduce the new hire to the learning platform using video guides, webinars, or live sessions to improve their learning curve. Encourage the new hire to customize their learning path aligned to their interests, skills, and career goals. 

Leverage social learning features like forums, discussion boards, and collaborative projects to foster a sense of community. 

Implement gamification elements, such as badges, leaderboards, and achievements, to make the new hire’s learning experience more engaging and motivating.

Check – A detailed guide about Candidate Engagement

#9 Early view into career pathways & opportunities

Present a comprehensive career roadmap and diverse development resources to help new hires envision their growth trajectory. 

Elaborate upon mentoring programs, performance management processes, succession planning, and internal mobility to highlight future opportunities and the requisite skills to progress.

#10 Onboarding roadmap

Provide a clear roadmap of the onboarding process, including critical milestones, goals, and expectations. This will give the candidate a sense of direction and purpose during their first few weeks. 

Check – Post Candidate Engagement Solution Software

Best Software for Candidate Engagement

Well, now you can automate most of these tasks mentioned above, enhance employer brand, and increase offer conversion while effecting significant cost savings with Hyreo.

Check out the video!

FAQs on Post-Offer Candidate Engagement Activities

What is post-offer candidate engagement?

Candidate engagement means engaging the candidate in meaningful ways throughout the recruitment process using different mediums like calls, texts, emails, newsletters, or in-person interactions.

Post-offer candidate engagement refers to intentional and creative candidate engagement after extending a formal offer, significantly improving their chances of joining the company. 

Why is candidate engagement critical?

Candidate engagement is an important strategy to increase candidate conversion and reduce dropouts. It enables an early cultural immersion for the candidates via relevant information on company culture, events, and updates. It also gives the recruiters a sense of the candidate’s experience and intent to join.

Well-timed and sized bytes of information keep the candidates interested and impressed, prompting them to share their experience with other potential candidates and amplifying the brand reach. 

How do you engage candidates post-offer?

While there exist many effective ways to connect and engage with candidates post being offered a position, some of the key strategies are enumerated below:

1. Frequent candidate engagement with a post-offer branding bundle of company newsletters, videos, roadmaps, unique milestones, etc.
2. Candidate and hiring manager meet up with team members early on
3. A clear view of the career pathways and development opportunities in the organization
4. Clear and frequent communication with recruiters, hiring managers, and other leaders, resolving queries and concerns at the earliest 

How do we measure the offered candidate engagement?

Candidate engagement, once offered, can be measured based on the candidate’s responsiveness to the recruiter and hiring manager interaction requests and the quality of the interactions.

Also, clear feedback (NPS) from candidates during frequent touchpoints with recruiters, hiring managers, and chatbots provides rich data to measure the candidate engagement post-offer. 

What is the offer-acceptance rate?

The offer acceptance rate is the percentage of candidates accepting the offer and joining the role in the company.

It can be calculated by dividing the number of job offers accepted by the total number made during the same period.

With an industry average between 86% and 89%, an offer acceptance rate above 90% indicates an alignment between the company’s stated requirements and the candidate’s expectations.  

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