4 Strategies to Keep Candidates Engaged Post Offer

As we get to the end of 2022, the Great Resignation continues wreaking havoc on the labor market, with more than 40% workers globally & 66% 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. 

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

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

This not only 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 so far and their 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, amplifying the brand reach. 

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

1. Post-offer Bundle

Once the offer has been made, make sure to communicate with the candidate on a regular basis. Bombarding his/her inbox will probably be construed as a nuisance. But a weekly newsletter or videos of the top management in the media or unique company milestones will keep the candidate engaged and invested in the company and deter him/her from continuing the job search in earnest.

The upside of sending such links in the mail is that the candidate has the flexibility to check them out and his/her convenience and also feels that the company is truly invested in them.

2. Meet current employees

A candidate who has been made an offer is probably very alien to your company. It might be a great idea to arrange for them to meet and interact with a couple of current employees. This will not only make them feel more comfortable with the team but will also give them an opportunity to network with others who share similar interests, hobbies or background, regardless of their final decision to join your company or not. The tone of these meetings need to be casual and not nosiness-like.

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3. Career development

After an offer has been made, the candidate could still be looking for clarifications or have questions about the role, company or associated things. They may have questions about career growth within the company or require specific training in a domain that an immediate boss or supervisor maybe unable to provide. A team that can field such queries and help the candidate get a holistic picture about his fit in the company will strengthen his decision to accept your offer.

4. Communication

One of the most common reasons for candidates to not honor their acceptance of the offer is lack of direct and clear communication. Whether it is clarity about the job description or salary negotiations or even pre on-boarding formalities, keeping a candidate in the dark or waiting endlessly for basic information or guidance is a strong deterring factor for them to join your company.

It is ideal to keep in touch with them via multiple mediums such as email and text, without seeming like you are bombarding them with instructions.

With the advent of AI and automation in recruitment processes, post offer follow up can easily be tracked and executed without much human intervention. Emails and text messages can be triggered as a result of key exchanges with a chat-bot interface.

It has become absolutely necessary to continuously engage the candidate from his/ her “first look” to his/ her “first day”, so to speak, in order for him/ her so finally survive the post offer period without changing his/ her mind or choosing a better option.

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

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FAQs on Post Offer Engagement 

What is post-offer candidate engagement?

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

Why is candidate engagement important?

Candidate engagement is an important strategy to increase candidate conversion and reduce drop outs. It enables an early cultural immersion for the candidates via relevant information on company culture, events and updates, while also giving the recruiters a sense of the candidate’s experience so far and their 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, 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 on the basis of the candidate’s responsiveness to 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 as well as chatbots provides rich data to measure the candidate engagement post-offer. 

What is the offer-acceptance rate?

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 that are accepted by the total number of job offers that were made during the same time period. With an industry average between 86% and 89%, an offer acceptance rate of above 90% indicates an alignment between the company’s stated requirements and the candidate’s expectations.  

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