.png)
How to Keep Candidates Engaged During Their Notice Period
In the world of recruitment, nothing stings more than losing a top candidate to a counteroffer after investing time and effort in the hiring process. While some situations are out of your control, there are proactive steps clients can take to mitigate the risk of candidates accepting counteroffers from their current employers. One highly effective strategy is maintaining regular communication and building a relationship with candidates during their notice period.
The notice period is a sensitive time for candidates. They’ve made the decision to leave their current employer but haven’t yet started with their new company. During this time, candidates are vulnerable to counteroffers, emotional appeals from their current employer, and even doubts about their decision to move.
By staying in touch and keeping the lines of communication open, clients can:
• Reinforce their decision: Remind candidates why they chose to join your company and reassure them that it was the right move.
• Prevent counteroffers: Show consistent interest and engagement, making it harder for candidates to reconsider.
• Foster loyalty: Build a strong relationship even before their official start date.
Key Benefits of Staying in Touch
Reaffirm Commitment Regular touchpoints help reassure the candidate that they’ve made the right decision. Share updates about the team, exciting projects they will work on, or company milestones to keep them enthusiastic about their new role.
Reduce the Impact of Counteroffers When candidates feel neglected during their notice period, they are more susceptible to counteroffers. Staying connected sends a clear message: your company values them, and you’re invested in their future.
Build Excitement Use this time to create excitement about their new role. Introduce them to their future team via informal meet-ups or virtual calls, invite them to team events, or share company-branded items to foster a sense of belonging.
Address Concerns Open communication provides a platform for candidates to voice any lingering doubts or questions. Addressing concerns proactively helps eliminate second thoughts and solidifies their decision to move.
Best Practices for Staying Connected
Here are some actionable ways for clients to engage with candidates during their notice period:
• Schedule Check-Ins: Set up regular meetings or casual check-ins to stay connected. A quick phone call or email can go a long way in maintaining engagement.
• Involve the Team: Have future colleagues reach out to welcome the candidate. A friendly email, a lunch invite, or a virtual coffee chat can help build connections.
• Provide Updates: Share relevant updates about the role, team, or company. For example, if the team achieved a major milestone, let the candidate know how they’ll contribute to similar successes.
• Send Welcome Materials: Sending a welcome package with company-branded items or a personal note from their manager can make candidates feel valued and appreciated.
• Invite Participation: If appropriate, invite the candidate to attend pre-joining events, such as team meetings, strategy sessions, or company socials.
Consistency is key. A one-time gesture won’t have the same impact as a sustained effort to build a relationship. By staying top-of-mind, you can strengthen the candidate’s commitment and make the transition to your company seamless.
The notice period isn’t just a waiting game; it’s a golden opportunity to reinforce your connection with the candidate and ensure they’re excited about their future with your company. By setting up regular touchpoints and maintaining open communication, clients can significantly reduce the risk of losing candidates to counteroffers.
In today’s competitive job market, it’s not just about making the hire; it’s about ensuring that hire starts with confidence, enthusiasm, and a strong sense of belonging. Take the time to nurture these relationships, and you’ll see the rewards in employee loyalty and long-term success.
Kristian Gribble leads Irwin and Colton's Construction Team, specialising in placing health and safety professionals with Principal Contractors across the UK. For recruitment support or insights into the candidate market within the Construction sector, contact Kristian on kristian.gribble@irwinandcolton.com.