November 23, 2022
Until recently it was extremely rare for a candidate to backout of a new role after signing a contract. As managers we’re used to relying on the legal and moral commitment of a signed employment contract to ensure our new hires turn up. The fear of burning bridges in a small market also helped…. But no longer.
So, you have secured your new hire, they’ve signed their contract and they are due to start in the near future. What can go wrong? Actually, quite a bit in this highly competitive candidate market. In fact, as you strike hiring off your to-do list and move onto other priorities, a few things could get in the way of them actually starting:
A. They hand in their notice and are counter offered at a salary level they simply cannot refuse. Their current employer has all day to work on changing their minds by addressing their reasons for leaving, increasing their salary or offering a promotion.
B. Another company they were interviewing with whilst they were interviewing with you, has now come back to them with a better offer (salary, work from home options, career progression, location).
C. They had applied to another role some time ago but have only now heard from that company. Having learned that they'd since accepted your offer, this company convinced the candidate to meet them anyway and offered a better salary on the spot.
D. The excitement from their last interview with you has worn off and their anxiety/ uncertainty about what to expect is starting to creep in.
Until recently it was extremely rare for a candidate to backout of a new role after signing a contract. As managers we’re used to relying on the legal and moral commitment of a signed employment contract to ensure our new hires turn up. The fear of burning bridges in a small market also helped…. But no longer. The current cost of living crisis has caused a noticeable shift in candidate behaviour.
Candidates are better informed on their current market value, are more prepared to negotiate at offer stage, and are more likely to tear up your contract if a better option comes along. With the extra stresses of the last couple of years, I’m not sure we can blame them either!
So here are some tips to ensure you keep your new team member engaged and excited about their new role, whilst they work out their notice period. Remember, the physiological contract with every employee starts the day we interview them, not the day they start:
1. One week after the contract is signed, send a warm welcome email, with an outline of what they can expect on day one, start time, who to ask for on arrival, where to park etc. You may also like to let them know what their day one will look like, and what they can expect in their first week. Doing this early in their notice period rather than just before they start is purposeful in that it engages them early.
2. If you have a buddy system get their buddy to call or email and introduce themselves before they start.
3. Invite them along to a company or team gathering (if you have one coming up) so they can bond with, and feel part of the team. If there is sensitivity about being seen in public with their new employer, what about popping in to your next internal morning tea, lunch or team meeting?
4. Give them a call a week or so before their start date and let them know how much you are looking forward to them starting, oh and wish them a positive last week in their current role or a great holiday if they're taking a break between roles. It’s also good to ask if they have any questions before the big day arrives. You could also follow up with a small gift and note to welcome them aboard.
5. Provide a really well organised welcome and onboarding experience, so they can really get off to a great start and feel supported into their new role! See our Remote Onboarding Blog for some great tips here.
These might sound obvious but it’s scary how many candidates follow up with us just before their start date having heard nothing from their new employer.
We all know things can go wrong and sometimes things are out of our hands, however keeping your new hire feeling supported, connected, and engaged, from the moment they sign their contract is a great way to minimise the risk of losing them before they have the chance to walk in the door.
At the end of the day, if you do nothing to build engagement with the candidate before they start then you’re giving them nothing to walk away from should another offer tempt them.
