Keeping Senior Candidates Engaged: How Do You Maintain Interest Before They Join?

Hi All,

A candidate at a Senior Management/Leadership Level would typically take 2-3 months to join another company. Please recommend company engagement programs to hold the interest of the candidate during that period.

Regards,
Divya

Hi Divya,

Happened to come across this query only now. Sorry for the delay in reply.

It is always advised to negotiate on cutting down the delay in candidate's joining your company. But in unavoidable conditions you can try the following,

• If possible include a Sign-On Bonus for the candidates who can join early and don't forget to add a clause that it should be fully reimbursed to the company if the associates leave within 12 months from the date of joining.

• Send a flower bouquet to the candidate's house address welcoming him/her to the company.

• Prepare a brochure that will have details abt the company, its objectives, achievements, “Why he/she should join your Company?”, Clear career path for the Associates, etc.,

• Schedule a “Coffee with MD” session wherein the candidate gets the opportunity to talk with CEO/MD of the company.

• If the candidate is from different city help him/her in his/her relocation by providing details regarding the schools for his/her kids, enquire regarding the accommodation, etc.,

But make sure you have offered the right guy by tightening the noose on your recruitment process. Make sure the process is defect free. Check for the candidate's vision and align it with your company's vision and show him. At any point of time if the candidate shows some warning signs leave him and look for an alternative.

hope this helps to some extent.

Regards

~Raghav V

Role of Candidate Engagement After Sharing Offer Letter

The candidate engagement process is crucial after sharing an offer letter. It is essential to keep the candidate informed and engaged throughout the period between extending the offer and their first day at the company. Effective candidate engagement can help build a positive relationship with the candidate and increase the likelihood of them accepting the offer and staying with the company long-term.

After sharing the offer letter, it is important to maintain communication with the candidate. This can include regular check-ins to see if they have any questions or need additional information. Providing a point of contact for the candidate to reach out to can also help address any concerns they may have during this period.

Furthermore, engaging the candidate by sharing relevant company news, updates, or even inviting them to virtual meet-and-greet sessions with future colleagues can help them feel included and excited about joining the team.

In conclusion, the role of candidate engagement after sharing an offer letter is vital in ensuring a smooth transition for the candidate into the company and setting a positive tone for their future within the organization.

For the purpose of engaging candidates, you need to implement a candidate engagement strategy that is powerful enough to attract the candidate in a way that motivates them to expedite their joining process.

Tips and Tricks for Candidate Engagement

1) Try conversational recruiting, as it can decrease the overall time to hire.

2) Analyze the candidate's fears and doubts, and establish a trust level by assuring them that with your organization, they will be safe, comfortable, and secure.

3) If you are keen on a candidate, offer them an attractive salary package along with some amazing perks.

4) Arrange a meeting for the candidate with the welcoming higher management.

Thank you.