The only thing worse than a talent shortage is losing a good candidate after you’ve made an offer.
After all, you have navigated the talent shortage, competed for this talent, and finally found someone who fits the bill. And then you lost them. It always sucks to “almost” have it.
To ensure that the offer-to-joining ratio remains healthy, we always advise our clients to absolutely avoid these 4 mistakes.
Mistake #1: Offer-to-joining > 1 month
The longer a candidate takes to join your company post the offer, the less they are interested in you. The extended period opens the door for doubt, competing offers, or current employer counteroffers to creep in. So, keeping this transition to a maximum of one month is crucial. It maintains momentum and reduces the risk of candidates ghosting or withdrawing.
One effective strategy is to buy out the candidate's notice period from their current employer. It's an upfront cost, but losing great hires can cost you more. Additionally, use this month wisely. Maintain regular, engaging communication, set clear expectations, and start the onboarding process early. Remember, in hiring, speed doesn't just kill – it secures.
Mistake #2: Digital onboarding is enough
Remember these two things about our species:
- We crave tangible connections.
- Out of sight is out of mind.
We are wired to respond more strongly to physical objects we can see and touch. So, when you rely solely on digital onboarding because it is "easier this way", you ignore these two facts.
Instead, make sure you send something tangible that can sit on their desk as a reminder of their new role. It doesn't have to be a lavish gift (although that wouldn't hurt either). It's about creating a physical touchpoint that reinforces the candidate's decision to join your team.
For example,
- A simple, personalized welcome note, or
- Messages from their immediate co-workers, or
- A plant for their work desk etc.
Anything thoughtful that can serve as a constant, tangible reminder of their new journey. It shows that you've put thought and effort into their arrival, even before day one.
Moreover, these physical items can serve as conversation starters when they do join, easing those first-day jitters.
Mistake #3: Waiting till their Day 1
Most companies start the onboarding process on the candidate’s joining day. But onboarding has to start the moment they accept the offer.
After all, you are not the only one they are talking to. And when CTC is comparable across offers, it's how you treat them that will move the needle. If you wait till their first day to include them, you're ignoring the two fundamental rules we discussed earlier.
So, engage them meaningfully before they start. Invite them to company events like town halls or team social gatherings. The key is to extend the invitation without pressure – it should feel like an inclusive gesture, not an obligation. Consider setting up informal coffee chats with future team members or sharing relevant company news.
Aim for at least two thoughtful touchpoints before their first day at work. These touchpoints are aimed at reinforcing the decision they’ve made. Make them count.
Mistake #4: Sugarcoating responsibilities
Candidates deserve to know what they're up against - the good, the bad, and yes, even the boring parts of the job. Share it all. Explain their role in detail. Don’t forget to highlight the impact. Developers are driven by the impact. So, shed light on how their work will influence the organization and the team. This way you focus on purpose, not just tasks.
After laying it all out, directly ask if they have any reservations about excelling in the role. It might seem risky, but remember: it's far better to have a candidate decline now than to have them drop out after joining.
This transparency builds trust and sets realistic expectations from the start. It also attracts the right people who are excited about the real possibilities ahead.
Turning offers into teammates
Your approach during this phase sets your first solid impression on the candidate. So, make every touchpoint count. When done right, you'll improve your offer-to-joining ratio AND set the stage for a team of committed professionals ready to contribute from day one.