HIRING MANAGERS pay close attention.
90% of you are making a HUGE mistake that needs to be corrected immediately.
I’m talking about employee engagement and onboarding.
Let me frame this for you.
You just got news that the stud engineer you have been courting for the last 6 weeks has accepted the job and the offer letter is signed, sealed & delivered. Now what?
Most companies shift all of the onboarding and post-offer communication to their HR department, and why not, that’s how you have always done it? Let me tell you why not. Because as soon as that offer letter is signed and the clock starts ticking.
YOU, the hiring manager should be making your new engineer part of the team from day one.
You have a 2-3 week period to make sure your new engineer is excited about leaving their company and coming to yours and stay in contact during this period because it lessens the probability of an accepted counter offer.
Now, nothing against HR, but all they will do is process paperwork, get background and drug test scheduled, answer benefits questions, etc. This is status quo, but top talent is not okay with the status quo. You need to call your new team member the day the offer letter is signed, welcome them to the team, make sure they have your cell number, make sure they know you are the point of contact from this point forward, and tell them about some of the projects they will be getting involved with from day one.
It’s even a good idea to try to get together for lunch or dinner, maybe even with other team members, in order to start forming that bond and solidifying the odds that your new teammate will not go for the impending counteroffer.
By doing this your stud engineers feels important and starts think about what life will be like in your organization.The reason this is so important is because top talent in today’s market is getting a counteroffer 100% of the time and if you, as that person’s new manager, don’t engage them from day one you are susceptible to your new, stud engineer accepting a counteroffer.
If you follow these suggestions you drastically reduce the chance of a counteroffer from being accepted and set yourself apart from every other company your new engineer has worked for in the past.
I hope this helps and if you need more information about employee engagement, hit me up. I’d love to be a resource for you.