How to Ensure Your New Hires Don’t Ghost You Before Day One
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Chapter 1: Understanding the Ghosting Phenomenon
In today's hiring landscape, particularly within the tech startup sphere, it's essential to recognize that the process has shifted. Unlike traditional beliefs that companies merely select candidates, the reality is that top talent often has numerous opportunities available. The challenge lies in persuading these individuals to choose your organization.
However, it has become increasingly apparent that signing an offer letter does not guarantee a candidate's presence on their first day. Although counter offers and instances of 'buyer's remorse' have long been issues, factors like the rise of remote work have led to a noticeable increase in candidates reneging on their commitments. According to a report by the Wall Street Journal, this trend might be attributed to a variety of factors, including:
“The rise in no-shows could be just an expression of job seekers having a lot more confidence in their ability to find a job,” noted Nick Bunker, an economist at the job-search platform Indeed.
Moreover, a shift in cultural norms may also play a role. As Keith Wolf, managing director at Murray Resources, pointed out, “We have a generation of professionals who grew up on dating apps, where ghosting has been accepted as an annoying, but common, phenomenon. I believe that is leaking into the professional world.”
Photo by Tandem X Visuals on Unsplash
Given that this issue has become more prevalent, how can early-stage startups mitigate the risk of new hires becoming regrettable attrition even before they log into their corporate emails? Here are some practical suggestions we share with our portfolio founders:
Section 1.1: Minimize the Gap Between Offer and Start Date
Aim to limit the interval between the job offer and the start date. The longer this period extends, the greater the likelihood of complications arising. While it's common for individuals to require time to transition from their previous roles or to accommodate planned vacations, strive to set an earlier start date. Even a week dedicated to onboarding can be beneficial before they take a break.
If their circumstances dictate a start date more than two months away, consider hiring them as an employee sooner. This approach allows them to receive benefits, begin stock vesting, and be integrated into the team, even before their official start.
Section 1.2: Engage Their Family and Social Circle
Don’t limit your onboarding efforts to just the new hire; include their family or significant others. Organizing a celebratory dinner—either delivered to their home or at a local restaurant—can create a positive atmosphere around their new role. Sending company merchandise to share with family and friends, or recording welcome messages from team members, can also help build excitement. In a traditional office setting, you would likely invite them to social gatherings, so aim to replicate that experience virtually when necessary.
Chapter 2: Building Connections with Investors and Advisors
Video: How to Prevent Candidate Ghosting - YouTube
This video discusses strategies to minimize candidate ghosting and foster commitment.
Introducing new hires to your investors and advisors can also be a crucial step. If you have supportive individuals involved in your company, allow them to extend a warm welcome through brief introduction notes. This not only reinforces the new hire's importance but also creates a sense of accountability. While it may add some pressure, the primary goal is to sustain morale and maintain momentum within the team.
Video: If You Get Ghosted During A Job Interview, Try This! - YouTube
This video offers tips for candidates who find themselves ghosted during the interview process.
In summary, these straightforward strategies can significantly enhance your onboarding process. They don't necessitate extensive resources or a dedicated HR team. If you have additional methods to combat new hire ghosting, feel free to share your insights or connect with me on social media.