This is a true story that, unfortunately, is happening with small businesses these days.
The hiring manager extends an offer to the job prospect. The prospect accepts the offer. The start date is scheduled. And on the start day, the hiring manager is ready to welcome the new employee. Only thing is: the new employee never shows up to work.
THE HIRING MANAGER HAS BEEN “GHOSTED.”
Turns out, the new employee changed his mind and decided to go to work for a rival company.
We’re hearing this story and variations of it increasingly.
For example: the new employee joins the company and everything is “fine” for a few weeks. Then the employee tells his manager, “I’m quitting. Another company made me an offer I couldn’t refuse.”
Sound far-fetched? Not going to happen to you? We certainly hope so. But there is incredible competition out there for top talent. Unfortunately, your odds of being “ghosted” by new employees are increasing.
EMPLOYEE RETENTION BEGINS THE DAY OF JOB OFFER ACCEPTANCE.
We tell our clients that the moment your job seeker accepts your offer is the day that employee retention begins.
Don’t wait until the official start date to communicate and engage your new employee. Stay in frequent communication and begin building trust, rapport, and demonstrating that your company is a great place to work.
Here are several ways to engage your new employee to encourage retention (not to mention avoid being ghosted!)
- Encourage your team members to directly welcome the new employee. Hearing from new colleagues is a powerful way to feel accepted.
- Host a virtual happy hour with your new employee and her team members. This is an easy way for your new employee to get to know her new colleagues.
- Create a fun and helpful onboarding experience. What can you do to help keep your new employee engaged and looking forward to her first day on the job?
- Reinforce the positive benefits of your company to your new employee. Find ways to share back with your new hire all the reasons why your company is a great place to work in tasteful ways that are of benefit to your new employee. For example, if your company encourages volunteering, share with your new employee recent volunteering efforts.
- Host your first Stay Interview with your new employee before her first day. If you follow our partner Inspiring HR, you know they are not fans of “Exit Interviews.” Instead, they recommend Stay Interviews: proactive conversations where you can learn more about what your employees are thinking and feeling. Why not invite your new employee to chat with you about her hopes and dreams with her new role at your company?
We hope you never get “ghosted” by a new employee. But it is an alarming trend in the HR world these days. Apply our suggestions to help reduce the likelihood of getting “ghosted.” More importantly, use our recommendations to help set your new employee up for success with your company.
Interested in other current employment trends? Click the link to view the recent blog: How Emotionally Engaged is Your Team? (And Why it Matters!) or check back for more on human resources, payroll, insurance, and benefits.