from offer to seat: the lack of luv tour

From the Offer to the Seat, It’s the ‘Lack of Love Tour’

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Mark Mehler Co-founder

CareerXroads 732-821-6652

www.CareerXroads.com mmc@careerxroads.com

Back Story:

“I received my job offer in writing after my Summer internship and accepted immediately. The Recruiter who hired me does not respond to my text messages, emails or phone calls. Does XXXXXX still want me?” Tweeted to over 500 friends on Facebook

Contrast This:

- Recruiting passes the candidate to the Hiring Mgr. - Candidate assigned a Mentor -  Candidate option includes a return visit…

…bring anyone they wish. - Mentor invites mentee home for lunch. - Realtor shows Apartments/Homes. - Saturday dinner with department heads. - Candidate given agreed time to accept.

One Fortune 500 Consumer Product Company’s On-boarding practices immediately after offer extended…for entry-level

With This:

I graduated last Friday. Started work with xxxxx on Monday in NYC. Tuesday I worked a 13 hour day. Tomorrow I have to get up at 5 AM to do it again. No one told me….Work Sucks.

Bottom Line….engagement leads to performance

Where??

What software/vendor(ATS, HRIS) or RPO service do you use to leverage your onboarding?

Who is responsible for staying in touch with the candidate until they start?

- HR Shared Services - Center of Excellence team. - Electronic pre-set messages - India will contact them with logistics - A "buddy" is assigned to the new employee - Onboarding Coordinator - Service Center Associate - HRIS as needed - No one is formally designated. - Sadly - it is a hodge podge of people – on rare occasions, no one.

It depends

How does the communication take place?

Portals

- Company logo items on the first day. - A small portable appliance Most Frequent - A lot of forms to fill out -  Nothing -  Only Execs

What does your company send to the new employee prior to starting?

The New Employee is provided with…

Enroll in Benefits & Get Paperwork

-  If they are relocating, we may send them info on the new area; respond to questions and concerns to ensure they remain engaged and do not rescind. -  Compliance related communications, sometimes discussions about their technology set up preferences - i.e. have an i-phone? need special privileges on access to technology arranged? -  Buddy and/or hiring manager is supposed to call/email at least once before start date. (This happens about 70% of the time). There are informational websites (externally facing) that give advance info on company. -  CEO Video welcoming them to the company. Available globally. -  Welcome card - All employees have "Full Tools" on "Day One": Computer, Email, Phone, Badge, etc. Most Frequent Comments: - On-boarding portal with info about first day, benefits, enrollment, etc. - Nothing much, just detail stuff

Additional Comments

1) Recruiter and On-boarding Team MUST be on the Same Page. 2) Take Recruiting Out of the Process: Volunteers Mentors Department Participates 3) Offer Letters must be Clear – Childproof 4) Give Fellow Employee Contacts/Alumni Internal Network 5) Affinity Group Contact Information 6) Do not rely on your ATS – Human Contact a MUST! 7) Tell the Truth, the Whole Truth, Nothing but… 8) Stay in Touch or You Will Lose Them!

From Offer To Seat: 8 Tips

Mark Mehler Co-Founder. Chief Strategist

CareerXroads www. CareerXroads.com, mmc@careerxroads.com

732-821-6652 www.linkedin.com/in/gerrycrispin

THINK

Good Hunting!

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