March 2025
In competitive job markets, securing the right hire is only half the battle. Getting them truly “on board” is the next critical step in ensuring long-term success. There are four essential stages in the hiring process, and hiring tip #612 focuses on stages 3 and 4—the “post-acceptance” and “early onboarding” periods.
Here are just a few ideas on what a world-class hiring process could include during these stages:
Stage 3: Between Acceptance and Start Date
- Senior Leadership Welcome: A congratulatory message from senior leadership goes a long way in making new hires feel valued from day one.
- Mentor Assignment: Have a mentor take them to lunch between their acceptance and start date, building rapport early.
- Onboarding Agenda: Send a detailed two-week agenda to set expectations and create excitement.
- Personalized Welcome: Whether it’s a welcome basket or company attire (hat/shirt), sending a small token of appreciation helps build a connection.
- First Day Expectations: Provide a comprehensive overview of what to expect on their first day, from arrival details to how the day will unfold.
What’s in it for you?
Implementing these steps will reduce counter-offer exposure, lower turnover, and foster a more engaged, motivated employee before they even walk through the door.
Stage 4: The First Quarter The first 90 days are critical to setting up long-term success. Here’s how you can ensure a smooth transition:
- First Day Plan: Have their desk or office prepared with a welcome letter and a clear agenda for the week.
- Lunch Plan: Either you or a team member should take them to lunch on day one—it’s an easy way to start building relationships.
- Weekly Check-ins: Meet at the end of their first week to get feedback. Was the week what they expected? Any surprises?
- 90-Day Progress Report: Create an interactive weekly report where they can track progress, ask for help, and align on the week ahead. This keeps communication open and ensures goals are clear.
By refining your onboarding process, you’ll set the stage for long-term employee satisfaction and success. It’s not just about getting them in the door—it’s about keeping them on the bus and engaged for the journey ahead.