In this episode, I explore how to keep recruits engaged after they’ve accepted your offer but haven’t started yet. By focusing on value, energy, and connection, I’ll show you how to bridge the gap between the offer acceptance and their first day, ensuring they join your team. If you’ve struggled with recruits dropping off after saying yes, this episode will equip you with actionable strategies to close that gap.

Episode Breakdown

[00:00] Introduction: Why post-offer engagement is critical and how up to 35% of recruits who accept offers never start. The episode focuses on actionable strategies to prevent this.

[01:30] Understanding the Problem: Recruits face counteroffers and second thoughts before starting. Focus on what you can control: the value and connection you offer during this period.

[02:30] Pre-Offer Engagement: Your role is to show recruits that “more is available” with you. By tipping the scales in your favor before the offer is made, you plant the seeds of desire for your team.

[04:30] Post-Offer Drop-Off and How to Avoid It: Leaders often disengage after an offer is accepted. Avoid this by maintaining regular and meaningful communication until their start date.

[05:30] Creative Engagement Strategies:

• Send a personalized “welcome to the team” video with messages from team members.
• Share updates and exciting developments from your business to keep them motivated.
• Offer tangible examples of the value and opportunities they’ll experience once they join.

[07:30] The Energy and Passion of Recruitment: Recruitment is a transference of energy. Use trial closes, high-energy communication, and enthusiasm to keep recruits excited about their decision.

[10:00] The BAM Framework for Motivation:

• Belonging: Create a sense of community before they start.
• Affirmation: Show that they are valued through intentional actions like personalized videos or thoughtful messages.
• Meaning: Share impactful team stories that connect with their values and purpose.

[12:00] Building Systems for Engagement: Turn these tactics into consistent systems by:

• Dedicating time biweekly to plan value-driven communication with recruits.
• Mapping a strategy to close the gap between offer acceptance and start date.

Key Takeaways

1. Engagement is Key: Recruits who feel valued, energized, and connected are far more likely to start.
2. Showcase Value Consistently: From the initial conversation to the start date, continuously highlight what makes joining your team worthwhile.
3. Energy Matters: Passion and enthusiasm from leaders are contagious and reinforce the recruit’s decision.
4. Leverage BAM Motivation: Build belonging, affirmation, and meaning into your engagement practices.
5. Create a System: Regularly evaluate your approach to post-offer engagement to ensure every recruit feels supported and excited about starting.

Retention starts with engagement. To secure your recruits, focus on what you can control: value, energy, and connection. Apply these strategies to build a system that ensures recruits make it to their first day excited and ready to contribute.

Ready to implement these strategies in your recruiting process? Subscribe to my weekly email at 4crecruiting.com or book a coaching session at bookrichardnow.com. Let’s turn your recruiting challenges into wins!