The recruitment process doesn't end once a candidate accepts an offer and starts their new role. In fact, the aftercare of candidates is just as crucial, if not more so, than the initial recruitment phase.

It's about nurturing the relationship, ensuring the candidate's success in their new position, and mitigating any potential flight risks. 

Once placed, your candidate becomes a warm new business lead and your eyes and ears at the client site.

The Onboarding Phase

According to a report by the Chartered Institute of Personnel and Development (CIPD), one in four UK employees leave their job within the first year of employment and a significant portion of this turnover can be attributed to ineffective onboarding, but also a lack of support from recruiters during the early stages of employment. 

Notably, the average cost to an agency of replacing a candidate due to a dropout can range from £3,000 to £5,000. This includes the time spent on re-recruiting, re-interviewing, and onboarding the replacement candidate, not to mention the reputational damage if the client perceives a dropout as a sign of poor candidate quality or inadequate screening processes.

Best Practice Aftercare 

• Good luck on Day 1: Make it a point to wish your candidate well on their first day. A follow-up call at day's end shows you care.
• End of Week 1: It is always a nice touch to call at the end of the week. This simple trick will set you apart. 
• Deliver a Gift: A gift is a lovely gesture for any candidate who has started a new role. It doesn’t have to be big or expensive, it is the thought that counts! 
• Diarise candidate milestones: Mark important milestones like birthdays, 4 weeks, 3 months, 6 months, and 12 months in your calendar. A quick check-in shows continued support and may reveal new business opportunities.
• Ask for Feedback and Market Insights: Ask for feedback to understand your performance better. Candidates often provide valuable market insights that can be beneficial for future placements.
• Weekly Friday texts to contractors – if you work a contractor desk, bulk text your contractors weekly. ‘Hey! Happy Friday! Did you have a good week? Thank you for all your hard work this week, it is so appreciated. Enjoy your well-earned weekend and don’t hesitate to reach out if there is anything I can help with’

How can Recruiter Insider help? 

Even with the best intentions, recruiters are busy and sometimes candidates will slip through the cracks. Recruiter Insider is here to ensure that this doesn't happen:

• Personalised Communication: We engage with candidates throughout the hiring process and up to 12 months post-placement, allowing you to understand their experiences and address challenges.
• Identifying Flight Risks: Our platform analyses feedback to identify potential issues or concerns, helping you mitigate risks early on.
• Continuous Engagement: By maintaining regular communication at key milestones, candidates feel supported throughout their journey with their new employer.

Conclusion

The relationship with a candidate extends beyond the offer acceptance—it's the start of a long-term partnership.



So, have you evaluated your aftercare process? Is it effective, or could automating some aspects enhance your candidate experience?