A new approach to acceptance and rejection
Let's start with the positives: There was a spark, and you decided to hire the talent. The sooner you provide feedback, the greater its impact. The underlying message is: 'We were impressed by you, our decision-making processes are clear and efficient.' This can be a deciding factor if the talent is still undecided. So why not take it a step further? For example, send a short video or personal voice message to confirm the offer. This allows you to convey a sense of closeness and personality.
And what about rejections? These present opportunities, too. Someone who has applied has already shown an interest, and they may get in touch again in the future, or even become a customer. A respectful rejection can strengthen trust. Candidates who have made it to the interview stage deserve a personalised response. A small 'rejection package' tailored to your company would be a good idea here, for example. Although the costs are marketing expenses, the effect will pay off for your employer brand. Examples could include branded socks bearing the message 'We hope our paths cross again soon' or a lighter bearing the humorous message 'Even though it didn't work out this time, we're fired up to maybe inspire you again later.'
From candidate to employee journey
No, the journey doesn't end with the signing of the contract. With the 'Employee Journey', you can influence whether new employees will become loyal team members and even ambassadors for your employer brand.
Many companies fail to utilise the period leading up to the start of employment, which often lasts 1 to 3 months. That's a mistake! Instead of radio silence, generate anticipation with a personal video message from the team, an invitation to a team event or a few short inspirational emails about the new job.
And then it's day 1, week 1, month 1. Do you have a plan for this? A structured onboarding process is crucial because it fosters a sense of belonging, appreciation and orientation.
