Transcript

How do those new employers build that rapport? Again, super simple things, right? But we're just talking about keeping it personal and keeping engaged. So number one, again, a simple call, you know, text or email from you as a hiring manager to that candidate a few days after they've accepted or a week after they've accepted, for example. It could be super simple. It could just be saying, "Hi," seeing how you're going, you know, how things, are going, um, seeing if they have any questions for you, um, things like that. Again, doesn't have to be anything super crazy but reaching out, um, goes a long way is number one. Number two, I've had clients send a group email, you know, or group chat out, you know, with the team, right, that maybe that candidate is gonna be working with or they met with during the interview process. Again, just use your best judgment there. I've had clients send out even like a handwritten note, you know, very ni- very old school, but again, very nice touch, right? Um, I've had clients send out either material, um, meaning like books or let's say if it's articles, like links to articles that maybe you and them talked about during the interview process. Uh, not homework by any means, you know, before they get started, but something that you think or that you all, discuss would be helpful, um, before they' get onboarded. And then, again, speaking of onboarding, I've had clients send out what to expect, you' know, on day one, what to expect in terms of goals and do- and, and, and whatnot during their first month one or month three, you know, for example. So again, nothing too heavy, but the idea is to really kinda give that. new employee like an onboarding plan, for example, okay? And then lastly, I've had hiring managers, and I've done this as well too, you know, invite a new employee out, right? It could be a team, outing, for example, and having them come out and hang out in more of a casual setting. Uh, inviting that, you know, candidate out to coffee or lunch or something like that, right? Goes a very, very long way. So again, in my opinion, simple things, but I think it makes a big difference in regards to obviously securing that candidate and making sure they're not at a risk of taking any other offers, but also just setting the right, tone, you know, and, and, and letting them know the culture and letting them know the type of manager that you are where you care about the employee and are looking to, you know, get to know them and make them feel welcome, okay? So if you have any other tips, feel free to drop them in the comments. Um, but yeah, hopefully this stuff helps. Thanks.