Jun 2017

Following Up On New Hires

My last blog was about the most underutilized recruitment tool – asking for referrals. Now, I’m going to talk about another underutilized recruitment tool…following up on new hires.

Many recruiters don’t follow up with their candidates once the person gets hired. I’m here to tell you that’s the wrong approach. Recruitment never stops! A good recruiter knows that communication is one of their best tools. They need to follow up and get feedback both before and after the hiring phases.

After my candidate starts a new job, I like to communicate a minimum of five times throughout the first year:

  1. After the candidate’s first day
  2. After the candidate’s first week
  3. After the candidate’s first 30 days
  4. After the candidate first 90 days
  5. After the candidate’s first year

After the first year, I reach out at least once every six months. The main purpose for my continued follow up is to make sure I placed the candidate with the right manager in the right position within the right organization. I do this for three reasons:

  1. It helps me gather information to improve my best practices and my approach to recruiting.
  2. Personal gratification. Knowing that I placed a candidate in the best situation is good feeling. If they aren’t in the best situation, I may be able to help with that too.
  3. To be top of mind if the person has any referrals. If my candidate/hire knows, likes and trusts me, that person will feel comfortable sending me other people they know who may be looking for a new role.

The job of a recruiter isn’t just to place candidates in a new role. The job of a recruiter is to place candidates into a role where they are productive, successful and happy. Recruiters need to continue building that relationship even after the candidate gets hired to ensure that their candidate is not only a good hire for them, but a good employee to the organization.