How to Make Candidates Feel Valued from Day One

In the 20+ recruiting audits I have completed of companies, I have found that more than 25% of recruits who sign offer letters never join. All that energy with nothing more than a finish-line disappointment. Yet if you ask a recruiting leader what their game plan is, once someone says yes, most have nothing. Recruiting doesn't stop when someone agrees to join your team—it’s just the beginning of solidifying their commitment. A formalized game plan ensures recruits feel welcomed, valued, and confident in their decision, reducing the risk of last-minute changes of heart. Here’s a step-by-step approach to create a game plan: 1) Immediate Engagement: Celebrate their decision with personalized outreach (e.g., a call or handwritten note). Have senior leadership send congratulatory messages to validate their choice. 2) Bridge the Gap with Continued Conversations: Schedule weekly check-ins to discuss their onboarding, answer questions, and keep excitement high. Involve current team members to introduce them to the culture and key connections inside the company. 3) Create a Sense of Belonging: Arrange a dinner or event involving their spouse or family to build deeper connections. Ship a personalized welcome kit with branded items and a personal note to their home. 4) Showcase the Culture: Invite them to attend a team meeting or shadow virtually so they can experience the culture firsthand. Provide access to training resources or tools to give them a head start. 5) Eliminate Doubt: Reiterate the unique value your organization offers that their current company cannot match. Role-play possible counter-offer scenarios and coach them on how to respond confidently. 6) Formalize the Onboarding Journey: Provide a clear timeline for their first 90 days, with milestones and support touchpoints. Assign a mentor or buddy to guide them through the transition. A structured plan ensures recruits transition smoothly, feel connected, and remain committed to your team. It transforms the "yes" into a day one success.

𝟑 𝐝𝐚𝐲𝐬 𝐢𝐧𝐭𝐨 𝐡𝐢𝐬 𝐧𝐞𝐰 𝐣𝐨𝐛, 𝐭𝐡𝐢𝐬 𝐭𝐞𝐜𝐡𝐧𝐢𝐜𝐢𝐚𝐧 𝐚𝐥𝐦𝐨𝐬𝐭 𝐪𝐮𝐢𝐭. 𝐍𝐨𝐭 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐨𝐟 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤 𝐨𝐫 𝐭𝐡𝐞 𝐩𝐚𝐲. 𝐁𝐞𝐜𝐚𝐮𝐬𝐞 𝐧𝐨𝐛𝐨𝐝𝐲 𝐡𝐚𝐝 𝐬𝐩𝐨𝐤𝐞𝐧 𝐭𝐨 𝐡𝐢𝐦 𝐬𝐢𝐧𝐜𝐞 𝐡𝐞 𝐚𝐫𝐫𝐢𝐯𝐞𝐝. My client had spent months recruiting for this position. They'd interviewed dozens of candidates and negotiated the perfect package. Everyone was thrilled when he finally accepted. Then HR took over the onboarding. On day 1, they walked him to his work area and left. No introductions to the team No supervisor meeting Not even a basic contact list for when he had questions. For three days, he worked in complete isolation. He didn't know anyone's name Had no idea who to report to Completely disconnected from the company that just hired him The only reason he stayed? Pure luck. The owner happened to visit, saw what was happening, and immediately went into damage control mode. Introduced and connected him with the team Apologized for the complete failure of their onboarding process That technician is still there today, but it was almost a disaster. You can spend months finding the perfect person. But if you abandon them in Week 1, you'll lose them before they've even started. The fix isn't complicated, but it does require intention: 💯 Schedule proper introductions with key team members 💯 Create a simple contact sheet with names and roles 💯 Plan at least one team lunch or coffee 💯 Set clear expectations for their first 30 days Your new hire’s first week shapes how they see your company. They're not just learning their job, they're deciding if they made the right choice. Make those first days count. Your recruiting efforts depend on it.

Most new hires feel lost. They meet the team once, and they’re left to figure it out alone. That’s not how you build a high-performing team. That is how you lose talent fast. Belonging doesn’t happen by chance.  It’s created with intention—from day one. So how do you make new hires feel like they belong? Here’s what I’ve been doing since (xyz years and has worked for our team: 1. Start with a one-on-one. Kick things off personally. Set the tone. Make them feel seen and valued. This is their first real experience of our culture—make it count. 2. Introduce them to the whole team. A group meeting gives context. It shows them they’re part of something bigger. It helps them understand the team’s shared purpose. 3. One-on-ones with each team member. This is the game-changer. Personal meetings build real connections. They help the new hire understand roles, build trust, and feel supported. High-performing teams are built on these relationships. 4. End the week with a follow-up. Check in again. Answer questions. Celebrate a quick win. Even a small success makes a difference. It builds confidence and shows they’re already contributing. By week two, they shouldn’t feel like the “new person.” They should feel like a valued member of the team—ready to contribute. That’s how high-performing teams are built. By leaders who prioritize belonging and connection—from day one. 📌 Want to build your best team ever? Join 27,000+ who receive these insights in my free newsletter: https://lnkd.in/gCv_2MQ2

Offer Accepted! The hiring manager was thrilled. After weeks of searching, interviewing, and deliberating, they had finally found the right candidate. Relieved, the team shifted focus to other priorities. Meanwhile, the new hire wrapped up their current role, said goodbye to colleagues, and prepared for the change ahead. But as the days passed, excitement gave way to doubt. The certainty they once felt started to waver. No messages, no check ins, just silence. They wondered... Did I make the right choice? Then, an unexpected call came. Not from their new employer, but from their current one. A counteroffer. Two days later, an email arrived in the hiring manager’s inbox. "After careful consideration, I have decided to stay with my current employer." The hiring manager was shocked. What happened? The truth is, between offer acceptance and day one, a new hire is not just transitioning jobs. They are leaving behind a world they know for something unknown, and the biggest the misstep we often see is silence. Instead of silence... ✔️ Invite them to a team lunch ✔️ Send a handwritten welcome letter ✔️ Share a two week onboarding schedule ✔️ Check in to see if they have any onboarding questions ✔️ Call to discuss the exciting project they will be working on These actions build a strong connection and reinforce a new hire’s commitment, even when faced with a counter or other competitive offers. What are some ways you keep new hires committed and engaged before they start? #recruiting #hiring #onboarding

You have new hires starting on Monday, when is the last time they heard from you? Those two weeks between leaving their current team and joining yours is filled with mixed emotions. On one hand, they’re eager to start their new adventure with you but they’re not yet a part of the team. On the other hand, they no longer belong to their current team. They’re in limbo. What can you do? As their new leader, you need to reach out. Don’t leave it up to recruiting. Make them feel a part of the team before they even start. 1. Call them a week before they start and share your excitement for them to join the team. 2. Share what day one will look like and who they will interact with. Bonus: include a photo(s) of who they’ll meet that day. 3. Get their lunch order. Whether you’re in office or not, day one lunches are one less thing they have to plan for when nerves are high. 4. Let them know who will be a part of their journey aside from you. Give them a culture buddy AND a mentor. They are not the same, do not treat them as such. 5. Provide your personal number. I have watched so many new hires have tech issues and not be able to start on time. Or run into traffic issues and run late. Give them the ability to reach out to you outside of email. Being late on your first day is every new hire’s worst nightmare ☠️That phone number is a small but helpful gesture. What would you add to the hiring manager’s pre boarding checklist? #onboarding #talentacquisition #hiringmanagers #preboarding #engagement #newhires