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Keeping Candidates Engaged During Their Notice Period

 

Securing top talent in this competitive legal field is a huge win. But the period between offer acceptance and their start date can be a nerve-wracking time, especially if it’s a senior candidate on a long notice period; 3 months+.

Candidates working their notice period are vulnerable to counter-offers and can easily lose enthusiasm. Maintaining engagement is crucial to ensure they actually join your firm. Here’s a few tips on how to keep candidates engaged and committed:

  1. Consistent and Personal Communication:
  • Regular Check-ins: Don’t just disappear after the offer letter is signed. Schedule regular calls or video chats with the candidate. These informal chats help build rapport and demonstrate your continued interest.
  • Personalised Welcome: Send a welcome pack with firm-branded goodies, a handwritten note from their future team, or even a small gift. This personal touch can make a big difference.
  • Introduce the Team: Facilitate introductions to their future colleagues. Arrange a virtual coffee meeting or a casual team lunch (if geographically feasible). This helps them feel part of the team before they even start.
  • Keep Them in the Loop: Share relevant firm news, recent successes, or interesting articles related to their practice area. This keeps them engaged with the firm’s activities and reinforces their decision to join.

  1. Pre-Employment Onboarding:
  • Share Relevant Information: Provide access to onboarding portals, firm policies, training materials, or even a sneak peek at upcoming cases or projects. This shows you’re organised and gets them excited about their future work.
  • Assign a “Buddy”: Pair them with a current employee in a similar role. This buddy can answer questions, offer insights into the firm culture, and provide a friendly point of contact.
  • Offer Pre-Start Training (if applicable): If possible, offer access to online training modules or invite them to relevant webinars. This demonstrates investment in their development and helps them hit the ground running.
  1. Building Excitement and Anticipation:
  • Highlight the Firm’s Culture: Share stories and testimonials that showcase your firm’s values, work-life balance initiatives, and commitment to professional development.
  • Showcase Career Progression Opportunities: Discuss potential career paths within the firm and highlight examples of successful employees who have progressed through the ranks.
  • Invite them to Firm Events: If there are any social events (Christmas party, summer party?), training sessions, or conferences happening before their start date, consider extending an invitation. This allows them to experience the firm culture first-hand and breaks the ice with their future colleagues in a relaxed environment.

  1. Addressing Concerns and Anxieties:
  • Be Proactive: Anticipate potential concerns and address them proactively. For example, discuss their onboarding schedule, introduce them to their mentor, or clarify any questions they might have about their compensation and benefits.
  • Open Communication: Encourage open communication and assure them that you are available to answer any questions they might have. Reiterate your enthusiasm about them joining the firm.
  • Address Counter-Offers Head-On: While you shouldn’t dwell on the possibility of a counter-offer, be prepared to reiterate the reasons why they chose your firm in the first place. Focus on the long-term benefits and opportunities you offer.
  1. Practical Considerations:
  • Clear Start Date and Logistics: Confirm the start date and ensure all logistical arrangements are in place (e.g. IT access, office setup, parking permit, etc.).
  • Regular Communication with HR: Keep HR informed about the candidate’s progress and address any administrative issues promptly.

Key Takeaway:

The period between offer acceptance and start date is crucial. Of course we at Bailey Hunter maintain consistent communication with the candidate during the notice period and will highlight immediately any issues we come across, but by implementing these strategies, you can effectively engage your future employees, minimise the risk of them changing their minds, and ensure a smooth and successful onboarding process. Remember, consistent communication, personalised attention, and demonstrating genuine enthusiasm are key to keeping your top talent committed and excited to join your team.

Claire Cox is a qualified, non-practising Solicitor, with a comprehensive understanding of the legal profession and a proven track record of delivering results with over 20 years legal recruitment experience.

Visit Bailey Hunter or contact Claire Cox for a confidential chat:

www.baileyhunter.com

Tel: 0113 3185293

Mob: 07786 224036

 

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