A common question I get after a candidate interviews for a job is "What is the next step?" Most interviews go in a linear progression that end with either a job offer or an eventual declination. During the course of the interview process I have discussions all the time with candidates and clients alike regarding appropriate communication before, during and after each step. But one area that is often forgotten is that time period between acceptance of an offer and a candidate's first day. How much communication is necessary? Who should initiate the communication? Is any necessary at all?
In ten years of recruiting I have seen a wide spectrum from very good to very bad. From candidates not showing up for their first day to clients forgetting a person's start date, it is not a good sign if things start off that badly. On the other hand I have seen clients invite new employees to company picnics before they even start, go out for dinner with a prospective client the week before a start date, and one time even had a candidate help someone else in his new employer close a deal before a start date.
I have three simple suggestions to ensure your first day on the job is as good as possible:
1) Speak with HR at least once before your start date. You will likely have communication during the acceptance stage to exchange paperwork, run a background check, and coordinate details with I.T. to get your work station/office arranged. But I am suggesting even one more email or call. Perhaps the week before you start. Ask if there is anything else you need to bring on your first day. Confirm what the dress code is on a daily basis. Show some excitement about the start date. Outline your general plan for your first day, week, and month to show some forethought. All of this will show a high level of engagement on your part.
2) Ask to come into the office once before your start date. This may or may not be necessary, but most people bring some personal belongings to the office. Whether it be pictures of your family, basic items to have at your desk, or even something to hang on the wall. These are all things that can be taken care of after you start, but you might as well knock it out ahead of time if the employer is willing to allow it. This creates a sense of buy-in and sends a strong message that you want to be ready to focus on work the minute you arrive the first day. You won't need to move six boxes of personal items in the first morning instead of attending training or meeting some of your colleagues.
3) Do something for your new boss. Connecting on a personal level can be a fabulous way to gain trust and generate excitement. Hopefully during the interview process you learned something about your boss that will help in this regard. Maybe he/she is a big fan of a particular coffee or bagel shop. Bring in a dozen bagels from that bakery a week before your start. Perhaps there is a team that individual follows. Send an email or call about a recent game that you watched and thought of them. This does not have to be done on a grand scale and I always recommend being creative without going overboard.
As you can see, none of these suggestions are rocket science. A surprisingly small number of people, however, even think for a second about any of them. All of these (and many more if we had more time to discuss) can serve as a reminder to your new employer why they hired you in the first place.
Have you ever employed any of these tactics? Or perhaps have one not listed here that worked well?
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