How do you celebrate and onboard technical candidates after closing the deal?

Honestly, the single biggest positive effort to show a new hire how excited we are to have them onboard comes from the hiring manager! A welcome mail, maybe an invitation to a casual lunch with the team if the role is onsite/hybrid, an outline of expectations over the first weeks, an introduction directly to their buddy/mentor…*these* efforts go much farther than a box of swag.

After Closing the deal to onboard candidate is crucial to the point of make employee feel valued. We can do following things to elevate candidate experience 1. Offering Personalize joining kit. 2. Welcome letter from the CEO or team lead. 3. Announcing (Internally or on LinkedIn/Social media). 4. Cheerful first day Experience(Assigning buddy and welcoming by team members). 5. Comprehensive Orientation.

The welcome swag box is a great gesture and should absolutely be sent before a new hire starts. But appreciation should start before an offer is even made. When a candidate is interviewed, the hiring manager can take 3 minutes to send a thank you email to the candidate. It’s a great way to make the candidate feel appreciated.

Post-deal closure, celebrate technical hires with a warm welcome, team introductions, and a structured onboarding plan. Ensure technical setup and offer training, mentorship, and goal alignment. Mark the occasion with a celebratory gesture like a team lunch. Establish a feedback loop for continuous support, fostering a smooth transition and long-term success within the organization.

Warm welcome, team introductions, and a structured onboarding plan. Announcement on Social Media Welcome Kit Welcome Lunch Buddy Program Open Communication

setting up an communication timeline based on how far out a start date is can be so important. Who reaches out and with what message 4 weeks out, 3 weeks, 1 week, day before. Something that doesn’t overwhelm the candidate with too many invites or too much info but let’s them know you’re excited. Please. Don’t send them 100 meeting invites before they start!

I catchup with my placed candidates at least once a month to make sure everything is ok. In case there's any hesitations of drop offs, we are able to manage conversations with hiring managers / TAs directly, to protect positive images for the candidate & less stressful for them to handle difficult meetings in a new working space.

Effective and frequent communication creates a sense of transparency, trust, and belonging within the organization, which leads to higher employee engagement and loyalty. It also enables open dialogue, aligns expectations, and ensures that employees feel heard, supported, and valued.

A great practice is to send a welcome email before their start date that includes a calendar for their first week(s) that outlines who and what they will be doing. Daily touches with their manager the first week is a great way to set them up for success. It shows you took the time to ensure they have a world-class onboarding experience.

Extended start-dates on a one-off basis are fine, they are the rule in campus hiring, but overall. Keep it down to two to four weeks between offer acceptance and start whenever possible. Two touch points in that time that include day one info and maybe week one keys are enough.

Providing a comprehensive overview of their onboarding schedule is immensely beneficial. It demonstrates the genuine care my new employer and manager have for my on-boarding and training journey as a new employee.

Setting clear expectations fosters clarity, accountability, and productivity by providing employees with a clear understanding of their roles, responsibilities, and performance standards.

Laying out clear expectations acts as the guiding compass, illuminating the path to clarity, accountability, and productivity. It grants employees a clear map of their roles, responsibilities, and performance benchmarks, empowering them to navigate their journey with confidence and purpose

To ensure clear expectations with technical employees, provide detailed job descriptions outlining roles and responsibilities. Furnish comprehensive onboarding materials, including company policies and technical guidelines. Schedule regular one-on-one meetings to maintain ongoing communication and offer constructive feedback. Collaborate on setting clear goals aligned with company objectives, and provide continuous training opportunities for skill enhancement. Emphasize team alignment by communicating how their work contributes to overall company

Outline the role’s expectations, key responsibilities, and performance goals from the start. Clearly define the milestones and deliverables for their initial projects. This clarity helps new hires understand their role and what is expected of them, reducing anxiety and enhancing productivity.

There's nothing more frustrating than waiting for weeks to obtain the necessary permissions and access in a new role. By proactively addressing technical needs, organizations can eliminate this bottleneck, creating an environment where employees can confidently navigate their tasks, fostering productivity and minimizing potential obstacles. A solid foundation of technical support lays the groundwork for success in any role, setting the stage for a positive and efficient work experience.

It is a great practice to send out a welcome email a few days before starting with instructions on how to access and set up programs. This will help them know what to do and who to contact if they have any questions. Ensuring their laptop, mouse, keyboard, monitor, and headphones are all set up for them at their desk on day one makes a huge impact.

Providing technical support fosters employee productivity, reduces downtime, and enhances overall organizational growth by ensuring employees have the necessary tools, resources, and assistance to effectively carry out their work and overcome technical challenges.

Offering technical support bolsters productivity, slashes downtime, and fuels organizational growth. It equips employees with essential tools, resources, and aid to tackle work efficiently and surmount technical hurdles.

Ensure new hires have access to all necessary tools and resources. This includes setting up their workstation, providing access to essential software and systems, and assigning a mentor or technical lead to assist with any technical issues or questions they may have.

Encouraging feedback cultivates improvement, boosts engagement, and fuels organizational growth. It harnesses valuable insights and perspectives from frontline employees, driving continuous enhancement.

Providing opportunities for soliciting feedback fosters a culture of continuous improvement, enhances employee engagement, and drives organizational growth by tapping into valuable insights, ideas, and perspectives from employees who are at the forefront of the work.

Regularly ask for feedback from new hires about their onboarding experience. This could be through surveys or informal check-ins. Understanding their perspective can help improve the onboarding process for future hires and address any issues early on.

If there is anything on the onboarding process that needs attention I want to know from the candidate. Any changes that need to be done in the onboarding process I want to communicate that to the team in an efficient manner so it gets fixed and resolved. While the candidate is on the team I still want to know feedback after 30/60/90 days.

Pedir feedback regularmente ao novo colaborador sobre o processo de integra??o é importante para identificar áreas de melhoria e garantir que ele se sinta apoiado. Isso pode ser feito através de check-ins semanais, pesquisas an?nimas ou conversas informais. O feedback também demonstra que a empresa está comprometida em proporcionar uma experiência positiva e em fazer os ajustes necessários para garantir a satisfa??o do novo colaborador.

Don’t be a stranger I think its important for a recruiter to continue to work with the new hires even post onboarding. The collaboration between the new hire and the recruiter is beneficial for both parties. While the recruiters can help new hires get acclimated to the new organization, the new hires can help recruiters continue to attract more talent. Couple of ways you can ask your new hires to help you recruit for more talent: -Encourage new hires to announce their new role and company on their social media. -Ask your new hires if they have anyone in their network who would like to join them at their new employer.

Announce the hire on your company’s social media or internal platforms, celebrating their new role. Highlight their background, the role they’re filling, and how excited the team is to have them on board (with the candidate’s permission).

Depending on timing, we’ll arrange for lunch with us or someone from the team the person will be joining. We’ll also set-up regular touchpoints to ensure we cover everything from counter-offers and giving notice to completing all necessary onboarding. The bottom line is we want candidates to feel welcomed, appreciated, and supported. We also strive for them to have established multiple organizational touchpoints and understand who can support them with whatever needs, questions, or requests they might have.

Once someone signs the offer letter, the hiring team, and HR should send a short "Welcome to the Team" email. I have had candidates say how it made them feel so special and part of the team to get so many team members reaching out. Makes an incredible first impression upon job acceptance.

Be personal. As you all may know, technical candidates may not be as strong as feeling for themselves, or expressing their thoughts. Showing empathy, constant support are the keys to maintain relationships. Materials, welcome gifts or meals are not the criteria that they care the most, but regular catchups help us to continue to work with them, also contributes to future successes.