The Offer Is Accepted. Don’t Go Quiet Now.

Kellsie Fink

6 days ago

6 min read

You found the right candidate.

You interviewed them, made the offer, negotiated the details and got the acceptance.

Now you wait for their start date, right?

Not quite.

One of the most overlooked (and potentially vulnerable) parts of the hiring process happens after a candidate accepts an offer but before they actually walk through your doors on day one.

For many candidates, that's a two-week notice period. For others, it could be three weeks, a month or even longer if relocation is involved.

And a lot can happen during that time.

Two Weeks Can Change a Lot

The moment an employee gives notice, the dynamics at their current company can change quickly.

Suddenly, the raise that wasn't available before may become available.

Their employer might make a counteroffer, promise a promotion, offer a better shift or schedule, or finally address the issues that caused the employee to consider leaving in the first place.

Then there's pressure from the people around them.

This can be especially significant in printing and packaging, where employees often spend years (sometimes decades) working alongside the same people. Press operators, maintenance technicians, supervisors and other manufacturing employees can develop close relationships with their crews.

Leaving isn't always just leaving a company.

Sometimes it feels like leaving friends.

A supervisor they've known for 10 years might ask them to reconsider. Coworkers may tell them how much they'll be missed. Management may suddenly start talking about their future with the company.

And then the candidate starts thinking.

Am I making the right decision?

What if I don't like the new company?

What if the equipment is completely different?

What if I don't fit in with the new crew?

There may also be a longer commute, different shift, changes in benefits, family concerns, relocation logistics or simply the anxiety that naturally comes with leaving something familiar and starting over.

All of this can happen after they've already accepted your offer.

And if the new employer goes completely silent during that time, all of those other voices are filling the space.

Don’t Stop Recruiting Them Once They Say Yes

Companies put a tremendous amount of effort into attracting candidates.

You sell the opportunity. You talk about your equipment, culture, benefits, growth opportunities and team. You coordinate interviews and plant tours. You answer questions and follow up.

Then the candidate accepts...

…and sometimes communication almost completely stops.

The next message they receive might be an automated onboarding email or instructions for their first day.

That’s a missed opportunity.

You don't need to overwhelm your future employee with calls and emails. But maintaining some level of communication during their notice period can reinforce the relationship you've already built.

Most importantly, it reminds them that people at their new company are genuinely looking forward to having them there.

It Can Be as Simple as a Five-Minute Check-In

Keeping a candidate engaged doesn't require an elaborate onboarding program.

A hiring manager can send a quick text:

“Just wanted to check in and see how everything is going. We’re looking forward to having you join us!”

HR can send information about their first day: where to park, what time to arrive, what to wear and who they'll be meeting.

Their future supervisor can call halfway through the notice period:

“I wanted to see how things are going and whether you have any questions before you start.”

Then, a few days before their start date:

“We're all set for Monday. The team knows you're coming and we're looking forward to seeing you.”

None of this is groundbreaking.

That's the point.

It takes very little effort to remind someone that you're thinking about them and preparing for their arrival.

Want to Go a Step Further?

For a difficult-to-fill position or a candidate you're particularly excited about, make the communication more personal.

And don't make every touchpoint come from HR.

Have the production manager, plant manager or supervisor reach out personally. Hearing from someone they'll actually be working with can carry a lot of weight.

Introduce them to a future teammate.

Give them an idea of what their first week will look like.

For a press operator, their future supervisor might say:

“We'll have you working with Mike when you get here. He knows you're coming and is looking forward to getting you familiar with our presses and processes.”

Now the candidate can start picturing themselves as part of the operation instead of wondering what they're walking into.

For a supervisor or management hire, invite them to lunch or coffee with their future manager before their official start date.

If they're relocating, check on how the move is progressing. Offer recommendations for temporary housing, neighborhoods or other local resources if they need them.

The purpose isn't to create more work for your HR department.

It's to make the transition from candidate to employee start before day one.

Sometimes a Small Gesture Makes a Big Impression

Companies can get creative, too.

Maybe the future crew signs a welcome card.

Maybe you send a company shirt, hat or tumbler with a note saying you're looking forward to having them aboard.

For someone relocating with their family, consider a gift card to a local restaurant with a simple message:

“Dinner's on us while you're getting settled. We're excited to have you joining the team.”

You could even have a future coworker reach out before their start date:

“Hey, I'm Chris. I'll be working with you on second shift. Just wanted to introduce myself and say we're looking forward to having you on the crew.”

Think about what that does psychologically.

The candidate isn't walking into a building full of strangers anymore.

They already know Chris.

They know who will be training them.

They know where to park Monday morning.

They know the team is expecting them.

The unknown starts becoming familiar.

The Goal Isn’t Swag. It’s Connection.

None of this means you need to send every new employee a gift basket.

A company-branded coffee mug isn't going to overcome a candidate's serious concerns about taking the job.

The gesture matters because of what it communicates:

We remember you're coming.

We're preparing for you.

People here are looking forward to working with you.

You matter to this team.

That's the part companies shouldn't underestimate.

Consider an experienced press operator who has been with the same employer for 12 years.

He gives notice.

His supervisor asks him to reconsider. His coworkers tell him how much they'll miss him. Management suddenly offers another $2 an hour. His spouse starts wondering whether changing jobs is worth the risk.

Meanwhile, he hasn't heard from his future employer since accepting the offer two weeks ago.

Now imagine that same person gets a call from his future production manager:

“Just wanted to see how your notice period is going. The team knows you're coming aboard and we're really looking forward to having you here. If anything comes up before your start date, give me a call.”

Same job.

Same candidate.

Very different experience.

The Notice Period Is Still Part of Recruiting

In today's hiring market, finding experienced printing and packaging talent isn't always easy.

Companies may spend weeks or months searching for the right press operator, maintenance technician, production supervisor, estimator, salesperson or other skilled employee.

So once you've found that person and they've accepted your offer, don't assume the recruiting process is finished.

Stay connected.

Make the transition easier.

Give them someone at the company they already feel comfortable reaching out to.

Make sure they know you're as excited about them on the Friday before they start as you were on the day you made the offer.

Because between “I accept” and “I'll see you Monday,” there is still plenty of time for things to change.

You spent weeks recruiting them before they accepted the offer. Don't stop recruiting them just because they said yes.

Finding the Right Person Is Only Part of the Process

At Flexo Finders, we recruit experienced talent specifically within the printing and packaging industry. But finding the right candidate is only part of making a successful hire.

That's why we also offer consultative services to help companies evaluate their hiring process from start to finish--from attracting and interviewing candidates to offers, communication, onboarding and retention.

Sometimes the challenge isn't finding talent. It's identifying where good candidates or employees are being lost along the way.

Our goal is to help companies not only find great people, but land them and keep them.

If your company could use help with recruiting or wants a closer look at your hiring and retention process, we'd love to talk.