Pull out all the stops

COMPANIES risk antagonising new staff before their first day on the job if they fail to make a persuasive employment offer.

Underwood Executive founder and managing director Nicole Underwood says too many businesses put all their efforts into interviewing and selecting the best candidate for a role, only to fall short delivering a “lukewarm’’ job offer. She says common mistakes include delays of more than 24 hours to formalise a verbal employment offer with a written contract and not presenting a company’s best offer upfront, leading candidates to decline the role because they feel undervalued.

“It [making a late or less than desirable job offer] sends the message that, ‘We are the employer, we are king, you will do everything for us but we are not going to do anything for you’,’’ Underwood says.

“[For the employee], the shine [of winning the role] comes off and, if they have had multiple job offers in the pipeline, they might take something else.

“Or they will still come and work for you but they’ve already become frustrated and [the company] is no longer their employer of choice, which will reflect poorly [once the candidate starts in their new role].’’

Once a written contract is signed, Underwood says the best employers continue to stay in contact with their new worker in the lead-up to starting the role.

“I’ve had one client that used to send out champagne with the letter of offer to say welcome to the firm,’’ she says.

“You don’t have to go to that level to make an impression but, by the time [a candidate] gets the offer to the time they start is at least four weeks because you have to give four weeks’ notice [to the current employer].

“That’s plenty of time for [an employer] to say, ‘How about catching up for a coffee or coming in for an office tour [before the first day]?’

“At the very least, get the basics sorted. Have someone to greet them on day one, business cards printed [and] technology set up. Blow their socks off and show them it was worth going through all that recruitment process because they are going to have a great career.’’

Underwood warns companies that fail to impress new employees from the beginning not only risk damaging their relationship with that particular worker but also future hires. In small markets the size of Tasmania, stories of poor recruitment practices do get around.