A recruiter’s
job does not end once the hiring is done.
The first 30 to 45 days after a candidate is hired is the most critical
period of time for not just the candidate but for the recruiter. It is in that 30 to 45 days that that
many new hires quit or are fired.
As a recruiter, losing candidate to attrition during that critical 30 to
45 days won’t bode well for their relationship with the client/employer. Don’t let all of your recruiting
efforts go to waste by losing a client’s new hire to attrition so quickly, take
the time to follow up with the new hire and the hiring manager to make sure the
new employee is adjusting well to their new job. If your fail to follow up with
new hires and hiring managers after you have placed a candidate you are
basically taking a gamble. While
in the majority of the cases the new hire will adjust well in that first 30 to
45 days, there will always be at least 10 percent of the placements that fail
with no follow-up on the part of the recruiter. A recruiter can help to minimize their placement failure
rate by checking in on the new hire and the hiring manger. Here’s what you should ask new hires
and hiring managers:
- What are the things you like best
about your job (new hire)?
- What are the things you like
least about your job (new hire)?
- What are the things you like best
about how you are being managed? (new hire only)
- What are the things you like
least about how you are being managed? (new hire only)
- What are some things you would
like to see your new hire do that they are not already doing?