Post-Offer Pitfalls: Why Your Closing and Onboarding Needs Help

You've found the perfect candidate, and the offer is out. Congratulations! But the hiring process doesn't end with a signature. The final and most critical phase is how you handle the offer, close the deal, and ultimately onboard your new talent.

Here are the final pitfalls to avoid in your hiring process:

• Failing to Start the Closing Process Early

  The closing process should begin the moment a hiring manager likes a candidate, not when the offer is sent. A major pitfall is failing to align the opportunity with the candidate's needs uncovered in previous interviews. You also must be proactive in uncovering and mitigating any concerns the candidate might have.

  
  

• Not Researching a Person's Motivations 

  Talent attraction is about more than just a job description. A common pitfall is not researching a candidate’s job-specific motivations to use during outreach and the closing process. Understanding what truly matters to a candidate is the key to a successful close.

  
  

• The Onboarding Betrayal

  You've made a great hire, but now you leave the new executive to fend for themselves. This is a massive pitfall. Without a thorough guidance program that provides a safe space for new executives to ask questions and discuss barriers to company growth, you risk losing your investment.

  
  

• Ignoring the "Fresh Eyes" Perspective

  Your new hire brings a unique perspective. Failing to listen to the new things they see—their "fresh eyes" view of the company—is a major mistake. This perspective can highlight systemic barriers to company growth that seasoned employees might not see.

  
  

The HireBoost Hiring System provides your team with a complete offer and closing playbook and an executive onboarding program, ensuring that your company not only attracts but successfully retains top talent.

Part 3 (see Part 1 and 2)