In today’s competitive talent market, securing a candidate’s “yes” is only half the battle. The period between offer acceptance and their first day is often where great hires are lost to counteroffers, hesitation, or second thoughts.
Here’s the hard truth:
- Roughly 50% of employees who resign receive a counteroffer from their current employer.
- And about 50-55% of people who receive a counteroffer accept it.
How you connect and communicate during this window sets the tone for a candidate’s confidence, commitment, and excitement to join your team.
Below are proven strategies successful firms use to keep new hires engaged, connected, and ready for a strong start.
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Personal Touchpoints
- Have the hiring manager call within 24 hours of acceptance to express excitement and congratulations.
- Send a brief, friendly welcome email from the future team or department head.
- Encourage team members to connect on LinkedIn with a quick “Welcome to the team!” message.
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Maintain Engagement
- Schedule a brief “pre-start check-in” call a week or two before the start date.
- Share small updates on company news, upcoming projects, or milestones they’ll soon be part of.
- Keep consistent but light communication, avoid going silent for weeks.
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Welcome Materials
- Mail or email a welcome packet that includes:
- A handwritten note from leadership
- Company swag or branded gear
- A one-page “What to Expect on Day One” guide (parking, dress code, schedule, etc.)
- Include a brief overview of the key projects they’ll be involved in to help them visualize their role and impact.
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Prepare the Team
- Notify staff of the new hire’s start date and encourage them to send a quick welcome note.
- Assign a Liaison to support pre-start questions.
- When appropriate, assign a Mentor for ongoing guidance after they begin.
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Show Momentum
- Send their first-week agenda ahead of time which demonstrates organization and excitement.
- Reiterate onboarding plans and training opportunities to build anticipation and reassurance.
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Invite Early Inclusion
- Extend an invite to an informal team lunch, happy hour, or virtual coffee before they start.
- If appropriate, include them on a light internal email thread (e.g., team announcements or celebrations).
- Let them know about committees, employee groups, or peer networks they can engage with once they join.
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Reinforce Commitment
- Reconfirm logistics a few days before their start (location, time, contacts).
- Send a “countdown” note the Friday before: “We’re excited to have you join us Monday!”
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Final Thought
- Every interaction between acceptance and Day One is a chance to reinforce their decision to join you. Silence leaves room for doubt and doubt opens the door for counteroffers.
- Stay engaged and responsive; positive, consistent communication builds trust and helps new hires stay confident in their choice.