Keeping Candidates Engaged After the Offer Has Been Accepted
davidgomes.com
davidgomes.com
oooff. No please don't let this become a norm. A few checkin emails? Sure. But given that offers can be pulled, each of those chats is going to feel like an interview to the candidate. Every call is likely to cause stress - and from the candidate's point of view, they can hardly refuse.
"The goal with these encounters is to keep people intelectually curious. Just share with them what's going well, and what challenges lie ahead. And maybe you can get them to brainstorm with you on some interesting issues."
No. They don't work for you yet, so stop trying to get them to do work for you. They probably have more than enough on their plate wrapping up work/doing handover at their old place. And they may want to actually take a break between jobs - not take a couple of unpaid weeks where you keep dragging them onto calls to do work.
If someone in effect started trying to onboard me and get me working on company problems before I'd actually started, THAT would be far more likely to make me run away than if I had total radio silence.
I hear you! I think this is all extremely nuanced, and of course, as hiring managers, we must keep in mind that some folks might want to fully disconnect inbetween jobs. As such, we need to "read the room" and not push people to start thinking about their new role too early if that's not what they want. The goal here is not to get people to do work for us before they start! That can actually be counter-productive!
However, there's other people who clearly want to engage a bit more, and to those we can send them a few text messages every now and then. Before I started my first internship, I emailed the company several times hoping to get some stuff to do before I started and I was very frustrated that they didn't respond — I really wanted to be better prepared on my first day. Now, that's not everyone, I know, and that's totally fine!