Recruitment is no longer just about securing an offer acceptance—it's about keeping candidates engaged and excited as they prepare for their start date. A recent RippleMatch survey found that 73% of candidates will continue passively searching for other roles even after accepting an offer. This means that organizations must rethink their post-offer communication strategies to reduce the rate of reneges and build strong connections with future hires. Here's our top advice for keeping candidates warm in between extending and offer and their start date.
Need help understanding Gen Z? Download our quick fact sheet on key Gen Z stats, download our Salary Benchmarking Guide to understand how to offer competitive compensation, or request a demo of RippleMatch to find out how we can connect you with top Gen Z talent.
Keep Them Engaged: Addressing Passive Job Search Behaviors
When asked what would make them less likely to continue passively searching for roles, candidates identified the following as key motivators:
Consistent Touchpoints: 54% of candidates emphasized the importance of staying in touch with their future employer before their start date. Companies that maintain regular communication are better positioned to mitigate the risk of losing candidates to other opportunities.
Transparent Conversations: Walking candidates through their compensation package (53%) and explaining opportunities for career growth and advancement (45%) can provide clarity and reinforce their decision to join.
Community Building: Nearly 40% of candidates want help connecting with future coworkers. Early opportunities to network with colleagues can solidify a sense of belonging.
What Candidates Want: Consistent Communication Before Start Dates
One of the clearest findings across our research on Gen Z candidates is that candidates value frequent touchpoints leading up to their start date. We also asked candidates how often they want to hear from employers after accepting an offer. Over 50% of respondents said they want to hear from their future employer every two weeks, and an additional 27% preferred monthly communication. Regular updates not only reassure candidates about their choice but also foster excitement for the role ahead.
What to Communicate: Tangible and Community-Focused Updates
We also asked candidates what they would like to hear from you. They expressed a clear preference for practical and actionable information.
Build Connections: 70% of candidates want to connect with mentors, while 69% value connections with managers or peers in their incoming cohort. Facilitating these introductions through group chats, forums, or virtual events can significantly enhance the candidate experience.
Orientation Opportunities: Optional sessions on company culture, workplace best practices, or even a virtual tour of the office can make new hires feel part of the organization before their first day.
A Proactive Keep-Warm Strategy
To keep accepted candidates from straying, employers should implement a keep-warm strategy that blends frequent communication with meaningful engagement. Here’s a roadmap to consider:
Map Your Communication Cadence: Plan a timeline of regular touchpoints starting immediately after the offer is accepted. Ensure updates are aligned with candidates’ expectations of hearing from you every 2–4 weeks.
Provide Actionable Resources: Share detailed checklists, orientation schedules, and resources that help candidates feel prepared and excited.
Foster Connection: Introduce hires to mentors, managers, and peers early. Host virtual meetups or create Slack channels for incoming employees.
Reinforce Their Choice: Communicate the full value of their compensation package, share stories of career progression within the organization, and provide clear pathways for growth.
Balance Transparency with Excitement: Keep candidates informed while continuously building enthusiasm for their new role. Include teasers about exciting projects, company milestones, or future opportunities.
Make the most of the work you did during fall recruitment
With candidates today expecting intentional engagement, a strong keep-warm strategy is no longer optional—it's essential. Invest in building trust and excitement with your new hires before day one. In doing so, you'll not only retain top talent but also foster long-lasting employee satisfaction and loyalty. By demonstrating genuine care for their experience and maintaining consistent, meaningful communication, companies can significantly reduce post-acceptance attrition and set the stage for a strong start.
