The short answer
Between signing the contract and the first day of work, there's a period when candidates hear little and sometimes have doubts. Agreed contact moments, a clear point of contact, and practical information at the right time make that period manageable. This doesn't require an intensive program, but a clear structure that you establish in advance.
Bring one vacancy. In 30 minutes, we discuss where your recruitment is getting stuck, which approach could fit and your recruitment fee.
The vulnerable period after the offer
After an accepted offer, active contact often stops for many employers. The candidate is still with their previous employer, has questions about starting, and hears nothing. This silence feels uncomfortable. Not because candidates doubt their choice, but because uncertainty about practical matters creates tension. A simple structure prevents that.
A calendar with four fixed touchpoints
Work with four contact moments between offer and start:
- Day 1 after signing – confirm the start date, name the point of contact, and send any necessary forms.
- Week 2 – a brief message: is there anything they want to know or arrange?
- Two weeks before start – practical information: parking, dress code, first-day schedule.
- Day before start – a short welcome message from the direct colleague or manager.
Fictional example: new work planner
Emma signs on June 3rd. On June 4th, the recruiter sends a confirmation with the name of her future manager. On June 10th, that same manager asks via app if she has any questions. On June 17th, she receives an overview of her first day. On June 30th, the day before she starts, a colleague sends a short message. Emma starts on July 1st with no open questions.
What Red Rocket does and doesn't do in this process
Red Rocket supports the recruitment process up to and including the match. You, as the employer or recruiter, set up the preboarding structure yourself: who the point of contact is, which messages are sent when, and how you record that. Whether and how this runs through a system is an implementation question you discuss in advance. The responsibility for contact lies with you.
Start with one agreement
Internally agree on who the point of contact is and when the four moments will take place. Write that down. Nothing more is needed to start. If you want to know how Red Rocket organises the recruitment process up to the match, schedule a meeting and also review the UWV insights on onboarding and a good start for practical background.
Frequently asked questions
How often should I make contact without being pushy?
Four planned moments over a period of four to six weeks is sufficient. More is not better. Ensure each message adds something practical; then it feels useful rather than controlling.
What if the candidate doesn't respond to a message?
No response is not an alarm signal. Send one friendly follow-up if you don't hear back on a question. Don't push. If someone genuinely has doubts, they usually say so themselves.
Do I need to record preboarding in a system?
That depends on your organisation. A shared document or a calendar appointment works for small teams. Whether a system that links to your recruitment process is available is an implementation question you discuss with Red Rocket.
