Priyanshi Poddar is the envy of her friends. Not due to the fact she’s operating for a startup set up via a well-known founder but because of the way she becomes welcomed when she prevalent the process offer.
Poddar, who’s part of the growth crew at CRED, a credit card management app focused on human beings with high credit score rankings (the company doesn’t accept as true within titles and roles), turned into surprised to obtain MacBook Air pc from the agency a week after pronouncing yes to the job. Two days before she joined paintings about a month ago, to her astonishment, Poddar determined that she had obtained a month’s earnings in advance. “Getting the salary in advance helped because I had moved cities,” says Poddar, 26, who moved to Bengaluru from Mumbai.
Rajat Kudtarkar, 25, and his dad and mom have been pleasantly startled whilst his new organization Sling Media, a customer generation agency growing clever TV solutions, sent a bouquet 3 days after he agreed to absorb the position of terra statistics engineer. “My mother became puzzled when she took the bouquet however then noticed the card with the enterprise’s name. The gesture placed them cozy due to the fact they had reservations about me quitting TCS. They felt this business enterprise could take exact care of me,” says Bengaluru-based Kudtarkar.
Innovative and a laugh on-boarding initiatives are given in maximum corporations, but now some are going a step similarly to woo candidates in spite of them accepting the process offer. It’s the extreme opposition for correct talent that’s forcing organizations to make sure candidates that they made the right desire.
Take Chennai-based Freshworks: While the ‘buddy’ programme is pretty popular amongst tech agencies to help integrate new personnel, Freshworks extends the programme even to the ones who have well-known the activity but are but to enroll in the business enterprise. For Aditi Chamaria, 28, inbound advertising expert (India Region) at Freshworks, having a pal from Freshworks to be in touch with even as serving months’ notice with her preceding employer, helped her now not most effective recognize the enterprise’s paintings subculture but additionally discover accommodation seeing that she became moving to the southern town from Kolkata. What additionally helped turned into gaining access to the company’s internal conversation channel on Facebook Workplace. “While I located the 3BHK flat thanks to the friend assigned to me, I discovered my flatmates, who are also colleagues, via the social institution on FB place of work even earlier than I joined,” says Chamaria, who has been with Freshworks for 12 months. She’s labored in two agencies in advance and says that the personal touch that Freshworks added became missing somewhere else.
This feel-precise aspect certainly instills self-assurance in the candidate. “These small gestures make you experience which you made an excellent preference,” says Vignesh N., senior statistics scientist with Sling Media, who joined the organization three months in the past. “I don’t think these gestures assist you to make the decision, but it sincerely makes you the experience you made the proper choice. You sense you’re a part of the agency even earlier than becoming a member of it,” he says.
On a lighter observe, Vignesh stocks that he had never received a bouquet in his existence until the company sent one. “My fiancé obtained the bouquet. Since I actually have flatmates, I idea it changed into for one in every one of them. She noticed it was addressed to me and looked at me quizzically. Thankfully, she read the be aware and didn’t expect I had a few admirers,” he says with amusing.
For a while now, Ved Prakash Dubey, vice-president of engineering, RiseSmart India, has been following the ‘keep the candidate warm’ coverage. He often calls to have a quick chat and test on the candidate, who’s but to join the organization. Since applicants usually speak to quite a few agencies, they’ll recall competing gives despite the fact that they have a familiar one.
“That’s after they observe different aspects of an employer like its subculture, work-life stability, and people. And that’s wherein pre on-boarding projects are available play. When the notice length is lengthy, 30 to 60 days, employers can leverage that time to work with the destiny talent in terms of work subculture and logo constructing,” he says.
CRED founder and director Kunal Shah (also co-founding father of Freecharge) says his organization has imbibed a “trust lifestyle”. Like his previous business enterprise, Shah determined to ship out MacBooks and income advances due to the fact “humans must experience the way of life even before they join. When we do these items, it creates the opposite trust. They can run away with it, no longer be part of, however, it has come about zero times,” he says.
At Sling Media, the pre-on-boarding engagement is a fairly recent addition. The Bengaluru-primarily based organization rolled out the initiatives when Veena Vinayak, Sling Media’s senior chief – human sources, joined the agency. Despite having an on-boarding manner, Vinayak felt it turned into vital to extend it to the one’s members who were yet to enroll in. “When you decide to sign up for a business enterprise, you continually wonder how your career goes to grow, whether or not you will match into the region and recognize the way of life. These are small gestures that cause the emotional connect, gives a feel of belonging and also a reason to sign up for the agency. If we appearance returned at our records, we’ve got had a hundred in keeping with cent joining ratio, in advance we did have drop out,” she says.
Every zone the company has activities. The latest one turned into innovation day, wherein invitations had been sent even to participants who were yet to join the employer. Kudtarkar will vouch for this. A day prior to joining, he attended the innovation day, on the invitation of his manager. “I turned into surprised due to the fact they took care of me even earlier than I joined,” he says.
A trend in the making
While no longer all corporations are making an investment in pre-on-boarding activities, it’s absolutely a trend that’s catching on. Shah believes that such tasks are going to be essential in obtaining extremely good expertise. “The distinction between notable and top expertise has increased now. This became no longer the case before. We are residing in a global in which excellent talent has limitless opportunities. In reality, most of the people who have joined CRED would get even higher salaries outside. But they selected us because of the subculture. All of them want to come back to a place in which they’re stimulated every day to come back to work. That’s what incredible expertise appears for,” he says.
Instead of viewing someone as an employee most effective whilst the person joins, possibly groups ought to keep in mind them as part of their workforce from the time they take delivery of the offer. “It’s a remember of notion. There is demand for superb talent, and this is one-way companies see to collect them,” says Dubey.
Kudtarkar isn’t always complaining. In truth, he will be watching for comparable treatment by means of different prospective employers. “This has, in reality, raised my expectation,” he chuckles.