The quiet period between acceptance and day one is where
excitement can dip and doubts creep in.
In the UK, this matters. The CIPD Resourcing and Talent
Planning 2024 report found that 27 per cent of employers saw new
hires fail to turn up on day one, and 41 per cent said new recruits
resigned within the first 12 weeks.
It also noted that 27 per cent of the candidates’ encountered
counteroffers or dropouts after acceptance. Pre-start contact and a clear plan
are your best defence.
Counteroffers remain common.
The CIPD Labour Market Outlook showed four in ten UK
employers used counteroffers in the previous year, rising to 58 per
cent in London. A steady, personal pre-start experience reduces the
temptation to reverse course.
From acceptance to start date, Make pre-start personal and straightforward.
- Send
a same-day congratulations once the contract is signed. Confirm start
date, where to be, what time, who to meet first, and what the first week
will look like.
- Share
a one-page first week plan so your new hire can picture success.
- Arrange
a short welcome call with the manager and a buddy.
- Ship
kit and set up accounts early where possible.
- Keep
a weekly touch point until day one. The CIPD emphasises the importance of
engaging candidates throughout the entire process and strengthening
induction to ensure new hires perform at their best.
Why this reduces reneges and “quiet” parallel processes
Regular contact, clear expectations and visible support close the gap that
counteroffers exploit. UK employers are using counteroffers at scale, so your
calm pre-start rhythm is a real advantage.
Day one and week one - Keep it human and useful
- Start
with people and purpose. Explain how the role creates value.
- Cover
the basics that unlock progress. Where work lives, how decisions are made,
how to get help, what good looks like.
- Plan
short sessions rather than long induction marathons.
- Give
one meaningful task for week one with a clear definition of done.
- Close
the week with a short review and next steps.
The first 30, 60 and 90 days - Make progress visible
and remove surprises
- 30
days: confirm responsibilities, outcomes and how success will be measured.
- 60
days: deepen context. Pair up on a larger project and demo the result.
- 90
days: review progress, agree on the following skills to build and set the
next quarter plan.
Onboarding is not a box-ticking exercise, and it does not
begin on day one. It starts the moment someone says yes. From that point,
every step you take either builds trust or creates doubt.
Keep the promises you made during the hiring process, stay
close through the pre-start period, and provide people with the tools and
clarity they need in those crucial first weeks.
Do that well and you cut the risk of counteroffers, dropouts,
and early leavers, while giving your new hire the best chance to succeed. In a
market where talent is hard won, that makes all the difference.
