After your candidates have made it through the interview or screening process, you may want to bring them in for a ‘day in the life’ to give them a firsthand look at what they’ll be doing each day. This is especially useful for new entrants into the sector. Let them spend a few hours working with potential team members and, if appropriate, clients and enable them to ask questions and provide feedback. This can be done with individual candidates or groups of candidates.
This may seem like a big investment of time but such an approach can assist in reducing quick turnover. It enables new entrants to assess what they are committing to and is also an excellent way for clients and existing staff to ‘check out’ the new applicants and provide feedback on organisational ‘fit’ of the applicant.