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Louise Fletcher penned her observations on how Conan O’Brien (in effect) resigned from NBC in How to Resign With Class.  It’s a great read.

As companies hiring talent are we doing everything we can during this event in our newly-hired candidate’s life?  Perhaps not.  I know I can do better.  Here are some of the questions I’m asking of myself and recruiting team:

• Do I tell the candidate who just signed my offer letter, “Now let me tell you about the next, hard part: resigning…”
• Do I tell said candidate the range of likely emotions they’ll feel when they notify their current employer of their impending departure?
• Do I ask said candidate if they have an idea of how they plan to start, steer the conversation?  If they haven’t, am I ready to coach them on how to resign with class?
• Do I “inoculate” said candidate against counter offers?  Yes, there are counters begin made – even in this market
• Do I call the new hire after (they said they were going to resign) and ask, “How did it go?”  Do I use this an an opportunity to affirm their decision to join your organization?
• Do I help my hiring manager get ready for the new hires first week at our company?   Can the new hire tell that our company thought through his/her start with us and they have no regrets in resigning from their former employer?

Most hiring managers and recruiters think they “have” a candidate once the offer letter is signed.  Wrong.  The next step is a huge opportunity that, if taken hold of, can make your hire not just a new contributor in but also a fan of your organization.