Hi All,
Am working as a recruiter in a small growing company. The problem faced by me often is candidate drop out which usually happens at the very last moment of their time to join the company. Could anyone help me with suggestions to tackle this issue as my incentives will be based on the candidates joining the company.
Thanks
Elizabeth
From India, Trivandrum
Am working as a recruiter in a small growing company. The problem faced by me often is candidate drop out which usually happens at the very last moment of their time to join the company. Could anyone help me with suggestions to tackle this issue as my incentives will be based on the candidates joining the company.
Thanks
Elizabeth
From India, Trivandrum
Hy Elizabeth,
Greetings !
We are also in the same industry and also has faced this issue. After lot of discussion and advises with many experienced professional we came to conclusion that we need to improve our sourcing and initial screening. And one more factor which should be given inportance is time between initial screening and joining, the lesser the time the lesser is the chances of candidates rejecting the offers.
Regards
Anurag
From United Kingdom
3Greetings !
We are also in the same industry and also has faced this issue. After lot of discussion and advises with many experienced professional we came to conclusion that we need to improve our sourcing and initial screening. And one more factor which should be given inportance is time between initial screening and joining, the lesser the time the lesser is the chances of candidates rejecting the offers.
Regards
Anurag
From United Kingdom
Thanks for your valuable suggestion Anurag..
For a particular requirement, i tried different methods and shortlisted candidates having lesser notice period but still before 1 or 2 days of their joining they backed out.
Offered candidates had genuine reasons too for looking for change and they seemed to be very interested on the psoition and were promising...
Can u suggest some other ways to tackle the issue..
From India, Trivandrum
For a particular requirement, i tried different methods and shortlisted candidates having lesser notice period but still before 1 or 2 days of their joining they backed out.
Offered candidates had genuine reasons too for looking for change and they seemed to be very interested on the psoition and were promising...
Can u suggest some other ways to tackle the issue..
From India, Trivandrum
Dear Team,
I have followed a practice,Like if candidate get selected and ready to join,I ask him to send a confirmation mail from his personal mail ID along with his Scanned ID proof for Offer letter also ask them to mention their TDOJ.It brings him a bit sense of responsiblity and most effective point is that if candidate is double minded he wont forward mail and this will help you to find a guess thus you can take a back up of more candidates.
It doesnt work 100% but backout has become lesser as earlier it was 7 out of 10 and now its 4.5 out of 10 and also dont break communication with shortlisted candidates.Lack of conversation leads them to some other options.
All the Best !!!!!
From India, Mohali
I have followed a practice,Like if candidate get selected and ready to join,I ask him to send a confirmation mail from his personal mail ID along with his Scanned ID proof for Offer letter also ask them to mention their TDOJ.It brings him a bit sense of responsiblity and most effective point is that if candidate is double minded he wont forward mail and this will help you to find a guess thus you can take a back up of more candidates.
It doesnt work 100% but backout has become lesser as earlier it was 7 out of 10 and now its 4.5 out of 10 and also dont break communication with shortlisted candidates.Lack of conversation leads them to some other options.
All the Best !!!!!
From India, Mohali
Elizabeth,
This subject has been discussed many many many times here on CiteHR, as it is a perennial problem.
Please use the research box at the top of the page to refer back to previous threads with suggestions of ways to mitigate this problem.
Also refer to the Similar Topics sidebar on the right hand side of this page. ------------------------------------------>
You will not eliminate the problem, but a complete overall of your recruitment and selection processes, to ensure you get the right candidates, will go a long way towards mitigating it.
From Australia, Melbourne
This subject has been discussed many many many times here on CiteHR, as it is a perennial problem.
Please use the research box at the top of the page to refer back to previous threads with suggestions of ways to mitigate this problem.
Also refer to the Similar Topics sidebar on the right hand side of this page. ------------------------------------------>
You will not eliminate the problem, but a complete overall of your recruitment and selection processes, to ensure you get the right candidates, will go a long way towards mitigating it.
From Australia, Melbourne
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