Hi !
Those who are looking after recruitment function, must have faced the problem of candidates deserting after receiving the offer letter. What is the severity of problem you face? Say, out of 10 offers made, how many do not turn up again? Has it something to do with level in structure?
Let us share views and try to find some way out of it. Or atleast make out some way to identify signs of such candidates.
I have this problem in 4 out of 10 candidates. That too at the senior level (Managers).
While analysing the cases, I found no similarities except that most of them came through Placement agencies.
While introspecting I found following:
We did two level of screening of applications for suitability.
We gave introduction of organisation through placement agency and personally over phone.
The interviews went well. Administrative part like attending the candidates and greeting were done well.
There was not too much of time between preliminary interview and final interview (10 days or so)
The candidates were not pressed much for salary negotiation (except a few, their expected salary was offered)
Offer letter was released within one week of final interview.
Date of joining advised was 1 month from issuance of offer letter.
In your view what can go wrong? Do you face the same problem? How you cope with such things? Any suggestions?
Thanks !
Hiten
From India, New Delhi
29Those who are looking after recruitment function, must have faced the problem of candidates deserting after receiving the offer letter. What is the severity of problem you face? Say, out of 10 offers made, how many do not turn up again? Has it something to do with level in structure?
Let us share views and try to find some way out of it. Or atleast make out some way to identify signs of such candidates.
I have this problem in 4 out of 10 candidates. That too at the senior level (Managers).
While analysing the cases, I found no similarities except that most of them came through Placement agencies.
While introspecting I found following:
We did two level of screening of applications for suitability.
We gave introduction of organisation through placement agency and personally over phone.
The interviews went well. Administrative part like attending the candidates and greeting were done well.
There was not too much of time between preliminary interview and final interview (10 days or so)
The candidates were not pressed much for salary negotiation (except a few, their expected salary was offered)
Offer letter was released within one week of final interview.
Date of joining advised was 1 month from issuance of offer letter.
In your view what can go wrong? Do you face the same problem? How you cope with such things? Any suggestions?
Thanks !
Hiten
From India, New Delhi
Hi Hiten...
very true. Practicaly seeing its very true. many times we use to observe that candidates are not turning up after receiving the offer letter. They use to show their offers in existing organisations & manage to get reasonable hikes there.
To a big extent we can't do much about this, but what we can do is to have a talk with the candidate at the time of issuing the offer letter & can discuss with him/her that this is realy a ill practice & one should not follow this. Rest depends upon the moralty of the person.
Regards,
Vikas asisht
From India, New Delhi
very true. Practicaly seeing its very true. many times we use to observe that candidates are not turning up after receiving the offer letter. They use to show their offers in existing organisations & manage to get reasonable hikes there.
To a big extent we can't do much about this, but what we can do is to have a talk with the candidate at the time of issuing the offer letter & can discuss with him/her that this is realy a ill practice & one should not follow this. Rest depends upon the moralty of the person.
Regards,
Vikas asisht
From India, New Delhi
Dear Hiten,
Greetings!
1. When the Candidate comes for Interview give them the Clear Job Profile of what he is supposed to do, to whom he has to report and at the final stage discuss about the package.
When issue Offer Letter, mention just the designation and not abt package, profile etc.,
After joining the company give the Package details.
2. Or just give ur acceptance through mail, after joining the company give the offer letter and the appointment letter.
Rgds,
John N
From India, Madras
Greetings!
1. When the Candidate comes for Interview give them the Clear Job Profile of what he is supposed to do, to whom he has to report and at the final stage discuss about the package.
When issue Offer Letter, mention just the designation and not abt package, profile etc.,
After joining the company give the Package details.
2. Or just give ur acceptance through mail, after joining the company give the offer letter and the appointment letter.
Rgds,
John N
From India, Madras
hi Hiten,
This is often the problem which recruiter's face. The only thing the recruiter needs to do after the candidate has joined is to followup with the candidates on a regul;ar basis to assess if there are any changes in the plan of the candidates.
WE might have to be good in assessing if the candidate is hunting for a job change and the reasons "like if he is trying to negoitiate with his current employer for appraisals and or if he is checking out various offers from different companies". If a recruiter can gauge the genunity of the candidates ("rather thier intentions") who are being shortlisted.
I guess this is a difficult job, in certain situations, when you are doing recruitments in bulk.
But ideally, you need to plan for a fall out of shortlisted candidates and
then recruit.
Vijay
From India, Hyderabad
This is often the problem which recruiter's face. The only thing the recruiter needs to do after the candidate has joined is to followup with the candidates on a regul;ar basis to assess if there are any changes in the plan of the candidates.
WE might have to be good in assessing if the candidate is hunting for a job change and the reasons "like if he is trying to negoitiate with his current employer for appraisals and or if he is checking out various offers from different companies". If a recruiter can gauge the genunity of the candidates ("rather thier intentions") who are being shortlisted.
I guess this is a difficult job, in certain situations, when you are doing recruitments in bulk.
But ideally, you need to plan for a fall out of shortlisted candidates and
then recruit.
Vijay
From India, Hyderabad
In our company, we have stopped issuing offer letters, but if the candidate insists on that, then we do not mention the amount or pkg in it we just say that we are pleased to appoint you on so n so post n ur pkg is AS DISCUSSED.
This doesnt help them to go out & negotiate with other cos.
Deepa
This doesnt help them to go out & negotiate with other cos.
Deepa
Thank you friends !
My frustration has reduced after knowing there are others as well facing the same problem. :(
Well, for small and medium sized companies it is not easy to have a back up candidates. Even if we have back up candidates, it eats our time by 1.5 to 2 months. And if we reach back the 2nd rank candidate after say 1 month, he definitely feels shaky.
Anyways, the problem we face has many dimensions - social, economical, psychological....
But the bottom line is that we have to face it.
Best of Luck to all of you out there searching for talent.
Thanks !
Hiten
From India, New Delhi
My frustration has reduced after knowing there are others as well facing the same problem. :(
Well, for small and medium sized companies it is not easy to have a back up candidates. Even if we have back up candidates, it eats our time by 1.5 to 2 months. And if we reach back the 2nd rank candidate after say 1 month, he definitely feels shaky.
Anyways, the problem we face has many dimensions - social, economical, psychological....
But the bottom line is that we have to face it.
Best of Luck to all of you out there searching for talent.
Thanks !
Hiten
From India, New Delhi
Dear Mr Hiten
Greetings for the day!
I believe we all are on the same boat when it comes to this particular problem :). Some members have already put forward some useful tips .I would just like to add a few points to the same.
Some candidates give us calls twice or thrice a day once they are informed they have been shortlisted for a particular position ,asking for their offer letter.These are the candidates who are most likely to misuse the offer letter.They come up with the story(rarely the truth) that they cannot put down their papers until and unless they have the offer letter in hand. In such a situation we issue these candidates an Offer letter with only the CTC figure but not the break-up.
In case of a senior candidate we cannot refuse an offer letter but in case of entry level candidates at times we do not issue an appointment letter and as has been rightly pointed out by one of our friends ,we directly issue them the appointment letter.
Moreover after facing the music from the management for last minute drop outs for a quite a number of times:( now I try to negotiate with the notice period as much as possible.The sooner is the joining date the lesser is the chance of dropout(not true in all the cases though).As the saying goes"hit the iron when it is hot"
I hope this makes sense to you
From India, Pune
Greetings for the day!
I believe we all are on the same boat when it comes to this particular problem :). Some members have already put forward some useful tips .I would just like to add a few points to the same.
Some candidates give us calls twice or thrice a day once they are informed they have been shortlisted for a particular position ,asking for their offer letter.These are the candidates who are most likely to misuse the offer letter.They come up with the story(rarely the truth) that they cannot put down their papers until and unless they have the offer letter in hand. In such a situation we issue these candidates an Offer letter with only the CTC figure but not the break-up.
In case of a senior candidate we cannot refuse an offer letter but in case of entry level candidates at times we do not issue an appointment letter and as has been rightly pointed out by one of our friends ,we directly issue them the appointment letter.
Moreover after facing the music from the management for last minute drop outs for a quite a number of times:( now I try to negotiate with the notice period as much as possible.The sooner is the joining date the lesser is the chance of dropout(not true in all the cases though).As the saying goes"hit the iron when it is hot"
I hope this makes sense to you
From India, Pune
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