How do the HR of a company take the rejection of the candidate. After conducting so many rounds of interview and after offering the offer letter to candidate, the candidate rejects the Offer. Why dont the HR understand that the candidate also has a right to reject the offer and take it positively and move on with the next candidate in order of merit.
Whenever a candidate attends the interview in a company, the HR is not under any obligation to explain to candidate the rejection reasons, similarly when the Candidate rejects the Offer the HR should take it constructively and move on further.
What is the view of the learned intellectuals here.
Regards
15/06/2015
From India, Madras
113Whenever a candidate attends the interview in a company, the HR is not under any obligation to explain to candidate the rejection reasons, similarly when the Candidate rejects the Offer the HR should take it constructively and move on further.
What is the view of the learned intellectuals here.
Regards
15/06/2015
From India, Madras
Why should HR take refusal badly?
It is the right of a candidate to accept or reject the offered job.
As a matter of fact,HR should try and understand reasons for candidates refusing job offers.
That could indicate that market reputation needs a review.
From India, Pune
It is the right of a candidate to accept or reject the offered job.
As a matter of fact,HR should try and understand reasons for candidates refusing job offers.
That could indicate that market reputation needs a review.
From India, Pune
It takes a lot of hard work both for the organization and the right candidate to come together.
The candidate have every right to question the organization about not selecting him/her. It is another story that most organizations don't give a valid or true answer. They might tell the candidate the loopholes or other things.
Similarly, the organization when finds the right candidate and projects that this candidate can take the company to a higher level feels accomplished when the interview process gets over. But when the candidate rejects, the HR or the department feels that it has to do the processes all over again which is a waste of time and sometimes money for them. The organization can ask the candidate the reason for not joining, but it can never force the candidate into joining.
From India, Delhi
The candidate have every right to question the organization about not selecting him/her. It is another story that most organizations don't give a valid or true answer. They might tell the candidate the loopholes or other things.
Similarly, the organization when finds the right candidate and projects that this candidate can take the company to a higher level feels accomplished when the interview process gets over. But when the candidate rejects, the HR or the department feels that it has to do the processes all over again which is a waste of time and sometimes money for them. The organization can ask the candidate the reason for not joining, but it can never force the candidate into joining.
From India, Delhi
Why should HR take refusal badly? Happened with me. One HR was calling me unprofessional when i rejected the offer of the company. Will you provide some inputs to the HR? I will provide his email ID.
From India, Madras
From India, Madras
""One HR was calling me unprofessional when i rejected the offer of the company. ""
Recruitment is a painstaking process and lot of thought and effort goes into it for getting the right candidate for the right job.
So when candidate rejects,there is a sense of disappoinment and realisation that work has to be done allover again.
Therefore some HR professional may not be professional enough to realise that this are professional hazards.
No point telling him.her anything.
Move on with your career.
From India, Pune
Recruitment is a painstaking process and lot of thought and effort goes into it for getting the right candidate for the right job.
So when candidate rejects,there is a sense of disappoinment and realisation that work has to be done allover again.
Therefore some HR professional may not be professional enough to realise that this are professional hazards.
No point telling him.her anything.
Move on with your career.
From India, Pune
Hello KRavi,
Are we seeing your participation in CiteHR after a long time....OR did I miss any of your postings? :-)
Coming to your query, just because 'one HR' passed unsavoury remarks doesn't mean that he/she is right.
Suggest just follow--in the reverse--what you yourself mentioned 'Candidate rejects the Offer the HR should take it constructively and move on further'.
For all you know, he/she COULD have been under severe pressure [not all can take recruitment pressures & I have seen quite a few adopting shortcuts too, just as some candidates take shortcuts to land in a job]. OR he/she COULD be a newbie in this field.
Just ignore his/her comments giving him/her the Benefit of Doubt & MOVE ON.
In case he/she starts to pester beyond a point, politely inform that you intend to complain to the Company Head IF the calls don't stop....whoever it may be.....IF his/her calls don't stop. That should resolve the issue.
Rgds,
TS
From India, Hyderabad
Are we seeing your participation in CiteHR after a long time....OR did I miss any of your postings? :-)
Coming to your query, just because 'one HR' passed unsavoury remarks doesn't mean that he/she is right.
Suggest just follow--in the reverse--what you yourself mentioned 'Candidate rejects the Offer the HR should take it constructively and move on further'.
For all you know, he/she COULD have been under severe pressure [not all can take recruitment pressures & I have seen quite a few adopting shortcuts too, just as some candidates take shortcuts to land in a job]. OR he/she COULD be a newbie in this field.
Just ignore his/her comments giving him/her the Benefit of Doubt & MOVE ON.
In case he/she starts to pester beyond a point, politely inform that you intend to complain to the Company Head IF the calls don't stop....whoever it may be.....IF his/her calls don't stop. That should resolve the issue.
Rgds,
TS
From India, Hyderabad
Hi Taj Sateesh,
Thanks for remembering me, its surely after a long time I am posting. Now the interface and everything has changed. Was too busy with career and job did not even get time to visit this site. The issue with this particular company was that I was called for total 5 times from start till end and before offering me offer they took photocopies of my documents passport , voter id, certificates of education and experience, bank statement, payslips etc and verified it with originals. I also asked them for what they need, they told for verification purposes, I didnt get the point when the candidate hasnt accepted the offer, when salary has not been discussed with the candidate why is there any need for verification of documents.
Only after sumbitting of documents they discussed about CTC and that too the final offer is given on Phone and I was asked to confirm to the offer so that they can move on. Isnt the company supposed to issue an Offer letter on letterhead of the organisation with the terms mentioned that if you fail to convey acceptance within 2 -3 days this offer will be treated as withdrawn. Guess now HR s are not taking pain of printing offer letters also its observed that they are not disclosing the split CTC in offer letter. In citehr itself we have seen instances of candidates mentioning that while offering ctc structure shown was different and in appointment letter its different. So I feel that a company if it has decided to offer job to a candidate they should offer it in letterhead with detailed breakup of CTC and provide sufficient time to candidate for taking a decision and also have an open mind that an offer can either be refused or accepted. Some candidates even accept the offer , resign and during notice period itself they get another good offer and join it, the candidates are looking for best offers, atleast I informed them that I would be unable to accept the offer in begining itself just on the telephonic offer conveyed to me, without even getting the offer on letterhead.
From India, Madras
Thanks for remembering me, its surely after a long time I am posting. Now the interface and everything has changed. Was too busy with career and job did not even get time to visit this site. The issue with this particular company was that I was called for total 5 times from start till end and before offering me offer they took photocopies of my documents passport , voter id, certificates of education and experience, bank statement, payslips etc and verified it with originals. I also asked them for what they need, they told for verification purposes, I didnt get the point when the candidate hasnt accepted the offer, when salary has not been discussed with the candidate why is there any need for verification of documents.
Only after sumbitting of documents they discussed about CTC and that too the final offer is given on Phone and I was asked to confirm to the offer so that they can move on. Isnt the company supposed to issue an Offer letter on letterhead of the organisation with the terms mentioned that if you fail to convey acceptance within 2 -3 days this offer will be treated as withdrawn. Guess now HR s are not taking pain of printing offer letters also its observed that they are not disclosing the split CTC in offer letter. In citehr itself we have seen instances of candidates mentioning that while offering ctc structure shown was different and in appointment letter its different. So I feel that a company if it has decided to offer job to a candidate they should offer it in letterhead with detailed breakup of CTC and provide sufficient time to candidate for taking a decision and also have an open mind that an offer can either be refused or accepted. Some candidates even accept the offer , resign and during notice period itself they get another good offer and join it, the candidates are looking for best offers, atleast I informed them that I would be unable to accept the offer in begining itself just on the telephonic offer conveyed to me, without even getting the offer on letterhead.
From India, Madras
Hello KRavi,
A few of areas/steps where YOU misjudged or rather acted imprudently.
1] You aren't a fresher who may not know the general process of hiring. When the HR asked for the Certificates/Docs WITHOUT even discussing anything about the CTC, you ought to have flagged it without hesitation.
Asking for Salary & ID Proofs is understandable in Hiring, but pl note that the other Docs are your PERSONAL Docs & aren't to be distributed like pamphlets. In today's world, anything & everything CAN be misused & there's no point in blaming the 'other guy' when we ought to have been cautious.
I guess you made some 'assumptions'.
2] One 'possibility' that they jumped the gun.....so to say....of going ahead for Docs verification without CTC discussions COULD be your body language during the I/Vs. They MAY have misjudged too.....that you are serious & are 'likely' to accept anything & whatever is Offered.
3] Reg your remarks about 'Offer letter on letterhead' issue, there are 2 sides to this coin too. Many Companies have now stopped issuing Offers on Letterheads....only sending a formal mail from the official ID to put things in-writing. And that too WITHOUT any figures being mentioned.....THANKS to many unscrupulous candidates who misuse the Offers to negotiate with other Companies. Like for any situation, it takes TWO to tango I guess.
When you mention "Some candidates even accept the offer, resign and during notice period itself they get another good offer and join it", you THINK of ONLY YOUR interest without any concern about the Organization where you have committed. never mind even IF the Company's plans go kaput & down the tube due to the backing-out of the candidate.
And I don't think it's fair to crib/complain when the Company takes care of their interest in the way THEY deem fit.
Since we are on this point that mainly deals with personal ethics rather than money [howsoever one may ice/project it as], just thought this could be of interest to you:
Recruiters report rising trend of CXOs, top-level managers pulling out of job offers in last lap - The Economic Times
At the EoD, there's a price to be paid for anything one does [There's no Free Lunch in life] & the price for such acts would surely be more costly in the long run....especially in today's networked world, it doesn't take long for the word to pass around about the ethics of someone in the relevant circles.
Just learn from this incident & MOVE ON....
All the Best.
Rgds,
TS
From India, Hyderabad
A few of areas/steps where YOU misjudged or rather acted imprudently.
1] You aren't a fresher who may not know the general process of hiring. When the HR asked for the Certificates/Docs WITHOUT even discussing anything about the CTC, you ought to have flagged it without hesitation.
Asking for Salary & ID Proofs is understandable in Hiring, but pl note that the other Docs are your PERSONAL Docs & aren't to be distributed like pamphlets. In today's world, anything & everything CAN be misused & there's no point in blaming the 'other guy' when we ought to have been cautious.
I guess you made some 'assumptions'.
2] One 'possibility' that they jumped the gun.....so to say....of going ahead for Docs verification without CTC discussions COULD be your body language during the I/Vs. They MAY have misjudged too.....that you are serious & are 'likely' to accept anything & whatever is Offered.
3] Reg your remarks about 'Offer letter on letterhead' issue, there are 2 sides to this coin too. Many Companies have now stopped issuing Offers on Letterheads....only sending a formal mail from the official ID to put things in-writing. And that too WITHOUT any figures being mentioned.....THANKS to many unscrupulous candidates who misuse the Offers to negotiate with other Companies. Like for any situation, it takes TWO to tango I guess.
When you mention "Some candidates even accept the offer, resign and during notice period itself they get another good offer and join it", you THINK of ONLY YOUR interest without any concern about the Organization where you have committed. never mind even IF the Company's plans go kaput & down the tube due to the backing-out of the candidate.
And I don't think it's fair to crib/complain when the Company takes care of their interest in the way THEY deem fit.
Since we are on this point that mainly deals with personal ethics rather than money [howsoever one may ice/project it as], just thought this could be of interest to you:
Recruiters report rising trend of CXOs, top-level managers pulling out of job offers in last lap - The Economic Times
At the EoD, there's a price to be paid for anything one does [There's no Free Lunch in life] & the price for such acts would surely be more costly in the long run....especially in today's networked world, it doesn't take long for the word to pass around about the ethics of someone in the relevant circles.
Just learn from this incident & MOVE ON....
All the Best.
Rgds,
TS
From India, Hyderabad
Dear Satish,
That is very apt reply, when i mentioned the verification of documents to my sister she raised a red flag. I also got alarmed by the copies of documents & PDC (Post dated cheques) which they demanded. Luckily I did not submit the PDC as they told while accepting offer I have to submit PDC and also i was not ready to submit any PDC.
Guess we all learn from experience, as this was my first interview after a period of 4 years I was into the assumption that things might have changed and now HR do works like this by doing the background verification before offering the job and hence are collecting documents.
Still I feel that a company should offer a candidate based on merit on the letter head which states its intent that it has found a candidate suitable of employment in their organisation, and not just convey the offer on phone as we never know when the amounts can be manipulated by candidate / or company.
I had the whole freedom of telling the organisation to offer me on letterhead and then taken my own time for rejection. But since I did not want to waste my & their time I just refused based on their verbal offer.
As a HR if you have trust in the candidate and have confidence in their skills then offer them on letterhead. Whether the candidate accepts or rejects its his purview. Also whether the candidate negotiates with his company for high ctc also that is not the purview of the company which offered the candidate. Here on a very highly ethical basis to maintain harmonious relations amongst all HR s in the industry, the company HR where the candidate is working should refuse to increase the salary whenever a candidate submits a high ctc offer. This is an ethics which on part of HR is to be followed. But since every HR looks at benefit of his own company rather than the benefit of whole HR fraternity and to be true to his current job rather than to his profession. This is a very different view point which i put. If all HR decide that there wont be raising of CTC based on counter offers, then the companies can offer on letterhead very well. This I will put it as lacuna on part of the HR fraternity and not on part of candidate.
.
From India, Madras
That is very apt reply, when i mentioned the verification of documents to my sister she raised a red flag. I also got alarmed by the copies of documents & PDC (Post dated cheques) which they demanded. Luckily I did not submit the PDC as they told while accepting offer I have to submit PDC and also i was not ready to submit any PDC.
Guess we all learn from experience, as this was my first interview after a period of 4 years I was into the assumption that things might have changed and now HR do works like this by doing the background verification before offering the job and hence are collecting documents.
Still I feel that a company should offer a candidate based on merit on the letter head which states its intent that it has found a candidate suitable of employment in their organisation, and not just convey the offer on phone as we never know when the amounts can be manipulated by candidate / or company.
I had the whole freedom of telling the organisation to offer me on letterhead and then taken my own time for rejection. But since I did not want to waste my & their time I just refused based on their verbal offer.
As a HR if you have trust in the candidate and have confidence in their skills then offer them on letterhead. Whether the candidate accepts or rejects its his purview. Also whether the candidate negotiates with his company for high ctc also that is not the purview of the company which offered the candidate. Here on a very highly ethical basis to maintain harmonious relations amongst all HR s in the industry, the company HR where the candidate is working should refuse to increase the salary whenever a candidate submits a high ctc offer. This is an ethics which on part of HR is to be followed. But since every HR looks at benefit of his own company rather than the benefit of whole HR fraternity and to be true to his current job rather than to his profession. This is a very different view point which i put. If all HR decide that there wont be raising of CTC based on counter offers, then the companies can offer on letterhead very well. This I will put it as lacuna on part of the HR fraternity and not on part of candidate.
.
From India, Madras
Hello KRavi,
You never mentioned about the PDC earlier.
Going by this new piece of info, MOST LIKELY, this Company must be having a lousy work culture & must have had a history of guys leaving as soon as they join. Else there's no reason for steps like PDCs, etc [Some Companies hold Originals].
Rather than looking within--as to what's wrong within the Organization that such experiences are repeating & making attempts to correct--they tend to cover-up their faultlines & try to 'trap' candidates to ensure they stay longer...irrespective of whether he/she is productive or not. A typical characteristic of those who ALWAYS 'think' the fault lies with others.
Like the Saying goes: All that happens, happens for our Good.
Just forget this incident [but NOT the lesson learnt] & Move On.
All the Best.
Rgds,
TS
From India, Hyderabad
You never mentioned about the PDC earlier.
Going by this new piece of info, MOST LIKELY, this Company must be having a lousy work culture & must have had a history of guys leaving as soon as they join. Else there's no reason for steps like PDCs, etc [Some Companies hold Originals].
Rather than looking within--as to what's wrong within the Organization that such experiences are repeating & making attempts to correct--they tend to cover-up their faultlines & try to 'trap' candidates to ensure they stay longer...irrespective of whether he/she is productive or not. A typical characteristic of those who ALWAYS 'think' the fault lies with others.
Like the Saying goes: All that happens, happens for our Good.
Just forget this incident [but NOT the lesson learnt] & Move On.
All the Best.
Rgds,
TS
From India, Hyderabad
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