Recruiting is an everyday job for me and many other hiring leaders like me.
I see candidates clearing interviews, negotiating offers, accepting offers, completing H1B processing in premium, providing a joining date, and then sending an email two days before the joining date to inform that they are joining another company.
Dear candidates, all this comes at a cost - the cost of losing trust with hiring managers and the company, the cost of wasted time for not selecting other deserving candidates who could have joined us, the hours spent on interviews, writing feedback, and making hiring decisions, obtaining approval from management, collaborating with lawyers for H1B premium processing, coordinating with IT and other departments for onboarding, and planning projects for you.
Bottom line: please refrain from accepting an offer if you do not intend to join. It is neither professional nor ethical.
From India, Bengaluru
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I see candidates clearing interviews, negotiating offers, accepting offers, completing H1B processing in premium, providing a joining date, and then sending an email two days before the joining date to inform that they are joining another company.
Dear candidates, all this comes at a cost - the cost of losing trust with hiring managers and the company, the cost of wasted time for not selecting other deserving candidates who could have joined us, the hours spent on interviews, writing feedback, and making hiring decisions, obtaining approval from management, collaborating with lawyers for H1B premium processing, coordinating with IT and other departments for onboarding, and planning projects for you.
Bottom line: please refrain from accepting an offer if you do not intend to join. It is neither professional nor ethical.
From India, Bengaluru
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Well, I understand your pain, but you have not mentioned anything that truly matters to the candidate.
Why would he bother with your 'Trust', cost, or any of those factors when he believes he will not meet or need you again?
I am curious about what you have done to prevent it.
From India, Mumbai
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2498Why would he bother with your 'Trust', cost, or any of those factors when he believes he will not meet or need you again?
I am curious about what you have done to prevent it.
From India, Mumbai
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Go back to basics and do a complete review of your recruitment policy. Poor recruitment is a significant reason for high attrition rates. Your policy is obviously lacking in many areas.
I have posted many times in this forum on recruitment. Please use the search facility to find my posts.
No organization can hope to succeed without a comprehensive and robust recruitment policy in place, and with every staff member on board and consistently following it to the letter. Make no mistake, this stuff works. I proved it time and time again during my working life, particularly in cutting attrition and recruiting long-term employees.
Allied to recruitment is, of course, salary, entitlements, and how you treat the staff. If those things are lacking, then you are doomed. People have got to WANT to work for your organization and to know they will be treated well.
From Australia, Melbourne
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I have posted many times in this forum on recruitment. Please use the search facility to find my posts.
No organization can hope to succeed without a comprehensive and robust recruitment policy in place, and with every staff member on board and consistently following it to the letter. Make no mistake, this stuff works. I proved it time and time again during my working life, particularly in cutting attrition and recruiting long-term employees.
Allied to recruitment is, of course, salary, entitlements, and how you treat the staff. If those things are lacking, then you are doomed. People have got to WANT to work for your organization and to know they will be treated well.
From Australia, Melbourne
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Recruitment Policy.doc
Recruitment-sel ection-policy.p df