hi,
The problem you are facing is normal one as you should know that nowdays competition has been touching peeks so you should be prepared for that. When you gave offer letter to few people you must have selected few more people than the required one example id u need 2 sr soft eng u must select 4 people so that if either of 1 back up u stil have replacements to go. So dont loose hope it is a part of game, so the show must go on quickly interview few more candidates and get ur positions closed and one thing more you should see that candidates with short notice time period of 15 maximum 20 days shud be shortlisted.
All the best for your joinings... take care
From India, Delhi
2The problem you are facing is normal one as you should know that nowdays competition has been touching peeks so you should be prepared for that. When you gave offer letter to few people you must have selected few more people than the required one example id u need 2 sr soft eng u must select 4 people so that if either of 1 back up u stil have replacements to go. So dont loose hope it is a part of game, so the show must go on quickly interview few more candidates and get ur positions closed and one thing more you should see that candidates with short notice time period of 15 maximum 20 days shud be shortlisted.
All the best for your joinings... take care
From India, Delhi
‘Offer decline’, ‘no shows’, ‘run away’ are major challenges for any Organization today, be it tier 1 or tier 3. I have worked very closely with IBM and the above said cases did happen with the same too though being one of the best employers in the globe.
Such cases could be avoided by probing more into the interest of the resource who is proposing himself for a job opportunity. Today’s IT industry being so dynamic its highly challenging for any recruiter to get the right resource and in a pressure to deliver they do not probe much or I wud say right kind of validation is not being done, which is one of the reasons for such cases. As one of the members have listed most of the reasons and the rest being beyond our control, I wud only recommend to do better on what ever is in our control.
While talking to a candidate look out for signals which you shud be aware of. Candidates exhibit some signals which can give you indications of such cases.
1. While you ask for their joining period or expected CTC, candidates wud reply without a commitment saying “let me take the i/v first and lets look into those things later” – drop these kind of candidates. If he / she is serious for a change, wud give u a sharp reply or ask for your recommendations.
2. Candidates skipping i/vs repeatedly – don’t pursue with them.
3. Candidates well settled in their native place – do not attempt to convince them to relocate them, most of them take a momentary decision and step back later.
4. Ask them to answer frankly “is there anything that wud stop u to decline the offer or step back in the last minute” . Post this Q boldly to them and observe their response, most of the candidates come out with fact here. Try it and u will know.
5. Ask them if they have applied / attended i/v elsewhere and awaiting result. If they have offers in hand, ask them how they weigh it against the offer which u r gona give them. If they say they weigh urs more, ask them y and c if the answer is logical.
U have more to probe like this. Finally, I wud reiterate, do not deliver a CV under pressure to deliver w/o probing in or validating completely.
Always have a back up to offer the client as soon as u come to know about such cases.
U shud be the one to come to know about such cases first rather than client calling u and telling the candidate didn’t turn up or he ran away.
Regds,
suba
Such cases could be avoided by probing more into the interest of the resource who is proposing himself for a job opportunity. Today’s IT industry being so dynamic its highly challenging for any recruiter to get the right resource and in a pressure to deliver they do not probe much or I wud say right kind of validation is not being done, which is one of the reasons for such cases. As one of the members have listed most of the reasons and the rest being beyond our control, I wud only recommend to do better on what ever is in our control.
While talking to a candidate look out for signals which you shud be aware of. Candidates exhibit some signals which can give you indications of such cases.
1. While you ask for their joining period or expected CTC, candidates wud reply without a commitment saying “let me take the i/v first and lets look into those things later” – drop these kind of candidates. If he / she is serious for a change, wud give u a sharp reply or ask for your recommendations.
2. Candidates skipping i/vs repeatedly – don’t pursue with them.
3. Candidates well settled in their native place – do not attempt to convince them to relocate them, most of them take a momentary decision and step back later.
4. Ask them to answer frankly “is there anything that wud stop u to decline the offer or step back in the last minute” . Post this Q boldly to them and observe their response, most of the candidates come out with fact here. Try it and u will know.
5. Ask them if they have applied / attended i/v elsewhere and awaiting result. If they have offers in hand, ask them how they weigh it against the offer which u r gona give them. If they say they weigh urs more, ask them y and c if the answer is logical.
U have more to probe like this. Finally, I wud reiterate, do not deliver a CV under pressure to deliver w/o probing in or validating completely.
Always have a back up to offer the client as soon as u come to know about such cases.
U shud be the one to come to know about such cases first rather than client calling u and telling the candidate didn’t turn up or he ran away.
Regds,
suba
Hi,
This kind of problem is faced by every HR.
You cann't stop such things nor can take action.
Least you can do is to have back up of some final round shortlisted candidates with u.
If one dont join, then immd u can give offer letter to another.
Wht i do is send 3 -4 candidates for final round, out of which incase atleast 2 or 3 shortlisted, then i will pick the best candidate and issue offer letter, for rest I tell them that we need time to think for a week and also tell them that If they got any other offer from other company, they can proceed.
In this week, the person rejects the offer then immd, i will issue offer letter to next suitable person.
After week I tell the rest that we kept their profile on hold, because i dont want them to waste their time.
If the person rejects the offer after 10 days more than that then i will issue offer letter to another person whose profile is kept on hold and who is still interested.
But we should never tell that person that we have already issued offer letter to another person and he has rejected, thats the reason, he got offer letter.
Hope I answered your Q.
Thanks
Pallavi.
From India, Mumbai
This kind of problem is faced by every HR.
You cann't stop such things nor can take action.
Least you can do is to have back up of some final round shortlisted candidates with u.
If one dont join, then immd u can give offer letter to another.
Wht i do is send 3 -4 candidates for final round, out of which incase atleast 2 or 3 shortlisted, then i will pick the best candidate and issue offer letter, for rest I tell them that we need time to think for a week and also tell them that If they got any other offer from other company, they can proceed.
In this week, the person rejects the offer then immd, i will issue offer letter to next suitable person.
After week I tell the rest that we kept their profile on hold, because i dont want them to waste their time.
If the person rejects the offer after 10 days more than that then i will issue offer letter to another person whose profile is kept on hold and who is still interested.
But we should never tell that person that we have already issued offer letter to another person and he has rejected, thats the reason, he got offer letter.
Hope I answered your Q.
Thanks
Pallavi.
From India, Mumbai
i am replying to Sampath Kumar who said that the consultant from whom the candidate was hired should be fired.. i think that is totally unfair, no consultant can give surety for a candidate to join, coz after all the candidate will make a decision depending on the offers he has/his problems. after all the candidate and consultant are two separate pple and you cannot blame one person for another person's decision!
From India, Pune
From India, Pune
The employee has a right to go after the what he feels is the best job for him and it may not always be your firm so be prepared for it.
Don't expect everyone you give an offer letter to join. Draft your joining letter in such a way that if he doesn't join by the due date, you are no longer obliged to take him in. Keep the right to appoint someone else reserved. Interview and select more people than you require. Stagger their offer letter dates so that you are protected against the possibility of some of them not joining.
From India, Delhi
Don't expect everyone you give an offer letter to join. Draft your joining letter in such a way that if he doesn't join by the due date, you are no longer obliged to take him in. Keep the right to appoint someone else reserved. Interview and select more people than you require. Stagger their offer letter dates so that you are protected against the possibility of some of them not joining.
From India, Delhi
Respected All Kindly suggest vacancies for B-Tech - Electronics Communication Engineer ,fresher. for my brother. Regards Geetu Verma
From India, Phagwara
From India, Phagwara
Hi...
As we know that, every organisation is implemented with HR Policy, where a separate Recruitment & Selection policy is designed prior to hiring process. Please amend the policy with Legal Action where u should mention following points:
1. Steps takes not joining after accepting Offer Letter.
2. Security deposit of certain amount ( Refundable)
3. Clear everything on the interview spot itself.
.
From India, Bhubaneswar
As we know that, every organisation is implemented with HR Policy, where a separate Recruitment & Selection policy is designed prior to hiring process. Please amend the policy with Legal Action where u should mention following points:
1. Steps takes not joining after accepting Offer Letter.
2. Security deposit of certain amount ( Refundable)
3. Clear everything on the interview spot itself.
.
From India, Bhubaneswar
Dear all,
It is not an industry specific problem, it is very much present in every industry and at every level. Essentially the candidates, after procuring the offer letter with the revised CTC, gets into a phase wherein now they can negotiate with the existing employer in terms of CTC/onsite opportunity etc. Apart from this, they also negotiate it with other prospective employers.
Keeping a backup of the candidate ( as a gentleman recommended) would directly impact the company's credibility in the market, so that isn't a viable option. Clear communication with the positives and practical benefits might be lucrative.
From India, Gurgaon
It is not an industry specific problem, it is very much present in every industry and at every level. Essentially the candidates, after procuring the offer letter with the revised CTC, gets into a phase wherein now they can negotiate with the existing employer in terms of CTC/onsite opportunity etc. Apart from this, they also negotiate it with other prospective employers.
Keeping a backup of the candidate ( as a gentleman recommended) would directly impact the company's credibility in the market, so that isn't a viable option. Clear communication with the positives and practical benefits might be lucrative.
From India, Gurgaon
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