Yes, as Aussie John said, you can only mitigate the problem but not completely eliminate it, given the inability of human nature to resist the temptation of searching always for pastures looking or appearing greener on the other side.
The best way to approach the problem is to accept it as a professional hazard and gear yourself up to mitigate the chances of putting up 'no-shows' by candidates instead of expecting an ideal situation where every candidate that is selected joins the job.
B. Saikumar
From India, Mumbai
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1979The best way to approach the problem is to accept it as a professional hazard and gear yourself up to mitigate the chances of putting up 'no-shows' by candidates instead of expecting an ideal situation where every candidate that is selected joins the job.
B. Saikumar
From India, Mumbai
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Hello Chaitanya,
Below are critical aspects of an HR Interviewer which are neglected/missed by many currently.
* Understand why the candidate is moving out from his/her current organization
* Understand what drives the candidate to join your company
* Urgency to close the position and notice period candidate needs to serve to join your organization
* Salary fitment and offer rollout - explaining the offer letter clauses and salary annexure [income/deductions]
* Evaluate the authenticity of the information candidate shares during the interview
In addition to this, the recruiter must be in touch with the candidate to sense any drop-out possibilities. In other words, recruitment is not procurement of people. It involves a lot more experience and expertise.
Regards,
Shashank
From India, Pune
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Below are critical aspects of an HR Interviewer which are neglected/missed by many currently.
* Understand why the candidate is moving out from his/her current organization
* Understand what drives the candidate to join your company
* Urgency to close the position and notice period candidate needs to serve to join your organization
* Salary fitment and offer rollout - explaining the offer letter clauses and salary annexure [income/deductions]
* Evaluate the authenticity of the information candidate shares during the interview
In addition to this, the recruiter must be in touch with the candidate to sense any drop-out possibilities. In other words, recruitment is not procurement of people. It involves a lot more experience and expertise.
Regards,
Shashank
From India, Pune
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Dear Sir,we usually ask candidate to mail his Resignation copy as we release offer letter & take constant follow up for same. Regards, Sonali
From India, Pune
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From India, Pune
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I would like to add the following point:
I believe an offer becomes a contract when the parties of the offer sign the document. Therefore, once the offer letter has been signed by the candidate physically and by the HR, it is a contract as per the law. HR can initiate proceedings against the candidate if they do not join.
Please add to it, if it is feasible.
From India, Jaipur
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I believe an offer becomes a contract when the parties of the offer sign the document. Therefore, once the offer letter has been signed by the candidate physically and by the HR, it is a contract as per the law. HR can initiate proceedings against the candidate if they do not join.
Please add to it, if it is feasible.
From India, Jaipur
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