Hi,
As HR professionals, we often encounter these issues. First and foremost, as a Recruiter, be proactive and keep the lines of communication open with the candidates. Call them periodically and establish a rapport with them. If they express any concerns during this time, escalate it to the relevant Head of Department and assess what actions HR can take. Alternatively, ensure there is a pipeline ready.
Wishing you a great day.
Regards,
Chitra
From India, Mumbai
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7As HR professionals, we often encounter these issues. First and foremost, as a Recruiter, be proactive and keep the lines of communication open with the candidates. Call them periodically and establish a rapport with them. If they express any concerns during this time, escalate it to the relevant Head of Department and assess what actions HR can take. Alternatively, ensure there is a pipeline ready.
Wishing you a great day.
Regards,
Chitra
From India, Mumbai
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Yes, we also face this issue frequently. To minimize this, we conducted a quick analysis of the last 6 months' database of employees who joined us. We found that there are 3 categories of candidates:
1. Those who resigned upon our offer.
2. Individuals who are not currently working and can join immediately (out of a job for only a few days).
3. Those who have offers and are negotiating for counter offers from other companies.
What we discovered is that category 1 is the most reliable as they resign upon our offer, indicating about 75-80% commitment to join us, and eventually, about 85-95% of them do join.
Category 2 represents a "grab it or lose it" scenario. Although they are not currently employed, they possess the necessary skills and aptitude. By promptly connecting with them and finalizing the procedures, there is a high probability of them joining us. In 95% of cases, they end up joining us and are satisfied.
Category 3 consists of individuals who continue hunting for opportunities until the last day of their notice period but ultimately end up joining their first choice company.
Hopefully, this information will be beneficial to our fellow HR professionals.
Thanks,
Vandana
From United States, Peoria
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1. Those who resigned upon our offer.
2. Individuals who are not currently working and can join immediately (out of a job for only a few days).
3. Those who have offers and are negotiating for counter offers from other companies.
What we discovered is that category 1 is the most reliable as they resign upon our offer, indicating about 75-80% commitment to join us, and eventually, about 85-95% of them do join.
Category 2 represents a "grab it or lose it" scenario. Although they are not currently employed, they possess the necessary skills and aptitude. By promptly connecting with them and finalizing the procedures, there is a high probability of them joining us. In 95% of cases, they end up joining us and are satisfied.
Category 3 consists of individuals who continue hunting for opportunities until the last day of their notice period but ultimately end up joining their first choice company.
Hopefully, this information will be beneficial to our fellow HR professionals.
Thanks,
Vandana
From United States, Peoria
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