Hello Everyone, Kindly suggest me to prepare a feedback Questioner for Offer back out Candidates.
From India, Bhopal
1From India, Bhopal
Dear Deep Mishra,
Once a candidate is selected, he/she is issued the offer letter. The candidate is expected to join the organisation on the date specified in the offer letter. However, if the candidate does not join on the same date or even later, then it is nothing but the "ditching" by him/her. Fairness demands fulfilling the commitment. However, if the candidate does not bind himself/herself to the offer letter, then it speaks of his/her values. Therefore, there is no need to take feedback from such valueless candidates. If you start taking feedback even from the candidates who left you in the lurch, then they may consider it as legitimacy to their rashness. Why do that?
Yes, assessing the sincerity of the job candidate is a huge challenge. Nevertheless, this is where the skillfulness of the interviewer lies. If the candidates are accepting the offer letter and then do not join, then it shows that either their existing organisation negotiated with them for continuing with them or they had a better choice and they availed it of. To avoid this challenge of "now show" by the candidates, your organisation may resort to the following:
a) In the offer letter, you may include a clause for "no show" that says the candidate is required to pay Rs ______ if he/she fails to join. You may consult a lawyer and check whether it will be appropriate to make a legal agreement between your organisation and the candidate.
b) Tell the candidate to deposit the original copies of his/her education certificates after graduation. The certificates will be returned six months after joining. While exercising this option also, get the offer letter drafted by a competent lawyer.
Thanks,
Dinesh Divekar
From India, Bangalore
Once a candidate is selected, he/she is issued the offer letter. The candidate is expected to join the organisation on the date specified in the offer letter. However, if the candidate does not join on the same date or even later, then it is nothing but the "ditching" by him/her. Fairness demands fulfilling the commitment. However, if the candidate does not bind himself/herself to the offer letter, then it speaks of his/her values. Therefore, there is no need to take feedback from such valueless candidates. If you start taking feedback even from the candidates who left you in the lurch, then they may consider it as legitimacy to their rashness. Why do that?
Yes, assessing the sincerity of the job candidate is a huge challenge. Nevertheless, this is where the skillfulness of the interviewer lies. If the candidates are accepting the offer letter and then do not join, then it shows that either their existing organisation negotiated with them for continuing with them or they had a better choice and they availed it of. To avoid this challenge of "now show" by the candidates, your organisation may resort to the following:
a) In the offer letter, you may include a clause for "no show" that says the candidate is required to pay Rs ______ if he/she fails to join. You may consult a lawyer and check whether it will be appropriate to make a legal agreement between your organisation and the candidate.
b) Tell the candidate to deposit the original copies of his/her education certificates after graduation. The certificates will be returned six months after joining. While exercising this option also, get the offer letter drafted by a competent lawyer.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Sir, Thanks for your valuable guidance. but i am seeking to design an effective Questioner / feedback form for the same?
From India, Bhopal
From India, Bhopal
We had the prac of keeping the original educational certificates as employees of a Hospital being run by our group used to leave without giving notice period.
We stopped the prac as we considered it not fully ethical, though not adhering to T&C of appoint is also not ethical
Col.Suresh Rathi
From India, Delhi
We stopped the prac as we considered it not fully ethical, though not adhering to T&C of appoint is also not ethical
Col.Suresh Rathi
From India, Delhi
Dear Deep Mishra,
Though I had given a sufficiently long reply, you still have asked how to take feedback. It appears that you have not understood the essence of my reply. I recommend you show your query and my reply to some senior and take guidance.
For @Col Sure Rathi: - Sir, the discussion at hand is of the job candidates who do not join though they accept the offer letter and not the employees on roll who leave without notice.
Thanks,
Dinesh Divekar
From India, Bangalore
Though I had given a sufficiently long reply, you still have asked how to take feedback. It appears that you have not understood the essence of my reply. I recommend you show your query and my reply to some senior and take guidance.
For @Col Sure Rathi: - Sir, the discussion at hand is of the job candidates who do not join though they accept the offer letter and not the employees on roll who leave without notice.
Thanks,
Dinesh Divekar
From India, Bangalore
Taking feedback from both selected and non-selected candidates after interview process is a good practice for any organisation. However, different questionnaire needs to be prepared or both of them.
Some of the questions you can mention for back out candidates can be:
1. Rate the interview process
2. What do you think is unique in our process?
3. Which questions seems to be biased or irritated you?
4. Did we focus on any particular issue in process?
5. Kindly specify the reasons of backing out?
6. Kindly mention about our organisation or any interviewer that became reason for your back out.
7. Share any suggestion you feel can make our process better
From India, Noida
Some of the questions you can mention for back out candidates can be:
1. Rate the interview process
2. What do you think is unique in our process?
3. Which questions seems to be biased or irritated you?
4. Did we focus on any particular issue in process?
5. Kindly specify the reasons of backing out?
6. Kindly mention about our organisation or any interviewer that became reason for your back out.
7. Share any suggestion you feel can make our process better
From India, Noida
There are issues when in letter of intent the salary or CTC is mentioned .
We had this prac but discontinued it as based on the the Salary /CTC mentioned, candidates used to negotiate with current employer/ others and did not join.
It is not a must to include that information in letter of intent--we use "salary as mutually agreed " and write and sign the agreed salary on our copy of CV for records and after joining the salary/CTC is mention in the appointment letter.
This is based on my experience.
Col.Suresh Rathi
From India, Delhi
We had this prac but discontinued it as based on the the Salary /CTC mentioned, candidates used to negotiate with current employer/ others and did not join.
It is not a must to include that information in letter of intent--we use "salary as mutually agreed " and write and sign the agreed salary on our copy of CV for records and after joining the salary/CTC is mention in the appointment letter.
This is based on my experience.
Col.Suresh Rathi
From India, Delhi
Dear Megha Girotra,
Investopedia defines the Letter of Intent (LOI) as a document declaring the preliminary commitment of one party to do business with another. The letter outlines the chief terms of a prospective deal.
The transaction of LOI takes place between two business entities. However, you wish to extend it to the job candidate. Nevertheless, the discussion is about the "backing out" of the selected candidate. If the chosen candidate wishes to back out, he/she will do so anyway. Whether you issue an offer letter or LOI, it does not matter to him/her.
Secondly, the issue of LOIs is not a standard business practice. Therefore, what if a worthy candidate becomes insecure and refuses to accept the LOI? Because of the refusal, the exercise of the filling up of the position has to be restarted.
Thanks,
Dinesh Divekar
From India, Bangalore
Investopedia defines the Letter of Intent (LOI) as a document declaring the preliminary commitment of one party to do business with another. The letter outlines the chief terms of a prospective deal.
The transaction of LOI takes place between two business entities. However, you wish to extend it to the job candidate. Nevertheless, the discussion is about the "backing out" of the selected candidate. If the chosen candidate wishes to back out, he/she will do so anyway. Whether you issue an offer letter or LOI, it does not matter to him/her.
Secondly, the issue of LOIs is not a standard business practice. Therefore, what if a worthy candidate becomes insecure and refuses to accept the LOI? Because of the refusal, the exercise of the filling up of the position has to be restarted.
Thanks,
Dinesh Divekar
From India, Bangalore
The letter of Intent is at places used in place of offer letter.
But in actual terms he main difference between an offer letter and a letter of intent is that an offer letter contains the details of the job that the company offers to the candidate. It means it is sourced from the company and provided to the candidate, whereas a letter of intent is written by the candidate to the company.
Col.Suresh Rathi
From India, Delhi
But in actual terms he main difference between an offer letter and a letter of intent is that an offer letter contains the details of the job that the company offers to the candidate. It means it is sourced from the company and provided to the candidate, whereas a letter of intent is written by the candidate to the company.
Col.Suresh Rathi
From India, Delhi
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