Dear all, I have the following experience about University's graduate: We selected 3 persons in winter to join the organisation after their exams. They signed the offer letter and confirmed to join on 1st of June. Now one of them rejected the offer, saying that she was waiting the response from another company. that company contacted her just yesterday and she accepted that offer. Could you advice how to avoid this kind of situation in future? And what can we do now with this girl? just to send a letter to her University? Thanks in advance!
From Russian Federation, Saint Petersburg
From Russian Federation, Saint Petersburg
That girl is surely a fresher and might surely have big dreams, treat them like a kid and forgive them, :-P:-P Dont send letters to university and spoil both her and your image. Just forgive them. :):)
From India, Pune
54From India, Pune
hello Elena, Ravi is right. You do not gain much by referring it to the university or create a fuss. Pl see the discussion at is a job offer letter binding - Labor Law Talk Simhan
From United Kingdom
From United Kingdom
1) This is a Common Problem among Recruiters 2) Spill Out is Very Common 3) Need to Develop Brand Image of the Organisation 4) Right from the 1st Interaction with the Students a Good Rapport Needs to be developed 5) Career Growth need to be emphasized 6) Need to Talk only about the Future & the Growth in their Designation 7) For Ex: Talk to Engineer Trainee on reaching a Position of Vice President 8) Make them feel the importance of the role in Organisation’s Success 9) We have done this exercise in the last 6 months. 10) We recruited 70 Engineers among 1500 Students 11) We made them undergo 5 Rounds 12) In Every round, we made them feel how much important they are to our Organisation. 13) Made them Feel Good 14) The entire process was for 3 months 15) During the entire duration we were in regular touch with the candidates at frequent intervals 16) We organized the Top Brass of the Management to conduct the final interview for them 17) Good Hospitality was given to them during the final interview 18) Offer Letters were given to selected candidates on the spot 19) After the selection, till the time they joined, we were in regular touch with them 20) Out of the 70 Selected Candidates, 69 Joined Us, the only 1 who rejected the offer is now approaching us for the Opportunity 21) Brand Image, Personal Touch, Career Growth, Feel Good Factor will make the process an ultimate success. 22) We did this, We got the Desired RESULTS
From India, Coimbatore
From India, Coimbatore
Hi Elena,,, and Greetings seniors, Your second part of the question was answered but there is a big question on the first part of your question. How to handle this situation in future. Few suggestions: 1) Include a clause that any refusal to join should be communicated to your organization at least 60 days in advance 2) Include a clause that any refusal to join less than 60 days in advance will result in intimation to the University I am sure other will have more points to add. Good luck,,,,,,, Partha
From India, Mumbai
From India, Mumbai
Should not the company also ensure that if, for any reason, the company decides not to engage the persons, say for changed circumstances, then the person is also given the same notice or the company also pays a compensation? Simhan
From United Kingdom
From United Kingdom
This may once again be on of those cultural things that I don't get being from the US. We have the same problems with candidates backing out at the last minute after accepting an offer. Our approach is proactive in a positive way (versus highlighting the penalties later.) We will do things that get the candidate to psychologically or otherwise commited so they stop interviewing. For example, invite the employee to come into the office to fill out paperwork or attend a company meeting or function. Have them work (paid) a few hours a week doing something from school. If there is a signing bonus, go ahead and give it to the employee with a short letter that says, "of course, if you do not start, you will have to return the money." Have the future co-workers invite the employee to lunch. Add the candidates email to a distribution list of the Company newsletter. There is nothing that would work in the US to legally prevent the employee from working somewhere else, but you should use whatever cultural norms work to make the candidate feel a part of the team and, as a result, make the candidate feel extremely guilty about continue to look for employment elsewhere. Plus, if you are putting forth a positive image, the candidate will want to say, "no - I don't want to talk with you - I am working for XYZ company starting in May." Not sure T-shirts are as popular with college students there, but we would send a large box for the employee to wear - the more they tell people they are going to work for you, the more likely it becomes they will. Regards, Jordan
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