Hi All,
I have an issue with recruiting resources(Senior Level) for my concern. I am sure you would have faced this issue at one point of your career. Do help me and guide me properly to overcome this.
The candidates once getting the offer from us are not joining the company. They either join some other company(which has a good brand name) or retain their current employment by showing the offer given by us. This happens in case of senior positions (Technical Lead).
I am looking for experts' guidance on addressing this issue.
Thanks
~Raghav
From India, Kochi
45I have an issue with recruiting resources(Senior Level) for my concern. I am sure you would have faced this issue at one point of your career. Do help me and guide me properly to overcome this.
The candidates once getting the offer from us are not joining the company. They either join some other company(which has a good brand name) or retain their current employment by showing the offer given by us. This happens in case of senior positions (Technical Lead).
I am looking for experts' guidance on addressing this issue.
Thanks
~Raghav
From India, Kochi
Hi Raghav,
Though iam not an expert in this field I would like share few of my observations from a similar kind of situation.
These kind of issues are very commonly faced by Recruiters in day-today’s manpower sourcing .There are multiple companies offering multiple jobs with attractive pay package for the RIGHT Human Resource irrespective of any level ( Junior or Senior). So candidates have multiple opportunities to opt for. They go for the one which suits them the best and if the company finds him/her performing really good they always retain them by salary hike, promotion,etc..
As per my knowledge the following factors need to be concentrated once an offer is made, though we cannot get into right conclusion but can be predicted to some extent.
1.Try to find out the No. of offers in their hand and for the one the most preference is given.
2. Try pooling information regarding his hike in present company and find out reasons for job change(need to be asked before processing resume).
3. Notice period need to be taken care i.e Max 20days for joining the company
4. Above all need to establish a very good rapport with the candidates. Unless you have good rapport you neither can extract information nor you can convince him in joining your organization.
If you find any kind of mismatch in the above, have candidates in pipeline so that you are not caught in trouble at the end. :wink:
Additions and suggestions are requested from all Members. :)
Regards
Swapna
From India, Hyderabad
Though iam not an expert in this field I would like share few of my observations from a similar kind of situation.
These kind of issues are very commonly faced by Recruiters in day-today’s manpower sourcing .There are multiple companies offering multiple jobs with attractive pay package for the RIGHT Human Resource irrespective of any level ( Junior or Senior). So candidates have multiple opportunities to opt for. They go for the one which suits them the best and if the company finds him/her performing really good they always retain them by salary hike, promotion,etc..
As per my knowledge the following factors need to be concentrated once an offer is made, though we cannot get into right conclusion but can be predicted to some extent.
1.Try to find out the No. of offers in their hand and for the one the most preference is given.
2. Try pooling information regarding his hike in present company and find out reasons for job change(need to be asked before processing resume).
3. Notice period need to be taken care i.e Max 20days for joining the company
4. Above all need to establish a very good rapport with the candidates. Unless you have good rapport you neither can extract information nor you can convince him in joining your organization.
If you find any kind of mismatch in the above, have candidates in pipeline so that you are not caught in trouble at the end. :wink:
Additions and suggestions are requested from all Members. :)
Regards
Swapna
From India, Hyderabad
Hi,
I may be not the right person to comment on this but...
I agree with Swapna. The four points which she has asked to concentrate was followed by us. Keeping these things in mind, one can minimize the chances of candidates taking the offer and not joining them.
In one year of my experience as a recruiter only two candidates didn't join the company after accepting the offer.
Regards,
Rashmi
From India, Mumbai
I may be not the right person to comment on this but...
I agree with Swapna. The four points which she has asked to concentrate was followed by us. Keeping these things in mind, one can minimize the chances of candidates taking the offer and not joining them.
In one year of my experience as a recruiter only two candidates didn't join the company after accepting the offer.
Regards,
Rashmi
From India, Mumbai
Hi Raghav,
Just wanted to share something from my personal experience. In my present firm, we have stopped mentioning the CTC on the offer letter at all! Instead, we mention that "your salary would be as discussed on (date)".. Of course, you would be giving this document only after having your discussion with the candidate. At the same time, you need to show him the appointment letter to him and mention that the appointment letter would be handed over on the day of joining........We have not had any problems mentioning that.
Because of the salary not mentioned in the offer letter, the candidate cannot go ahead and use your offer letter for shopping around with other companies! If he is really serious on joining your firm, he would not mind you not mentioning the salary on the offer letter.
Hope this information helps you.
Regards,
Sajal Jaiswal
From India, Bangalore
Just wanted to share something from my personal experience. In my present firm, we have stopped mentioning the CTC on the offer letter at all! Instead, we mention that "your salary would be as discussed on (date)".. Of course, you would be giving this document only after having your discussion with the candidate. At the same time, you need to show him the appointment letter to him and mention that the appointment letter would be handed over on the day of joining........We have not had any problems mentioning that.
Because of the salary not mentioned in the offer letter, the candidate cannot go ahead and use your offer letter for shopping around with other companies! If he is really serious on joining your firm, he would not mind you not mentioning the salary on the offer letter.
Hope this information helps you.
Regards,
Sajal Jaiswal
From India, Bangalore
Hi Raghav,
We all are facing the same problem. We ahve had a good discussion earlier aslo on it. Please go through the link to see the views.
<link no longer exists - removed>
Hope this wil help you.
Deepali
From India, Chandigarh
We all are facing the same problem. We ahve had a good discussion earlier aslo on it. Please go through the link to see the views.
<link no longer exists - removed>
Hope this wil help you.
Deepali
From India, Chandigarh
Dear Raghav,
The suggestion from Sajal seems to be encouraging to the employer, hence can be considered with Seniors interaction in your company.
The other factor that i see worth considering is to pose your company profile to the candidate as a major "Career oriented" firm than technology driven or other ways. This can give a different insight to the candidates.
Let me know how others feel about this difference in Orientation.
Regards,
Abhi
From India
The suggestion from Sajal seems to be encouraging to the employer, hence can be considered with Seniors interaction in your company.
The other factor that i see worth considering is to pose your company profile to the candidate as a major "Career oriented" firm than technology driven or other ways. This can give a different insight to the candidates.
Let me know how others feel about this difference in Orientation.
Regards,
Abhi
From India
Hi Everyone,
Thanks for sharing your views and suggestions on the query raised. I would try adopting few succesful points mentioned in the discussion thread. Would come back soon and post my opinions on them.
Thanks
~Raghav V
From India, Kochi
Thanks for sharing your views and suggestions on the query raised. I would try adopting few succesful points mentioned in the discussion thread. Would come back soon and post my opinions on them.
Thanks
~Raghav V
From India, Kochi
Rashmi:
Iam glad to know that you got only two offer declines in a year........apart from the four points you followed to avoid offer declines, is their anyother primary point which helped you to overcome this issue.
Senthil
From India, Madras
Iam glad to know that you got only two offer declines in a year........apart from the four points you followed to avoid offer declines, is their anyother primary point which helped you to overcome this issue.
Senthil
From India, Madras
Hi Lakshmi Narayana
I too want to share my knowledge with you raghav.
i agree with Swapna and Sajal Jaiswal what they had shared with us always build a good rapo with that candidate and notice period should be not more than 20 days always follow up with the candidates whether he might got any other offers and ask how much they r offering and let you follow with client about this and tell the reasons that why he is failes to join. And now a days companies are issuing offer letters with out back ground check and after getting the offer letter these candidates are giving 2 months notice period with in that joining time they might get another few offers and they will look for the best alternative to join in that companies
and my suggesstion is negotiate the candidate that notice period should be not more than 15 to 20 days if it is more try to convince him if not don,t sent profile to the client .
Let me know how others views abou this
with Regards Lakshmi Narayana
HR Global consultant
From India, Bangalore
I too want to share my knowledge with you raghav.
i agree with Swapna and Sajal Jaiswal what they had shared with us always build a good rapo with that candidate and notice period should be not more than 20 days always follow up with the candidates whether he might got any other offers and ask how much they r offering and let you follow with client about this and tell the reasons that why he is failes to join. And now a days companies are issuing offer letters with out back ground check and after getting the offer letter these candidates are giving 2 months notice period with in that joining time they might get another few offers and they will look for the best alternative to join in that companies
and my suggesstion is negotiate the candidate that notice period should be not more than 15 to 20 days if it is more try to convince him if not don,t sent profile to the client .
Let me know how others views abou this
with Regards Lakshmi Narayana
HR Global consultant
From India, Bangalore
Hi Raghav
In addition to all the points what my fellow members have pointed out. Just a few ore points that you can take care while recruiting the right candidate
Most of the senior candidates will have notice period of one month or more as they are holding senior positions in their current co. , moving soon would be difficult for them and even if u ask them to negotiate on the notice period they wont agree with u. Once the Company has issued an offer letter...during the notice period, keep contacting the candidate once in every week and get it confirmed that he is really planning to join us...We cannot stop them frm taking another offer, as anyone wud go if they get a better growth in terms of pay or benefits. but as u keep on contacting them, they will always hav u in mind and they will make it a point to inform you if they're planning to drop the offer and go for another.. You will be informed in such cases and you can take necessary actions...
This kind of things are really tough for recruiters, i know as i am also facing the same issue, but i make sure they tell me , before they plan to drop else they will join us.
All the best
From India, Kochi
In addition to all the points what my fellow members have pointed out. Just a few ore points that you can take care while recruiting the right candidate
Most of the senior candidates will have notice period of one month or more as they are holding senior positions in their current co. , moving soon would be difficult for them and even if u ask them to negotiate on the notice period they wont agree with u. Once the Company has issued an offer letter...during the notice period, keep contacting the candidate once in every week and get it confirmed that he is really planning to join us...We cannot stop them frm taking another offer, as anyone wud go if they get a better growth in terms of pay or benefits. but as u keep on contacting them, they will always hav u in mind and they will make it a point to inform you if they're planning to drop the offer and go for another.. You will be informed in such cases and you can take necessary actions...
This kind of things are really tough for recruiters, i know as i am also facing the same issue, but i make sure they tell me , before they plan to drop else they will join us.
All the best
From India, Kochi
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