Hello All,
right now i am frequently facing a serious problem. We have urgent requirement of Senior Software Engineer in our firm. after very hard work we find some suitable candidates and we gave him offer letter also as per his choice(joining date). But that day they didn't turned up for joining.
i got his a simple mail like - i have some problem can't join.
Plz help me what should i do in that case?
Thank.
From India, Gurgaon
8right now i am frequently facing a serious problem. We have urgent requirement of Senior Software Engineer in our firm. after very hard work we find some suitable candidates and we gave him offer letter also as per his choice(joining date). But that day they didn't turned up for joining.
i got his a simple mail like - i have some problem can't join.
Plz help me what should i do in that case?
Thank.
From India, Gurgaon
hey,
Whenever you have anybody appointed the changes are of the back out because he or she may look for other better opportunities in terms various factors included........... it can be CTC, Benefits..... onsite opportunity....... designation and technology, domain and company name also.
If the candidate finds all this in one number there are less possibility of back out but its not possible every where.
so keep a stand back whenever you offer anybody...... to convince your this candidate tellme about the benefits , if you have onsite opportunity do let me now....... any chances of promotiion and appraisal... if you have half yearly or yearly appraisal..
lets c if this works
Regards
Niitu
9819126662
From India, Mumbai
Whenever you have anybody appointed the changes are of the back out because he or she may look for other better opportunities in terms various factors included........... it can be CTC, Benefits..... onsite opportunity....... designation and technology, domain and company name also.
If the candidate finds all this in one number there are less possibility of back out but its not possible every where.
so keep a stand back whenever you offer anybody...... to convince your this candidate tellme about the benefits , if you have onsite opportunity do let me now....... any chances of promotiion and appraisal... if you have half yearly or yearly appraisal..
lets c if this works
Regards
Niitu
9819126662
From India, Mumbai
hey,
Whenever you have anybody appointed the changes are of the back out because he or she may look for other better opportunities in terms various factors included........... it can be CTC, Benefits..... onsite opportunity....... designation and technology, domain and company name also.
If the candidate finds all this in one number there are less possibility of back out but its not possible every where.
so keep a stand back whenever you offer anybody...... to convince your this candidate tell him about the benefits , if you have onsite opportunity do let me now....... any chances of promotion and appraisal... if you have half yearly or yearly appraisal..
lets c if this works
Regards
Niitu
9819126662
From India, Mumbai
Whenever you have anybody appointed the changes are of the back out because he or she may look for other better opportunities in terms various factors included........... it can be CTC, Benefits..... onsite opportunity....... designation and technology, domain and company name also.
If the candidate finds all this in one number there are less possibility of back out but its not possible every where.
so keep a stand back whenever you offer anybody...... to convince your this candidate tell him about the benefits , if you have onsite opportunity do let me now....... any chances of promotion and appraisal... if you have half yearly or yearly appraisal..
lets c if this works
Regards
Niitu
9819126662
From India, Mumbai
Madhu,
Raghav's analysis is comprehensive and excellent. He has given you a lot of areas which you can use to tie down a candidate the best you can.
However, human nature is never predictable and often in spite of all you have done, the candidate refuses at the last minute leaving you in a very uncomforable position.
The only other option is to have a back-up candidate; be honest with him; say another person is being considered but should he say no, then you will revert to him and make him the offer instead. Not always viable, but worth trying!
Jeroo
From India, Mumbai
Raghav's analysis is comprehensive and excellent. He has given you a lot of areas which you can use to tie down a candidate the best you can.
However, human nature is never predictable and often in spite of all you have done, the candidate refuses at the last minute leaving you in a very uncomforable position.
The only other option is to have a back-up candidate; be honest with him; say another person is being considered but should he say no, then you will revert to him and make him the offer instead. Not always viable, but worth trying!
Jeroo
From India, Mumbai
Hi everyone
This is not a problem with IT industry alone. we have experienced this problem across verticals. Our general observations are that candidates who are longer with one particular organisation are talked back monetarily or emotinally.
Abhay Gadiyar
Nitya Placements
From India, Mumbai
This is not a problem with IT industry alone. we have experienced this problem across verticals. Our general observations are that candidates who are longer with one particular organisation are talked back monetarily or emotinally.
Abhay Gadiyar
Nitya Placements
From India, Mumbai
Hi,
Well first of all thanks to all... for ur respective views.
Yes, i am totally agree to abhay that in these era we are facing these serious problem in every field.
every time we work hard n hard to get the good candidates but after analysis (in some cases) output becames 0 (zero).
Thanks.
From India, Gurgaon
Well first of all thanks to all... for ur respective views.
Yes, i am totally agree to abhay that in these era we are facing these serious problem in every field.
every time we work hard n hard to get the good candidates but after analysis (in some cases) output becames 0 (zero).
Thanks.
From India, Gurgaon
Hello
please note that for such problem you have some solution as under
1) When you go for any particular position, normally you will find more than one particular candidate.
So, you have the option to issue a appointment letter to the best no 1 and keep hold No 2 or No3.
When the particular person does not join, you donot have any option but to call the already hold resume i.e. No2 and No 3
Thats the only option you have.
2) You can further fire the consultant whom through that candidate been obtained. So when the next time, he will further assure that thing wont happen again
thanks
sampathkumar
From India, New Delhi
please note that for such problem you have some solution as under
1) When you go for any particular position, normally you will find more than one particular candidate.
So, you have the option to issue a appointment letter to the best no 1 and keep hold No 2 or No3.
When the particular person does not join, you donot have any option but to call the already hold resume i.e. No2 and No 3
Thats the only option you have.
2) You can further fire the consultant whom through that candidate been obtained. So when the next time, he will further assure that thing wont happen again
thanks
sampathkumar
From India, New Delhi
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