Out of two people in the recruitment process, the Recruiter (one who does the initial screening) and the HR Manager (one who conducts the final HR round), who is responsible for checking if the candidate is genuinely seeking a change and not just applying casually to secure an offer letter?
From India, Gurgaon
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7From India, Gurgaon
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Hello Jordan,
Both the HR's play an equal role here. The initial screening should definitely give an idea about the candidate's seriousness in looking for a switch, but still, he might move forward considering a right fit. (Need to add a point in notes - the candidate doesn't sound serious).
When it comes to the HR manager having the note from the initial screener, he/she needs to grill the candidate and understand how firm he is to join our organization.
Another important point: it might also happen that the candidate was serious when he came to interview, but then his current organization offered him a good package, and so he might have given a thought to stay.
Anyways, my suggestion will be - send an email to HR management, be strict, and follow proper paths in interviews.
From United Kingdom, London
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Both the HR's play an equal role here. The initial screening should definitely give an idea about the candidate's seriousness in looking for a switch, but still, he might move forward considering a right fit. (Need to add a point in notes - the candidate doesn't sound serious).
When it comes to the HR manager having the note from the initial screener, he/she needs to grill the candidate and understand how firm he is to join our organization.
Another important point: it might also happen that the candidate was serious when he came to interview, but then his current organization offered him a good package, and so he might have given a thought to stay.
Anyways, my suggestion will be - send an email to HR management, be strict, and follow proper paths in interviews.
From United Kingdom, London
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In my humble opinion, the HR Manager has to assess this aspect in greater detail, given that he has more experience and, perhaps, is the final stage after which the recruitment process ends.
Of course, even a less experienced recruiter may, with time, be able to recognize some non-serious candidates straight away and reject them in the first round itself.
At the same time, as already pointed out above, there are many indeterminate factors in recruitment that become clear only after an offer is given since till then the Candidate is not really thinking about them. A skillful recruiter/Manager may use a "trial offer" to gauge the candidate on this aspect. And if there are skilled Consultants involved in the process, they can help in many ways.
I am aware of a present situation - senior level - where after accepting the candidate is having second thoughts. It is interesting since the Consultant who proposed him to the Company does not seem aware of this - he should have been.
Counteroffers and second thoughts - particularly for middle/senior management positions should be expected as a norm and planned for accordingly.
But sometimes, despite everyone's best intentions, things may go wrong - even some months later. Here is a recent example you might have seen in the media:
[Scroll.in - News. Politics. Culture](http://scroll.in/article/677005/Shekhar-Gupta-quits-as-India-Today-Group-editor-in-chief-after-two-months)
It is best to acknowledge such errors quickly and move on - for all concerned.
From United States, New York
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Of course, even a less experienced recruiter may, with time, be able to recognize some non-serious candidates straight away and reject them in the first round itself.
At the same time, as already pointed out above, there are many indeterminate factors in recruitment that become clear only after an offer is given since till then the Candidate is not really thinking about them. A skillful recruiter/Manager may use a "trial offer" to gauge the candidate on this aspect. And if there are skilled Consultants involved in the process, they can help in many ways.
I am aware of a present situation - senior level - where after accepting the candidate is having second thoughts. It is interesting since the Consultant who proposed him to the Company does not seem aware of this - he should have been.
Counteroffers and second thoughts - particularly for middle/senior management positions should be expected as a norm and planned for accordingly.
But sometimes, despite everyone's best intentions, things may go wrong - even some months later. Here is a recent example you might have seen in the media:
[Scroll.in - News. Politics. Culture](http://scroll.in/article/677005/Shekhar-Gupta-quits-as-India-Today-Group-editor-in-chief-after-two-months)
It is best to acknowledge such errors quickly and move on - for all concerned.
From United States, New York
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