Out of two people in recruitment process, Recruiter (One who does initial screening) and HR Manager (One who takes final HR Round), who is responsible to check if the candidate is seriously looking for a change and is not applying casually just to collect offer letter?
From India, Gurgaon
7From India, Gurgaon
Hello Jordan,
Both the Hr's Play equal role here, The Initial screening should definitely get idea about Candidate's Seriousness in looking for a Switch, but still he might forward considering a right fit.. (need to add point in notes - the candidate doesn't sound serious)
When it come to HR manager having the note from Initial screener, he/she needs to grill the candidate and understand how firm he is to join our Organization..
Another Imp 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 a email to HR management, be strict and follow proper paths in interviews..
From United Kingdom, London
Both the Hr's Play equal role here, The Initial screening should definitely get idea about Candidate's Seriousness in looking for a Switch, but still he might forward considering a right fit.. (need to add point in notes - the candidate doesn't sound serious)
When it come to HR manager having the note from Initial screener, he/she needs to grill the candidate and understand how firm he is to join our Organization..
Another Imp 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 a email to HR management, be strict and follow proper paths in interviews..
From United Kingdom, London
IMHO the HR Manager has to assess this aspect in greater detail, given that he has more experience and also, perhaps, his 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 which 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 situation presently - 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.
Counter offers and second thoughts - particularly for middle / sr. Management positions should be expected as a norm, and planned for accordingly .
But sometimes, inspite of 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.
It is best to acknowledge such errors quickly and move on - for all concerned.
From United States, New York
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 which 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 situation presently - 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.
Counter offers and second thoughts - particularly for middle / sr. Management positions should be expected as a norm, and planned for accordingly .
But sometimes, inspite of 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.
It is best to acknowledge such errors quickly and move on - for all concerned.
From United States, New York
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