Hello Everyone, Kindly suggest me to prepare a feedback Questioner for Offer back out Candidates.
From India, Bhopal
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1From India, Bhopal
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Dear Deep Mishra,
Once a candidate is selected, he/she is issued the offer letter. The candidate is expected to join the organization on the date specified in the offer letter. However, if the candidate does not join on the same date or even later, then it is nothing but "ditching" by him/her. Fairness demands fulfilling the commitment. However, if the candidate does not bind himself/herself to the offer letter, then it speaks of his/her values. Therefore, there is no need to take feedback from such valueless candidates. If you start taking feedback even from the candidates who left you in the lurch, then they may consider it as legitimacy to their rashness. Why do that?
Yes, assessing the sincerity of the job candidate is a huge challenge. Nevertheless, this is where the skillfulness of the interviewer lies. If the candidates are accepting the offer letter and then do not join, it shows that either their existing organization negotiated with them to continue with them or they had a better choice and they availed it. To avoid this challenge of a "no show" by the candidates, your organization may resort to the following:
a) In the offer letter, you may include a clause for "no show" that says the candidate is required to pay Rs ______ if he/she fails to join. You may consult a lawyer and check whether it will be appropriate to make a legal agreement between your organization and the candidate.
b) Tell the candidate to deposit the original copies of his/her education certificates after graduation. The certificates will be returned six months after joining. While exercising this option also, get the offer letter drafted by a competent lawyer.
Thanks,
Dinesh Divekar
From India, Bangalore
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Once a candidate is selected, he/she is issued the offer letter. The candidate is expected to join the organization on the date specified in the offer letter. However, if the candidate does not join on the same date or even later, then it is nothing but "ditching" by him/her. Fairness demands fulfilling the commitment. However, if the candidate does not bind himself/herself to the offer letter, then it speaks of his/her values. Therefore, there is no need to take feedback from such valueless candidates. If you start taking feedback even from the candidates who left you in the lurch, then they may consider it as legitimacy to their rashness. Why do that?
Yes, assessing the sincerity of the job candidate is a huge challenge. Nevertheless, this is where the skillfulness of the interviewer lies. If the candidates are accepting the offer letter and then do not join, it shows that either their existing organization negotiated with them to continue with them or they had a better choice and they availed it. To avoid this challenge of a "no show" by the candidates, your organization may resort to the following:
a) In the offer letter, you may include a clause for "no show" that says the candidate is required to pay Rs ______ if he/she fails to join. You may consult a lawyer and check whether it will be appropriate to make a legal agreement between your organization and the candidate.
b) Tell the candidate to deposit the original copies of his/her education certificates after graduation. The certificates will be returned six months after joining. While exercising this option also, get the offer letter drafted by a competent lawyer.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Sir, Thanks for your valuable guidance. but i am seeking to design an effective Questioner / feedback form for the same?
From India, Bhopal
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From India, Bhopal
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We had the practice of keeping the original educational certificates as employees of a hospital being run by our group used to leave without giving a notice period.
We stopped the practice as we considered it not fully ethical, though not adhering to terms and conditions of appointment is also not ethical.
Col. Suresh Rathi
From India, Delhi
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We stopped the practice as we considered it not fully ethical, though not adhering to terms and conditions of appointment is also not ethical.
Col. Suresh Rathi
From India, Delhi
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Dear Deep Mishra,
Though I had given a sufficiently long reply, you still have asked how to take feedback. It appears that you have not understood the essence of my reply. I recommend you show your query and my reply to some senior and take guidance.
For @Col Sure Rathi: Sir, the discussion at hand is about job candidates who do not join even after accepting the offer letter, not about employees on the roll who leave without notice.
Thanks,
Dinesh Divekar
From India, Bangalore
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Though I had given a sufficiently long reply, you still have asked how to take feedback. It appears that you have not understood the essence of my reply. I recommend you show your query and my reply to some senior and take guidance.
For @Col Sure Rathi: Sir, the discussion at hand is about job candidates who do not join even after accepting the offer letter, not about employees on the roll who leave without notice.
Thanks,
Dinesh Divekar
From India, Bangalore
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Taking feedback from both selected and non-selected candidates after the interview process is a good practice for any organization. However, different questionnaires need to be prepared for both of them.
Some of the questions you can mention for candidates who backed out can be:
1. Rate the interview process.
2. What do you think is unique in our process?
3. Which questions seem biased or irritated you?
4. Did we focus on any particular issue in the process?
5. Kindly specify the reasons for backing out.
6. Kindly mention our organization or any interviewer that became the reason for your backing out.
7. Share any suggestions you feel can make our process better.
From India, Noida
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Some of the questions you can mention for candidates who backed out can be:
1. Rate the interview process.
2. What do you think is unique in our process?
3. Which questions seem biased or irritated you?
4. Did we focus on any particular issue in the process?
5. Kindly specify the reasons for backing out.
6. Kindly mention our organization or any interviewer that became the reason for your backing out.
7. Share any suggestions you feel can make our process better.
From India, Noida
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There are issues when a letter of intent mentions the salary or CTC. We had this practice but discontinued it because, based on the salary/CTC mentioned, candidates used to negotiate with their current employer or others and eventually did not join. It is not necessary to include that information in the letter of intent. Instead, we use "salary as mutually agreed" and write and sign the agreed-upon salary on our copy of the CV for records. After joining, the salary/CTC is mentioned in the appointment letter.
This is based on my experience.
Col. Suresh Rathi
From India, Delhi
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This is based on my experience.
Col. Suresh Rathi
From India, Delhi
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Dear Megha Girotra,
Investopedia defines the Letter of Intent (LOI) as "a document declaring the preliminary commitment of one party to do business with another. The letter outlines the chief terms of a prospective deal."
The transaction of LOI takes place between two business entities. However, if you wish to extend it to the job candidate, the discussion revolves around the "backing out" of the selected candidate. If the chosen candidate wishes to back out, they will do so regardless. Whether you issue an offer letter or LOI, it does not matter to them.
Secondly, the issue of LOIs is not a standard business practice. Therefore, what if a worthy candidate becomes insecure and refuses to accept the LOI? Due to this refusal, the process of filling the position needs to be restarted.
Thanks,
Dinesh Divekar
From India, Bangalore
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Investopedia defines the Letter of Intent (LOI) as "a document declaring the preliminary commitment of one party to do business with another. The letter outlines the chief terms of a prospective deal."
The transaction of LOI takes place between two business entities. However, if you wish to extend it to the job candidate, the discussion revolves around the "backing out" of the selected candidate. If the chosen candidate wishes to back out, they will do so regardless. Whether you issue an offer letter or LOI, it does not matter to them.
Secondly, the issue of LOIs is not a standard business practice. Therefore, what if a worthy candidate becomes insecure and refuses to accept the LOI? Due to this refusal, the process of filling the position needs to be restarted.
Thanks,
Dinesh Divekar
From India, Bangalore
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The Letter of Intent is at times used in place of an offer letter. However, in actual terms, the main difference between an offer letter and a letter of intent is that an offer letter contains the details of the job that the company offers to the candidate. This means it is sourced from the company and provided to the candidate, whereas a letter of intent is written by the candidate to the company.
Col. Suresh Rathi
From India, Delhi
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Col. Suresh Rathi
From India, Delhi
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