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Candidate back-out on joining day
Human Resources » Recruitment & Staffing

Chrm Message From: pankti.lamba Total Posts: 6 Join Date: 05/03/2013
Rank: Beginner Post Date: 29/12/2016 04:00:32 Points: 30 Location: India

Dear all,

We are aware how difficult it is  to make candidates join on the specified joining date after having accepted an offer.  Is there a way to ensure the candidate remains committed to joining after having accepted the offer or are there any steps (other than keeping in touch with candidate) to ensure late embarassment to the organization and justification to business heads?

I will be happy if you can share your views or experiences and how you overcame those..



Chrm Message From: prabjyot_pahwa Total Posts: 5 Join Date: 05/03/2013  
Rank: Beginner Post Date: 29/12/2016 04:03:11 Points: 25 Location: India

Hello Pankti,

I would recommend the following for your consideration:

Identify the roles which have the lowest turn-out ratio. Focus on the reason why talent deal it that way. Ideally, generic competencies have greater market for job seekers. Whereas niche skill sets have focused offerings. Pre-wire the recruitment process accordingly.

In case of mass hiring you may have little control. However, when hiring numbers are deffer over a period of time, align your hiring team closely with the shortlist and probable candidates. Add the ones who have been made an offer on the social networking sites, LinkedIn necessarily and other social recruitment sites. This restricts their scope to misbehave.

Above all maintain transparency about the offer made. Often, the candidates fail to understand the offer and realize it too late. Make sure they have a clear view to the 'take-home' and future growth, if any.

Look for commitment towards the role in the candidate. Too often, talents fake this expression to impress the recruiters. Ask for high engagement activities during the hiring process. A project manager used to make the candidates work on a failed project, for a day as a part of the skill identification. Here, he used to primarily gauge the attitude of the candidate to push through. 



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