Last post May 2, 2013 04:37 AM by affluenthr. 1 repiles.
Dear All, Recently we have encountered a problem "people accepting offer and declining it just before the joining date". This purely seems to be a case of misusing the offer for getting higher benefit. These kind of issues have become frequent and this is just not accepted because recruitment process takes lot of time, energy, money and resources. We tried finding out the reason why this could happen, and i feel there is high competition in the industry on job offers and hiring, recruitment has become one of the biggest challenge. I would like to know from knowlegable people how or what are the best tips to - Convert the offers to joiness. - What action an HR takes on people who play around with a company's offer. - And what can be done for a candidates who declines to join at the last minute of their joining. (the kind mailers or notice etc) Please share with us some of the best practices followed in the industry to counter this problem.
Unfortunately this happens all to often. My experience is that I would rather have the candidate decline before they start instead of starting and then leaving a month or two later. Regardless, I have worked for companies who have recouped some of the recruiting expenses by charging applicants who accept and then decline fees for assessments and testing (personality, drug, background investigations). thanks
Since this was the same issue faced by our company, we have designed an offer letter without mentioning the package and along with this we just give them an excel sheet printout explanning them the salary that they would be drawing, we inturn explain them that we do this so that they don't misuse the offer given.
Dear Prabhakar, In this case the chances of missusing offer letter or encashing same in present company are low. Every points need to be taken care from Corporate, any action or papers or mailers or any a single action against candidates declining offers cant be taken as they have rejected the offer. Employer can take the action if once candidate has joined. One more thing you can do is ask copy of candidate's resignation dully signed by thier authorised department / signatory. You can ask for resignation's copy within a week as you give them offer letter. This will assure you joining upto a sufficient level. Hope this will help you bit.... Have a good day.
We should design an offer letter in such a way that CTC part is not included and send the same in Excel sheet. Some points I would like to discuss: 1.Now a days offer letter is send in soft copy to out station candidates because this reduce the cost of Recruitment; should it work out in this case(both things are send by the same co. Id it can be used). 2.If I think in terms of candidate; How can we trust on such kind of offer letter? 3.How many companies are following this kind of offer letter?