Hi,
We all know how difficult it is for Talent Acquisition Group to make candidates join on the specified joining date. Every organization suffers from candidates declining to join them at the last moment. So what steps should we take to prevent/ minimize decline rates for joining. And what steps should we take to ensure candidates do not shop around with offers and create embarassment to the organization that is interested in recruiting him/ her?
From India
We all know how difficult it is for Talent Acquisition Group to make candidates join on the specified joining date. Every organization suffers from candidates declining to join them at the last moment. So what steps should we take to prevent/ minimize decline rates for joining. And what steps should we take to ensure candidates do not shop around with offers and create embarassment to the organization that is interested in recruiting him/ her?
From India
Greetings,
Here are my suggestions for your consideration:
Please share more about the roles and skills that you are hiring for. Looking forward to hear from you.
From India, Mumbai
1856Here are my suggestions 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.
Please share more about the roles and skills that you are hiring for. Looking forward to hear from you.
From India, Mumbai
Hi Aravind
As a BPO recruiter I can emphatize with you in such situations, there is no foolproof way to stop candidates from ditching HRs on Joining. (Cite Contribution) has given effective long term suggestions to reduce no shows, most of the effective and possible solutions are provided by (Cite Contribution).
I do understand that this suggestions are easier said than done, but if applied dilligently it will show results, rest you can not force someone to join.
Other standard suggestions are :
Always maintain backup for no-shows,
Negotiate notice period to minimum number of days,
Take acceptance signature on offer letter from the candidate as soon as possible,
Be open and frank with candidate, let candidate inform you if they are shopping around, you can counter offer or convince them otherwise from joining another company.
Hope this was helpful
From Kuwait, Salmiya
As a BPO recruiter I can emphatize with you in such situations, there is no foolproof way to stop candidates from ditching HRs on Joining. (Cite Contribution) has given effective long term suggestions to reduce no shows, most of the effective and possible solutions are provided by (Cite Contribution).
I do understand that this suggestions are easier said than done, but if applied dilligently it will show results, rest you can not force someone to join.
Other standard suggestions are :
Always maintain backup for no-shows,
Negotiate notice period to minimum number of days,
Take acceptance signature on offer letter from the candidate as soon as possible,
Be open and frank with candidate, let candidate inform you if they are shopping around, you can counter offer or convince them otherwise from joining another company.
Hope this was helpful
From Kuwait, Salmiya
Greetings,
I second Hussain. Please ensure that you negotiate, more than the target you have. Induction and training sessions make a candidate think otherwise about the offer. Hence, absconds without a trace. If you manage to negotiate with 15 and close on 10. You would be in the safe zone. The 5 buffer candidate can provide you with a faster back-fill.
However, incase you don't need them for a month or two, make sure you close the communication with the candidates with proper feedback and guidance to clear the interview later.
Finally, I would quote Hussain, "these suggestions are easier said than done, but if applied dilligently it will show results, rest you can not force someone to join."
Its better to let the fickle mind talent leave rather than stay and create dissatisfaction in the long run. Wish you all the best !
From India, Mumbai
I second Hussain. Please ensure that you negotiate, more than the target you have. Induction and training sessions make a candidate think otherwise about the offer. Hence, absconds without a trace. If you manage to negotiate with 15 and close on 10. You would be in the safe zone. The 5 buffer candidate can provide you with a faster back-fill.
However, incase you don't need them for a month or two, make sure you close the communication with the candidates with proper feedback and guidance to clear the interview later.
Finally, I would quote Hussain, "these suggestions are easier said than done, but if applied dilligently it will show results, rest you can not force someone to join."
Its better to let the fickle mind talent leave rather than stay and create dissatisfaction in the long run. Wish you all the best !
From India, Mumbai
Hi HR Gurus,
I have joined a company very recently and responsible for recruitment. Last month 5 candidates were supposed to join on the same day and I have got confirmation from all these 5 experienced candidates that they are joining us and because of which I confimed the program that all are joining. On that day of joining not only 2 joined and three candidates came into "No Show" bucket and I really did have back up candidates but i have not given offer to them. Kindly advice for 5 candidates as a HR how many offers do I have to make? How I could have avoided this say by making the back up to join as my confusion here is assume I roll out 5 offers and have 5 back ups, as a HR I cannot offer all 10 candidates and if 3 from 5 backed out how fast the back up can join as they have to be offered, they have to resign and they have to join us and by these processes atleast HR would lose another 15 days to give back up. Kindly advice me.
Regards
Parvathy R
From India, Madras
I have joined a company very recently and responsible for recruitment. Last month 5 candidates were supposed to join on the same day and I have got confirmation from all these 5 experienced candidates that they are joining us and because of which I confimed the program that all are joining. On that day of joining not only 2 joined and three candidates came into "No Show" bucket and I really did have back up candidates but i have not given offer to them. Kindly advice for 5 candidates as a HR how many offers do I have to make? How I could have avoided this say by making the back up to join as my confusion here is assume I roll out 5 offers and have 5 back ups, as a HR I cannot offer all 10 candidates and if 3 from 5 backed out how fast the back up can join as they have to be offered, they have to resign and they have to join us and by these processes atleast HR would lose another 15 days to give back up. Kindly advice me.
Regards
Parvathy R
From India, Madras
Dear Parvathy ,
Here's my suggestion, offer candidates in different phases. You might have a tight schedule, such as 5 hires by 20th of a month. Worst case scenario , you might not have any slack period. Hence, identify 10 candidates and offer first 3-5 to join within a week. If they don't, offer next 5. This is easier said than done, but this is how we used to manage it.
Offering a joining bonus is a luxury to few. Same for relocation, work-timings and designation. Stay accurately focused on what are these candidates looking for. Money is the greatest but not sole motivator. Some look for a step-up in terms of role, few for educational support and for others , they might be plainly bored to an extent, that they cant figure out what truly they want. Once you get the pulse of what are they looking for, stretch to offer them, with specifications. Avoid drawing rosy pictures, as it will hit the attrition higher once they join in.
Using social media to connect with the candidate, to reduce no shows is prevalent. However, its not a full-proof measure. Please connect with them to build a strong referral-base , even when they do not join. Take my words , not just them , but even you would find some use, no sooner.
Please let me know, if this fits your bill. Looking forward to brainstorm this further.
From India, Mumbai
Here's my suggestion, offer candidates in different phases. You might have a tight schedule, such as 5 hires by 20th of a month. Worst case scenario , you might not have any slack period. Hence, identify 10 candidates and offer first 3-5 to join within a week. If they don't, offer next 5. This is easier said than done, but this is how we used to manage it.
Offering a joining bonus is a luxury to few. Same for relocation, work-timings and designation. Stay accurately focused on what are these candidates looking for. Money is the greatest but not sole motivator. Some look for a step-up in terms of role, few for educational support and for others , they might be plainly bored to an extent, that they cant figure out what truly they want. Once you get the pulse of what are they looking for, stretch to offer them, with specifications. Avoid drawing rosy pictures, as it will hit the attrition higher once they join in.
Using social media to connect with the candidate, to reduce no shows is prevalent. However, its not a full-proof measure. Please connect with them to build a strong referral-base , even when they do not join. Take my words , not just them , but even you would find some use, no sooner.
Please let me know, if this fits your bill. Looking forward to brainstorm this further.
From India, Mumbai
I do agree with you Ms. Parvathi and Ms. (Cite Contribution), releasing the first lot of offer letters to the candidate initially selected and in case of drop outs you can send the second lot of offer letters to the second list with specific date of joining. As said the Joining Bonus also fetch good result in addition to the relocation expenditure for self and family to the workspot.
In the initial stage itself if we tell the truth about the organisation instead of showing the rosy pictures, it will surely help the organisation in reduced attrition level.
Thank you Mr. Aravind for initiating such a brainstorming discussion thread.
From India, Kumbakonam
In the initial stage itself if we tell the truth about the organisation instead of showing the rosy pictures, it will surely help the organisation in reduced attrition level.
Thank you Mr. Aravind for initiating such a brainstorming discussion thread.
From India, Kumbakonam
Thanks a lot Ms.(Cite Contribution) and Mr.Bhaskar. It gives me an insight as how I should have done it. Sure I will use this in my future requirement and yes I might have some obstacles if I put it in real scenario. I would surely share what obstacle I face so that it would add more fuel to this and many like me would also get benefited. Thanks HR gurus as you Ms.(Cite Contribution) has given a feedback. thanks again to both.
Regards
Parvathy R
From India, Madras
Regards
Parvathy R
From India, Madras
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