We have a challenge:- For one of our recent project... we have recruited 4 people and offered the best package in industry....... before the joining dates, all started backtracking.. It's huge impact...we have a back up plan but how to reduce the percentage of failure in this activity............. Can you please give me some precautions.
From India, Bangalore
4From India, Bangalore
It is as much surprising to any one as it is to you as to why candidates are not joining your company despite offer of best package in the industry.You have not mentioned about the sector which your company belongs to Is your package really best in the industry? You need to do little research about the market for candidates of the caliber whom you recruited.If the candidates are talented, there are employers waiting to offer more.You only can find out the reasons for these 'no shows'. However some suggestions that can be of help to you will be :
1) Are you sure that you have recruited candidates who are serious job seekers or are they fence sitters?.Much of the problem of 'no shows' can be addressed at the level of hiring.You need a skillful hiring manager who can properly analyse their replies in the interview to guess their intent .
2) "Best" is a relative term. Does the candidate also consider your package as "best". You need to also ascertain this from the candidate. The common mistake most interviewers commit is to convince them what they are offering is the 'best' in the industry and persuade them to accept it. It is not negotiation.
3)Sometimes candidates may be using your offer to negotiate with another company.Find out whether this is happening to you also.if so you need to tactfully draft your offer letters as not to reveal much about the package but at the same time leaving no doubt in the minds of the prospective candidate about your commitment on your offer.
4)Packages alone cannot always lure candidates. Interview is not one way street any more.The candidate too wants to know whether the organisation too fits him.He wants to know about the culture of the organisation, work environment, learning opportunities and even about the boss whom he is going to work with. He would like to ask questions about them.The traditional interviewer tries to know more about the candidate and tries to project his company as the work place which no one can resist to work. But the candidates too have their own market intelligence. They may not like to join a company which cannot brag much about it's brand as employer in the market.
5) Find out in the interview that one factor other than an attractive package which the candidate is predominantly looking for in your company that can clinch the deal. Is it work-life balance? or learning opportunities? or career growth?
6) Finally are you holding out these offers with some riders like bonds or undertakings etc which are neutralizing the attraction element of your package offer?
You need to do some research at your end and hope this helps you in your research.
B.Saikumar
From India, Mumbai
1) Are you sure that you have recruited candidates who are serious job seekers or are they fence sitters?.Much of the problem of 'no shows' can be addressed at the level of hiring.You need a skillful hiring manager who can properly analyse their replies in the interview to guess their intent .
2) "Best" is a relative term. Does the candidate also consider your package as "best". You need to also ascertain this from the candidate. The common mistake most interviewers commit is to convince them what they are offering is the 'best' in the industry and persuade them to accept it. It is not negotiation.
3)Sometimes candidates may be using your offer to negotiate with another company.Find out whether this is happening to you also.if so you need to tactfully draft your offer letters as not to reveal much about the package but at the same time leaving no doubt in the minds of the prospective candidate about your commitment on your offer.
4)Packages alone cannot always lure candidates. Interview is not one way street any more.The candidate too wants to know whether the organisation too fits him.He wants to know about the culture of the organisation, work environment, learning opportunities and even about the boss whom he is going to work with. He would like to ask questions about them.The traditional interviewer tries to know more about the candidate and tries to project his company as the work place which no one can resist to work. But the candidates too have their own market intelligence. They may not like to join a company which cannot brag much about it's brand as employer in the market.
5) Find out in the interview that one factor other than an attractive package which the candidate is predominantly looking for in your company that can clinch the deal. Is it work-life balance? or learning opportunities? or career growth?
6) Finally are you holding out these offers with some riders like bonds or undertakings etc which are neutralizing the attraction element of your package offer?
You need to do some research at your end and hope this helps you in your research.
B.Saikumar
From India, Mumbai
@Omkar Bezzanki
Good Evening.....!!!!!
You have Asked the Solution & I have just given solution to similar kind of issue. Where you can fight the Joining Attrition.
Please check https://www.citehr.com/548863-take-o...not-joins.html
Revert if you have more queries on this.
From India, Ahmedabad
Good Evening.....!!!!!
You have Asked the Solution & I have just given solution to similar kind of issue. Where you can fight the Joining Attrition.
Please check https://www.citehr.com/548863-take-o...not-joins.html
Revert if you have more queries on this.
From India, Ahmedabad
Hello Sai kumar sir, (B.Saikumar HR & Labour Law Advisor Navi Mumbai ) I understood all your points and I will work them accordingly, could you kindly explain a bit more about 6th point? Omkar
From India, Bangalore
From India, Bangalore
Hello Omkar, as regards the sixth point what I observe is that employers,with a view to compel the employees accept the offer tend to incorporate certain clauses in the offer letter that an employee does not accept the offer, he will have to pay certain sum to the employer or with a view to retain employers, insist on submitting original documents to the custody of employers or insisting on paying certain sum if the employee leaves before certain period etc. or unusually long periods of notice of resignations etc.These clauses may make the candidates back out despite good package as they find these clauses restrictive and prohibitive of their careers.
B.Saikumar
From India, Mumbai
B.Saikumar
From India, Mumbai
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HRD-046 - Joining Letter Confirmation for Transfered Employees - 22-09-2012.pdf
Job Work-outwork employees.docx