Hi All, In my organization I am doing hiring for sales team, but facing a very serious issue which is that candidates are given a date to serve their notice period, and join in our company but on the joining date or 2-3 days before the joining they revoke back by giving an unjustified reason as like my company is not reliving me, My manager is not accepting my resignation etc… in all that I am trying my hard but they are not joining our company.
This all kills all my time, efforts and in that way I fail to meet my deadlines.
Somebody please suggest me … what could be the solution for this.
From India, Noida
This all kills all my time, efforts and in that way I fail to meet my deadlines.
Somebody please suggest me … what could be the solution for this.
From India, Noida
Hi,
This is a very common issue in all Industries. There could be so many reasons like
1) Existing Employer some how convince and retain the employee by committing some monetary hike.
2) Candidate bargained with some other new employer simultaneously with the offer letter received
3) candidate got negative update about the future employer in terms of work pressure, more volume of work, bad work environment etc.
4) candidate not satisfied with the offer received but forcibly accepted due to much bargaining and hence decided to not to quit from the current employer
There could be more reasons like above. Only thing employer can do is identify candidates who are really interested for the job, fix salary on par with market standards and expectation of the candidate to some extend. Share a broader picture about the company , explain about the scope of growth, benefits offered etc. Most of the Recruiters are facing this issue and it is the employer to change the recruitment methodology!
From India, Madras
586This is a very common issue in all Industries. There could be so many reasons like
1) Existing Employer some how convince and retain the employee by committing some monetary hike.
2) Candidate bargained with some other new employer simultaneously with the offer letter received
3) candidate got negative update about the future employer in terms of work pressure, more volume of work, bad work environment etc.
4) candidate not satisfied with the offer received but forcibly accepted due to much bargaining and hence decided to not to quit from the current employer
There could be more reasons like above. Only thing employer can do is identify candidates who are really interested for the job, fix salary on par with market standards and expectation of the candidate to some extend. Share a broader picture about the company , explain about the scope of growth, benefits offered etc. Most of the Recruiters are facing this issue and it is the employer to change the recruitment methodology!
From India, Madras
We have had somewhat of a similar discussion just recently, and it is a subject that comes up regularly on CiteHR as a search of the previous threads will reveal.
https://www.citehr.com/636272-action...es-do-not.html
From Australia, Melbourne
https://www.citehr.com/636272-action...es-do-not.html
From Australia, Melbourne
Both are different type of issues.
if any person is not joining after the acceptance of offer letter then its a normal thing. don't be take it to seriously in fact every person want betterment and growth in his life either by current employer or by changing the employer. its a normal thing and as an HR person face such type of problems.
now come to your problem , when you fulfill the separation process requirements as like notice period and other aspects, then there is no need to hold you till the new recruitment. because you have done all necessary requirement required for separation ( As per appointment letter) so just go ahead and join the new company. it is the duty of employer to recruit of the replacement of you not your .
From India, Rudarpur
if any person is not joining after the acceptance of offer letter then its a normal thing. don't be take it to seriously in fact every person want betterment and growth in his life either by current employer or by changing the employer. its a normal thing and as an HR person face such type of problems.
now come to your problem , when you fulfill the separation process requirements as like notice period and other aspects, then there is no need to hold you till the new recruitment. because you have done all necessary requirement required for separation ( As per appointment letter) so just go ahead and join the new company. it is the duty of employer to recruit of the replacement of you not your .
From India, Rudarpur
In today's world, recruitment doesn't end with the issue of appointment order. The effectiveness of recruitment would be measured in terms of how many candidates have joined and remain with the organisation.
So, as the Sales personnel recruiter, you need to develop a follow-up mechanism, have an exit plan for each of the selected candidates on how their relieving from the current organisation will proceed and when they will be joining you, periodically check with the seleted candidates, their employment status in the current organisation, any problems or issues in the smooth progress of the planned exit, any further clarification, etc. Probably these steps would help to get the selected candidates and keep them for a while at least.
From India, Mumbai
So, as the Sales personnel recruiter, you need to develop a follow-up mechanism, have an exit plan for each of the selected candidates on how their relieving from the current organisation will proceed and when they will be joining you, periodically check with the seleted candidates, their employment status in the current organisation, any problems or issues in the smooth progress of the planned exit, any further clarification, etc. Probably these steps would help to get the selected candidates and keep them for a while at least.
From India, Mumbai
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Five Ways To... Politely Reject a Job Offer.pdf
Job Offer - Format 2017.docx