Scalper :-)
It & Non It Recruitment, Executive Search,(
Asst Executive Hr
Gitika 12
Hr Executive
Employer Branding Expert
It Professional
Recruitment Manager
Hr Consultant

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Hi everybody,
i am doing a project on offer decline analysis (candidated declining offers after they are issued to them). i am doing the project for an IT firm. itsa part of the recruitment & selection procedure.
i have to give some suggestions as to control the offer declines.
Plz do help. the suggestions have to be something really new.
Thank You

Dear Gitika ,
Thats a really very informative project ua are working on , I am running a consultany firm and we face the same situation at the end when a closure is just gone take place after all the time spend on candidate , he gets selected and offer is made by the company he rejects which is actually now days happening a lot . What kind of help u need please let us know .

I am also working in a consultancy firm and we do face the same problem also....rejection from the candidate after the offer has been issued to them...if I am not wrong what a lot of companies do today is....they issue the offer letter after a couple of months...not very sure how much this helps though...

Gitika ,
There are different aspects in this
1) The candidate might not be seriously interested in change of job. He is just looking for a lucrative opportunity to come his way
2) Some candidates use the offer to negotiate with the other organisation for counter offer from the current one
So it becomes crucial that HR evaluate the seriousness of the candidate about the job change , understand his reason for the change
Too much gap bewteen the interview and date of joining could also provide room to the candidate to rethink on the offer and look for counter offer .

Hi Gitika,
This is a complex issue in Recruitment.
This cannot be fixed completely, but the following can be adopted to overcome this issue:-
-> Collect any original document from the resource and give him an official acknowledgement for the same (Probably he may not be willing to give. The recruiter needs to convince him by quoting that it is required for Background check, which is mandatory)
-> Get personal rapport with the resource (Communicate with the resource in his mother tongue, get into his personal aspects, etc)
Please share your comments for it.

Dear Gitika,
Some of the suggestions made regarding the issue.
* During the interview process itself ask the prospective employee the reason for the shift from his previous job. This will give us a fair !dea of what the employee is looking out for and whether it will be managed by our org.
* Give the true scenario of the org to the prospective employee. Rather than keeping things away from him being open to him about the working of the org shows a kind of trust which many employees yearn for.
* As you are aware some companies ask for bonds and deposits. But according to me these steps can also backfire. So use it keeping in mind the present situation of the organization and the industry.
Hope this gives some insight and !deas for recommendations.
Thanks & Best regards,
Elizabeth P.

Dear Geetika,
Couple of suggestion regarding the same,
* initial when we are pitching to candidate's for ABC job opening that time we need to understand candidate's seriousness towards job switch or how strong idea in his mind for job change.
we need to check with him on his personal front as well his family is ready to relocte n how his kids will adjust in new school or environment.
The role which we are offering him is matches with his current KRA's & how excites he is to take up new job opening or just he is checking his market value.
during interview we need to clear all his queries regarding the profile n what will be the his career growth path in this company.
after rolling out offer latter need to follow -up with him regularly.
if possible get update from him apart from this company offer any other offer .
Sanjay Bairwa

I think while making an offer, you shd. consider following points
1)Make offer as soon you, realise that candiate is best match for your requirement.B'coz the candidate must have applied at other places as well, and he might be getting some offers from other cos. as well.
2)If possible,you can always ask him/her about offers in hand .That will give you and idea if candidate is really serious about job search
3)Clearly commnicate that once both of you come to an agreement about an offer, it WONT Be changed..Now a days, you will find candidates coming back to you after some time, with higher offer and tell you to match it .(Then he will go to other employer with your new offer and tell them to match it and so on)..So dont fall for it..
Hope it helps..

Hi Geetika / all

Good discussion and rather hot / difficult one in these times. Long ago- about 2-3 years ago - I had initiated a similar one on another HR Forum. unfortunately, no clear consensus emerged. I may still have the synopsis of those suggestions somewhere and if any is interested, will try to find/send it across.

My perspective as someone generally involved in Senior Level headhunting ....

a) Early on, find the hot/pain /aspiration points.

b) Once ready, make a "trial offer " at the earliest .."IF we were to offer you this, by when would you be able to join...."

c) test, test and test...

d) Get all the people in the loop and on the same the Manager the new recruit is supposed to be reporting to...

e) Issue a clear offer only once you are sure of its acceptance, and make the acceptance come within a clear - and small - time frame.Follow that up with for copies of Notice, relieving Letters etc.

f) Do ref checks - often ignored but will throw up quite "interesting things sometimes ..do NOT do these via the same consultant who has proposed the candidate in the first place !!

g) Keep the Consultant - if any - in the loop too ! the Consultant can help in many ways .. you just have to be creative together :-)

Hope above helps !

best ..



Dear Gitika,
I'm working in this area and out of experience we know the lenght of the recruitment procedure often is the reason of the decline. We as a company do think we can take as much time as we feel is appropriate and the motivated candidates do have to wait. In fact, the feeling we give them is we are hesitating.
The more time you give them, the more logic it is they start comparing with other companies.
Treating candidates as unique human beings and not just one candidate of the hundreds we see a year really helps getting the declines down drastically!

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