Thread Started by #ashlesha.dere@yahoo.co.in

If the candidate does not join after accepting the offer letter, whose fault is it ? Is it always the candidate ? recruiters may say "yes". but being a recruiter for 2 years, i wud say "no".



definitely, candidates may go out and negotiate with the salary offered by 1 company. another company provides better pay, so the candidate does not join the first company. but what kind of candidates are given the offer matters the most. i have noticed the below points during my 2 years of hiring :



1) look for candidate residence location & your company location - nearby or far ? if far, always make a point to check the location of his current company and previous companies. how much traveling has he done ? if very minimal, are you sure he can travel to your company ?



2) why is the candidate wanting to change ? many say for better growth/prospects/technologies.



a) ask them specifically the meaning of every term - what does he mean by growth - monetary/technology ?. if monetary, ask him his pay scale for his current, previous company. it will provide a rough idea at what level the person is hopping for salary. ask him at what salary did he join and if any increment took place. you will know the priority he gives to it.



b) if technology - ask him what does he work on, what he wants to work on. think for yourself if the person can be absorbed on same technology u have and he wants. just bcz he says i want to work on ABC, it doesnt mean u can take him on ABC (even if u have the opening for ABC).



3) if change reason is bcz he was on contract period, always see the location of his company and residence. many times, people on contract are ready to join anywhere only bcz their contract is getting over and they need a job.



4) ask him why so many switches. we shud be able to understand whether they are genuine or not. gain the ability to understand fake resumes.



5) most importantly, is he a fit into ur work culture ? the interview must have gone excellent, he fits into ur salary bracket, but does he suit within ur company ?? at times, there is some fishiness abt sum candidate and inspite of good technical skills, the person in rejected.





never hide anything from your candidate (obviously, there are some things that are best not revealed, but state the salary). his joining depends solely on you.



it is nobody's fault, just that be careful before/while hiring. at times, it is better not to have any resources rather than having wrong resources......



do revert and evaluate my thoughts of 2 years as a RECRUITER..... (faced 5 back-offs in 3 months... candidate not joining after accepting offer letter)





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ASHLESHA
16th July 2011 From India, Mumbai
I completely agree to what Aleesha says but there is one factor which has been left completetly and that is for recruiter to realise the priority of the candidate i.e. some may look for money, some for designation some may crib for new technologies, updated softwares and some for location and this is the task of recruiter to analyse which among these the candidate is more deviated to and compare it with the availability of the opening and matching it with the candidate. this I think is very important and infacct very difficult too because of the complex nature of people.....
16th July 2011 From India, Delhi
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