Sr. Hr Consultant
Accounts & Hr

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Dear All,

Im an HR consultant in Bangalore and recently I recruited a candidate for one of my clients. After 3 different rounds of interview (client company's usual procedure) the candidate was selected and offer letter issued. The candidate accepted the offer and gave the joining date (May 1st), I followed up with the candidate till April 30th and the candidate agreed to join on May 1st. On May 1st evening I receive a call from the client saying tht the candidate havent shown up. I contacted the candidate and came to know that he was bed-ridden with fever. I talked with the management and "as per the candidates request" moved the joining date to May 14th. I did regular follow-ups, but on May 14th after much phone calls the candidate says he's not interested to join and he's planning on taking a career break. I had let down my clients for a second time, and they where furious!!!

My friends !! My question is: Is there anything, other than start looking for new candidates I can do in such a situation?? For example: Black-list the candidate etc. Or to avoid such situations?? Please advise as to what you would have done better??? Awaiting your reply



Hi Aswin,
Be Cool & Relax.
This is a common situation in the Recruitment Process,where after being promised,issuing offer letter and doing many follow up candidates don't turn up for Interviews or on the date of joining.
The best option is to have more back up of candidates for the required job positions.
Even if one doesn't turn up on time for Interview or on the date of joining ,We have a another candidate ready for the same date.Also we need to make it clearly to the candidate that if he doesn't turn up after grace time,the opportunity will be given to another candidate and no more second chances will be entertained.
From what I can see you have done what you can, you could have done the preparation and advised them as much as you can before itself.
This is the process I follow.

Dear Manoj,
Thank u for your valuable suggestion. Jus like u mentioned, I did have back-up candidates. So, handled the situation. The problem was that one of the interview round by my client is done by their onsite personnel via skype. it was hard to get his date and time in-line with candidates time.
Also, Manoj is there any way u make sure that we dont approach this candidate in future?? Ex: Blacklisting

Hi Ashwin,
I don't think about blacklisting of candidate.
For example 01,We as HR sometimes select the candidate and give him the offer letter but due to some reasons like if we find better candidate than the earlier one or any other reason we might cancel the previous offer letter given to the candidate by giving some explanation to the candidate.
For example 02,If we were in the Candidate's shoes and got better Job than the one we attended Interview and received offer letter,we could also have rejected or change the mind of not joining.
So its not only about the candidates but as HR we might do the same.So there is nothing much to be done but depends on each & every ones thinking,honesty,openness etc.
All I do is not entertain the candidate in future again if he/she doesn't give satisfactory explanation.
So in short everything is fair and keep it simple.

Dear Manoj, Thank you for that insightful advise. Thats an excellent point of view u have provided. I’ll definitely keep this in mind. Regards, Ashwin 0091-9035695956
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