Bodhisutra
Manager, Operations
Jeroo Chandiok
Management Consultancy & Training &
K.Ravi
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Raghav
State Hr Manager
Pallavi_12
Senior Hr Executive
Nagamitkumar
Hr, Ir, P & A
Sam_kr20
Working In Rico Auto Ind.
Suba.ananden
Marketing
Annjob
Research Analyst
Pankaj Talegaonkar
Recruitment Consultant
Abhaygadiyar
Placement Consultant
Geetu Verma
Front Desk
Legal Hawk
Advocate/consultant/arbitrator
+3 Others

Hello All,
right now i am frequently facing a serious problem. We have urgent requirement of Senior Software Engineer in our firm. after very hard work we find some suitable candidates and we gave him offer letter also as per his choice(joining date). But that day they didn't turned up for joining.
i got his a simple mail like - i have some problem can't join.
Plz help me what should i do in that case?
Thank.
17th October 2007 From India, Gurgaon
hey,
Whenever you have anybody appointed the changes are of the back out because he or she may look for other better opportunities in terms various factors included........... it can be CTC, Benefits..... onsite opportunity....... designation and technology, domain and company name also.
If the candidate finds all this in one number there are less possibility of back out but its not possible every where.
so keep a stand back whenever you offer anybody...... to convince your this candidate tellme about the benefits , if you have onsite opportunity do let me now....... any chances of promotiion and appraisal... if you have half yearly or yearly appraisal..
lets c if this works
Regards
Niitu
9819126662
18th October 2007 From India, Mumbai
hey,
Whenever you have anybody appointed the changes are of the back out because he or she may look for other better opportunities in terms various factors included........... it can be CTC, Benefits..... onsite opportunity....... designation and technology, domain and company name also.
If the candidate finds all this in one number there are less possibility of back out but its not possible every where.
so keep a stand back whenever you offer anybody...... to convince your this candidate tell him about the benefits , if you have onsite opportunity do let me now....... any chances of promotion and appraisal... if you have half yearly or yearly appraisal..
lets c if this works
Regards
Niitu
9819126662
18th October 2007 From India, Mumbai
One cause could be, IMPROPER , CONFUSED, VAGUE communication between COMPANY — — - CONSULTANT — — — - EMPLOYEE with the consultant being in middle.
18th October 2007 From India, Pune
Madhu,
Raghav's analysis is comprehensive and excellent. He has given you a lot of areas which you can use to tie down a candidate the best you can.
However, human nature is never predictable and often in spite of all you have done, the candidate refuses at the last minute leaving you in a very uncomforable position.
The only other option is to have a back-up candidate; be honest with him; say another person is being considered but should he say no, then you will revert to him and make him the offer instead. Not always viable, but worth trying!
Jeroo
19th October 2007 From India, Mumbai
Hi everyone
This is not a problem with IT industry alone. we have experienced this problem across verticals. Our general observations are that candidates who are longer with one particular organisation are talked back monetarily or emotinally.
Abhay Gadiyar
Nitya Placements
19th October 2007 From India, Mumbai
Hi,
Well first of all thanks to all... for ur respective views.
Yes, i am totally agree to abhay that in these era we are facing these serious problem in every field.
every time we work hard n hard to get the good candidates but after analysis (in some cases) output becames 0 (zero).
Thanks.
19th October 2007 From India, Gurgaon
Hello
please note that for such problem you have some solution as under
1) When you go for any particular position, normally you will find more than one particular candidate.
So, you have the option to issue a appointment letter to the best no 1 and keep hold No 2 or No3.
When the particular person does not join, you donot have any option but to call the already hold resume i.e. No2 and No 3
Thats the only option you have.
2) You can further fire the consultant whom through that candidate been obtained. So when the next time, he will further assure that thing wont happen again
thanks
sampathkumar
22nd October 2007 From India, New Delhi
you should give them another chance may be they can be in some problem or you can search for new candidates.
22nd October 2007 From India, Indore
Hi Shridhar, I just uploaded the article posted in the CiteHR long time back. Due credit goes to the actual author. :) Regards, ~Raghav V
23rd October 2007 From India, Kochi
hi,
The problem you are facing is normal one as you should know that nowdays competition has been touching peeks so you should be prepared for that. When you gave offer letter to few people you must have selected few more people than the required one example id u need 2 sr soft eng u must select 4 people so that if either of 1 back up u stil have replacements to go. So dont loose hope it is a part of game, so the show must go on quickly interview few more candidates and get ur positions closed and one thing more you should see that candidates with short notice time period of 15 maximum 20 days shud be shortlisted.
All the best for your joinings... take care
23rd October 2007 From India, Delhi
‘Offer decline’, ‘no shows’, ‘run away’ are major challenges for any Organization today, be it tier 1 or tier 3. I have worked very closely with IBM and the above said cases did happen with the same too though being one of the best employers in the globe.

Such cases could be avoided by probing more into the interest of the resource who is proposing himself for a job opportunity. Today’s IT industry being so dynamic its highly challenging for any recruiter to get the right resource and in a pressure to deliver they do not probe much or I wud say right kind of validation is not being done, which is one of the reasons for such cases. As one of the members have listed most of the reasons and the rest being beyond our control, I wud only recommend to do better on what ever is in our control.

While talking to a candidate look out for signals which you shud be aware of. Candidates exhibit some signals which can give you indications of such cases.

1. While you ask for their joining period or expected CTC, candidates wud reply without a commitment saying “let me take the i/v first and lets look into those things later” – drop these kind of candidates. If he / she is serious for a change, wud give u a sharp reply or ask for your recommendations.

2. Candidates skipping i/vs repeatedly – don’t pursue with them.

3. Candidates well settled in their native place – do not attempt to convince them to relocate them, most of them take a momentary decision and step back later.

4. Ask them to answer frankly “is there anything that wud stop u to decline the offer or step back in the last minute” . Post this Q boldly to them and observe their response, most of the candidates come out with fact here. Try it and u will know.

5. Ask them if they have applied / attended i/v elsewhere and awaiting result. If they have offers in hand, ask them how they weigh it against the offer which u r gona give them. If they say they weigh urs more, ask them y and c if the answer is logical.

U have more to probe like this. Finally, I wud reiterate, do not deliver a CV under pressure to deliver w/o probing in or validating completely.

Always have a back up to offer the client as soon as u come to know about such cases.

U shud be the one to come to know about such cases first rather than client calling u and telling the candidate didn’t turn up or he ran away.

Regds,

suba
23rd October 2007
Hi,

This kind of problem is faced by every HR.

You cann't stop such things nor can take action.

Least you can do is to have back up of some final round shortlisted candidates with u.

If one dont join, then immd u can give offer letter to another.

Wht i do is send 3 -4 candidates for final round, out of which incase atleast 2 or 3 shortlisted, then i will pick the best candidate and issue offer letter, for rest I tell them that we need time to think for a week and also tell them that If they got any other offer from other company, they can proceed.

In this week, the person rejects the offer then immd, i will issue offer letter to next suitable person.

After week I tell the rest that we kept their profile on hold, because i dont want them to waste their time.

If the person rejects the offer after 10 days more than that then i will issue offer letter to another person whose profile is kept on hold and who is still interested.

But we should never tell that person that we have already issued offer letter to another person and he has rejected, thats the reason, he got offer letter.

Hope I answered your Q.

Thanks

Pallavi.
24th October 2007 From India, Mumbai
i am replying to Sampath Kumar who said that the consultant from whom the candidate was hired should be fired.. i think that is totally unfair, no consultant can give surety for a candidate to join, coz after all the candidate will make a decision depending on the offers he has/his problems. after all the candidate and consultant are two separate pple and you cannot blame one person for another person's decision!
24th October 2007 From India, Pune
Dear All
When we are paying sal above 5k then why it is necessary to past a revenew stamP ? what is the reason behind it , If not pasted stamp ...? is this sal will in hand 5k or gorss...? pls explain
DBD
12th February 2013 From India, Pune
The employee has a right to go after the what he feels is the best job for him and it may not always be your firm so be prepared for it.
Don't expect everyone you give an offer letter to join. Draft your joining letter in such a way that if he doesn't join by the due date, you are no longer obliged to take him in. Keep the right to appoint someone else reserved. Interview and select more people than you require. Stagger their offer letter dates so that you are protected against the possibility of some of them not joining.
13th December 2013 From India, Delhi
Respected All Kindly suggest vacancies for B-Tech - Electronics Communication Engineer ,fresher. for my brother. Regards Geetu Verma
28th April 2014 From India, Phagwara
Hi...
As we know that, every organisation is implemented with HR Policy, where a separate Recruitment & Selection policy is designed prior to hiring process. Please amend the policy with Legal Action where u should mention following points:
1. Steps takes not joining after accepting Offer Letter.
2. Security deposit of certain amount ( Refundable)
3. Clear everything on the interview spot itself.
.
10th May 2014 From India, Bhubaneswar
Dear all,
It is not an industry specific problem, it is very much present in every industry and at every level. Essentially the candidates, after procuring the offer letter with the revised CTC, gets into a phase wherein now they can negotiate with the existing employer in terms of CTC/onsite opportunity etc. Apart from this, they also negotiate it with other prospective employers.
Keeping a backup of the candidate ( as a gentleman recommended) would directly impact the company's credibility in the market, so that isn't a viable option. Clear communication with the positives and practical benefits might be lucrative.
16th September 2014 From India, Gurgaon
Jeroo,s statement is very much true, further legal speaking you cannot hold on to a person who has not submitted himself /herself in contractual obligation, thus it is a futile attempt to think of ways of solving this issue rather have a back up as suggested.
legal hawk
18th September 2014 From India, Chennai
Now what can be done?? Forget an start the new recruitment process ....... Nowadays believe me attrition rate is quite high in ever industries.
Suggest i can give - in pharama company - all the nearby HR join hands an made a FORUM (say agreement). In it we had signed the agreement that we shall not be taking any employees from the FORUM. Initially there was only 15 HR later it went to 145 an now rising. Slowly an slowly attrition rate amongst the HR Forum team reduced.
5th September 2015 From India, Vadodara
As an HR manager , the situation of candidates backing out at the last minute is very familiar.It's tiresome enough that you have the position empty again that you have to go through the entire process again . I think the best ways to deal with candidates backing out at the last minute is to sell the vision of the company and hire candidates with potential rather than already experiencied and polished talent.
To know more about what makes a candidate back out at the last minute and ways to deal with it you should check out this article-
https://quikchex.in/prevent-candidates-backing/
17th August 2016 From India, Mumbai
Hi Everyone,
Please suggest me ASAP with "How to write please mail to back out candidates for get back again?" This is for VP level position. I want to impress him with my each and every word as a convincing mode. Would be very helpful, if you send some email templates to me.
Thanks & Regards,
John Amal Raj.R
john.amalraj90@gmail.com
20th August 2016 From India, Bangalore
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3rd June 2019 From India, Gurgaon
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