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Candidates misusing offer letterHi those who are looking after recruitment function must have faced the problem of candidates deserting after receiving the offer letter. what is the severity of problem you face? say out of 10 offers made how many do not turn up again? has it something to do with level in structure? let us share views and try to find some way out of it. or atleast make out some way to identify signs of such candidates. i have this problem in 4 out of 10 candidates. that too at the senior level managers. while analysing the cases i found no similarities except that most of them came through placement agencies. while introspecting i found following: we did two level of screening of applications for suitability. we gave introduction of organisation through placement agency and personally over phone. the interviews went well. administrative part like attending the candidates and greeting were done well. there was not too much of time between preliminary interview and final interview 10 days or so the candidates were not pressed much for salary negotiation except a few their expected salary was offered offer letter was released within one week of final interview. date of joining advised was 1 month from issuance of offer letter. in your view what can go wrong? do you face the same problem? how you cope with such things? any suggestions? thanks hiten Difficulties in recruitmentHi all i am saravanan working as a hr recruiter in leading software firm after completion of graduation.for every saturday i am conducting drive in my company for placement.each time candidates promising that they will arrive for the interview but at the interview scheduled date i can get only few heads for interview..last saturday i lined up 70 candidates for the interview but at the interview dateonly 10 candidates turned up for the interview..since i am new to the recruitment i cant able to predict candidates behavior..i found little unsatisfactory for not getting handful candidates for selection..really i am working hard kindly suggest what improvements i have to make over the recruitment process & how can i get 100 results . regards saravanan.a How to develop good rapport with candidates so that at least they can go and attend interview?Dear all kindly advice on the best possible way or method to source candidates for it industry. i am in to recruitment/executive search business. many a times candidates show their interest to attend interview but they hardly turn up for an interview. it is very serious issue. my question is : how to develop good rapport with candidates so that at least they can go and attend interview at given schedule. regards ashok Regarding the training and the exact interview process.Dear sir / madam i am kalpita an hr executive working for an import company dealing into furniture fittings wardrobes kitchen accessories hardware fittings. as we are hiring sales team for pan india. kindly help me with below details. 1. job profile for field sales industrial sales. 2. interview questions for shortlisting them. 3. training process for the hired candidates or with help me with specific points. kindly suggest me regards kalpita rao What to talk to candidates while arranging interviewsHi everyone please help me. what to talk to candidates while arranging interviews on call. i usually talk about only vacancy and interview date and timing also tries to arrange interview with availability of time of candidates. but result is very poor very less people attend that interview. i have got reason may because of my less talk with candidates it is happening. so my next strategy is that i have to talk about company profile in details it will help to create big picture in the mind of the candidates. people please give suggestion for this and please tell me what should i tell to candidates as company profile. regards gayatri Candidates not turning up for the interviewDespite confirming from candidates several times many of them refuse to come at the last minute for the interview. the senior managgement is of the opininion that we should persuade the candidate incase such a situation arises. however i m of the opinion that such candidates should not be called again because when they cant keep up with an interview appointment what kind of work commitment would they display incase taken on board. request you to kindly provide your inputs in this regard. regards anika agarwal