State Hr Manager
Hr Professional

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Hi All,
A candidate at a Senior Management/ Leadership Level would typically take 2-3 months to join another Company.
Please recommend COMPANY ENGAGEMENT PROGRAMS to hold the Interest of the Candidate during that period.

From India, Mumbai
Hi Divya,

Happened to come across this query only now. Sorry for the delay in reply.

It is always advised to negotiate on cutting down the delay in candidate's joining your company. But in unavoidable conditions you can try the following,

• If possible include a Sign-On Bonus for the candidates who can join early and don’t forget to add a clause that it should be fully reimbursed to the company if the associates leave within 12 months from the date of joining.

• Send a flower bouquet to the candidate’s house address welcoming him/her to the company.

• Prepare a brochure that will have details abt the company, its objectives, achievements, “Why he/she should join your Company?”, Clear career path for the Associates, etc.,

• Schedule a “Coffee with MD” session wherein the candidate gets the opportunity to talk with CEO/MD of the company.

• If the candidate is from different city help him/her in his/her relocation by providing details regarding the schools for his/her kids, enquire regarding the accommodation, etc.,

But make sure you have offered the right guy by tightening the noose on your recruitment process. Make sure the process is defect free. Check for the candidate’s vision and align it with your company’s vision and show him. At any point of time if the candidate shows some warning signs leave him and look for an alternative.

hope this helps to some extent.


~Raghav V

From India, Kochi
Role of candidate engagement after sharing offer letter
From India, Visakhapatnam
For the purpose you need to implement a Candidate engagement strategy and this strategy must be powerful enough ,to attract the candidate in such a way that he himself cuts delay from his joining time period .
Here below I am stating some tips and tricks for this:
1) Try conversational recruiting,it surely decreases overall time to hire.
2) Analyze the fears and doubts of the candidate and build a trust level ensuring him that with your organization he would be all safe,comfortable and secure.
3) If you really want that candidate ,offer him an attractive salary package along with some amazing perks.
4) Arrange a meeting of him with the welcoming higher management.

From Pakistan, Islamabad
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