Hi All,
I am working in an MNC as a recruiter. Presently have taken up a project and need your contribution for it.
Trying to probe into reasons that lead a candidate to drop out after the offer has been made.
Few reasons that I figured out were:
He shopped around with my offer and got a better comp :(
Better Role Offered.
Personal Reasons....Not open to relocation.
Would like your inputs for it. Also would like to understand what is your organization doing to minimize it.
Even if you are not a recruiter, with you personal experience would like to know , what motivates or restricts a candidate not joining an organization , after accepting the offer.

From India, Hyderabad
Most often from what I have seen, people back track on Offers as -
1. Cross Selling - Gets better deal drom present employer
2. Over Selling - Gets abetter offer from another prospective employer
2. Not really seeking a change actively - just checking mkt value
3. Selection Process - Time, Behavior, Follow Up, Communication
4. General Feedback from Mkt abt Co - Everyone does her/his homework and does a Mkt Survey on Co. Culture, Work atmosphere, Commitment, HR Policies, Reporting Relationships etc
5. Time taken to close Offer
6. Commitments made during Interviews and Offer Letter Clauses mismatch
My few cents

From India, Madras

Market has become filthy now a days, guys are playing with the Offer Letters... they try to get one offer and play around with other companies to get more what he had in that offer... this is what job hopping.... coz they dont have ethics...and at the same time its the organizations biggest mistake, coz its who the Companies are entertaining these guys
- Mirza

From Saudi Arabia, Jiddah
Hi All !

Can we classify the reasons according to the parties involved?


The candidate: Lack of determination to change, appeared for interview due to frustration which eventually eased out, Locational preference, Family objection or non concent, Working with more than one consultant and having more than one offer.

The Recruiting Organisation: Role clarity not provided, Time taken is longer than normal, Salary negotiation done too tightly, Reference check not positive, Creating doubt about location of work, details provided to consultants or candidate about the role not clear, Interview panel not prepared for interviewing the candidate against the position, Perks and Fringe benefits not attractive, Inadequate follow up with placement agency and / or candidate.

The Present Employer: Structural adjustments provided, designation upgraded, higher salary offered, new role provided, Emotional bargaining, making perks and fringe benefits more attractive.

The consultants / Placement agencies: Actual job description not offered to candidate, Offering other vacancies to the candidate. Not following up with candidate.

Hope the above classfication is logical. Would like you friends to add to it and suggest remedies.

- Hiten

From India, New Delhi
Mirza, Does not Companies (specifically Company HRs) play with candidates, by offering them mirages in a desert..
From India, Pune

Of course you are true but you know who ask them to do it and why they do it....coz HR is not the whole and sole of an organization right...
but anyways, what i see these days is HR is not acting smart in some areas though we have reference checks this and that new new things are taking place in the industry one or the other way, still we are lacking in some areas
say for Eg: if i have offered a guy and accepted for 7 lack for a soft engr position; then again he will look for the better figure in the market by populating this offer and negotiate and the next door i dont know why the companies are entertaining...you know frankly telling i have come accross with these incidents and i have not entertained and will not rather i have cleared told them that then just go and accept the offer what you have in your hand
i think all of us should come in a way and stop this otherwise i dont know what would be the Indian Market - am worried
All of your thoughts are welcome
- Mirza

From Saudi Arabia, Jiddah
Hi Mirza,
Thanks for the input well summarized....but the eternal question....What do I do to minimize it ?
As a Recruiter my performance is judged on how many On boards do I have to my credit.
Better Interveiw experience and clarity of role and responsitbility , comp break up is what comes to my mind , to stop the post offer dropouts. Would help if you could provide your insights into it as well.

From India, Hyderabad
Hi Mallick / Hiten,
The question was intended to you.
Thanks for the input well summarized....but the eternal question....What do I do to minimize it ?
As a Recruiter my performance is judged on how many On boards do I have to my credit.
Better Interview experience and clarity of role and responsibility , comp break up is what comes to my mind , to stop the post offer dropouts. Would help if you could provide your insights into it as well.

From India, Hyderabad

whatever the offer you are making, the DOJ should be maximum 1 month and still he has the option of 30 days....
but there are different ways of communicating with people...you can have a rappo with the guys and talk to them once in a while and ask them whats going on and make them feel comfortable with the Offer what he has
- Mirza

From Saudi Arabia, Jiddah

Yes Our company also facing the same problem as it is MNC and they are having software developement team and there i am aslo facing the same problem while hiring candidate for Software team to some extent we will happy atlast our position got closed and this candidates are having no respect towards the company from where they issues there offers on first day of joining they will inform us that they are not joining .So we also tried to find out why this happening this because that our is not into total IT company and one more reason now a days market became too voliatile that these IT guys got habit of going for interviews taking offers in hand for the sake of better salary package and some are there who are looking out for onsite openings and nowadays companies are retaining there talent by offering onsite opporunities.And location would became valid reason for revoking the offer.In this competitive world people want all comfort while working all facilities with challenging work assignment.So our HR professional need to be proactive while hiring people for that i think we should continuous followup with the candidate and make him/her comfartable about the wroking culture over here by having informal talk with them before joining.



From India, Mumbai

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