Managing Last-Minute Candidate Withdrawals in Recruitment
I wanted to know what are the ways to control the recruitment process if candidates back out at the last minute or on the joining date. Is there a system that can prevent such incidents so that we can be certain the candidates will join us and not negotiate with other companies, ultimately declining the offer? Any suggestions or help would be greatly appreciated so that I can incorporate such a process into my system to curb this issue.
Regards,
Arun
http://www.tutelage.co.in
From India, Bangalore
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I wanted to know what are the ways to control the recruitment process if candidates back out at the last minute or on the joining date. Is there a system that can prevent such incidents so that we can be certain the candidates will join us and not negotiate with other companies, ultimately declining the offer? Any suggestions or help would be greatly appreciated so that I can incorporate such a process into my system to curb this issue.
Regards,
Arun
http://www.tutelage.co.in
From India, Bangalore
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Thank you, Ms. Monica. Really informative. I guess adding a legal clause in the offer letter would be a good idea to ensure genuineness. Anyways, let me follow a few of those guidelines, and hopefully, we can curb to some extent.
Regards,
Arun
From India, Bangalore
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Regards,
Arun
From India, Bangalore
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"I guess adding a legal clause in the offer letter would be a good idea to determine authenticity. This legal clause at the offer stage will not be enforceable in a court of law. A job is a contract between the employer and the employee. The offer by the employer and the acceptance of the job by the employee only complete the contract.
Practical Solutions for Recruitment Challenges
It is more practical to have standby candidates so that in case the primary candidate drops out at the last minute, you can move on to the next candidate on standby. The link provided by the knowledgeable member above is from an American website where employer/employee laws are different.
From India, Pune
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3180Practical Solutions for Recruitment Challenges
It is more practical to have standby candidates so that in case the primary candidate drops out at the last minute, you can move on to the next candidate on standby. The link provided by the knowledgeable member above is from an American website where employer/employee laws are different.
From India, Pune
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True. What I understand is there is not much of a grip we have on the No Show and other absconding cases. The only way is to keep back-up, and this risk seems to be something that needs to be managed smartly.
Thanks for your inputs.
- Arun
From India, Bangalore
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Thanks for your inputs.
- Arun
From India, Bangalore
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Dealing with Last-Minute Candidate Withdrawals
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 and that you have to go through the entire process once more. I think the best way 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 experienced 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/
From India, Mumbai
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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 and that you have to go through the entire process once more. I think the best way 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 experienced 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/
From India, Mumbai
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2-RECRUITMENT PROCESS-2.doc