How To Have A Control In Candidates Backing Out At The Last Minute - CiteHR
Kritarth Consulting
Spl Educators Posh Programs; Hr & Ir
Insolvency N Gst Professional
+3 Others

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HR Gurus -
Wanted to know what are all the ways to control in the recruitment process, if the candidates backout at the last minute or on the joining date..
Is there a system which can stop such incidents and we know very clearly that the candidates are going to join us and not bargaining around with the other companies and finally declining the offer..
Any suggestion or help would be of great help so that i can include such process in my system to curb this..
Tutelage | Technology Services and Solutions | Staffing Solutions

Thank you Ms.Monica..Really Informative...
I guess adding legal clause in the offer letter would be a good idea to know the genuiness..
Anyways, let me a follow few of those guidelines and hopefully we can curb to some extent..

""I guess adding legal clause in the offer letter would be a good idea to know the genuine..""
This legal clause at offer stage will not be enforceable in a court of law.
Job is a contract between employer and employee.
Offer by employer and acceptance of job by employee only complete the contract.
It is more viable to have standby candidates and in case main drops out at last minute,go to next candidate on standby.
The link given by learned member above is an American website where employer/employee laws are different.

Any more Legalism into Employment Relationship between the Employed Person and the Employer (Management) instead of Humane Touch may jeopardize the Employment Contract itself and the ensuing sense of Belonging and Empowerment. An Analysis of the Root Causes of such occurences may reveal some alarming trends often resorted to by few of us. Let us Human Resource Caretakers & Curators devote more time in making our Organizations So Attractive that Talent is drawn not dared.
Team Kritarth
Bengaluru Center
9th April 2016

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 which need to me managed smartly....
Thx for your inputs..... -Arun

How far a legal clause is enforceable is open to doubt. You can take a horse to the pond but cannot make it drink water unless it feels thirsty.Similarly an employee, unless he is interested to work, cannot be productive and can only add to your numbers. Probably if he is so disengaged, you may be searching for solutions again as to how to engage him or terminate him without legal hassles.

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-

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