Aussiejohn
Trainer
+8 Others

#Anonymous

Hi, this is chaitsi here. I am working as an HR Executive in an E-commerce company. It is Ahmedabad based company and I am looking out for an email support executive and BDM with an e-commerce experience. It's very tough to get the candidates for both the vacancies as I am getting BDM but along with e-com exp. are rare and for email support we need people with a good command of English. in last one month, I shortlisted 4 candidates (not all 4 at the same time) what all 4 of them did is they came for an interview, shortlisted, even after asking for several times are they actually want to change? are they going to join our organization, they will say yes, they will take an offer letter and just a day before a joining( and two of them didn't even bother to inform till the day of joining) they will say they can't join us. Is this fare?
My question is what if we employer do the same with them????? on the day of joining we will ask them that we don't want you to join our organization now, how are they going to react???
Can't we make any system or rule which can help HR & Organization for Hiring Process? We all are aware how lengthy and difficult a recruitment cycle is.
Few people will say even employers are evaluating so many candidates but again I will say we don't give an offer letter to each and every candidate whom we shortlist. Even candidates have a right to choose the best employer but if you are committing somewhere that you will join after x days or weeks, you are taking an offer letter from 3-4 different organization (lets skip the part of receiving an offer Letter you are also accepting their offer and then you don't turn up) seriously frustrated with this kind of behaviour and approach of candidates.

Need a comment and suggestion for the same.
26th April 2016 From India, undefined
Hai,
This is most common issues in Recruitment. Every one is facing the same issues and this goes on and on. As per my knowledge this cannot be changed so cheer up. Be patient and everything will be fine.
Thanks
Priya
26th April 2016 From India, Bangalore
#Anonymous
Hey Priya, thnks for the revert but don’t you think so this is not the solution?????????????
26th April 2016 From India, undefined
Hi,
In my opinion, we should atleast update remarks on particular recruitment channel via which we got candidate's interviewed/ aligned. For Eg. If any candidate is coming via Naukri.com then some remark can be mentioned against their profile by employer which will help recruiters in future to be aware of past incidents pertaining to assessing these candidates. What say?
26th April 2016 From India, Delhi
Hi, Not only Naukri but I feel we should make an app or candidate portal where we can blacklist such candidates or provide our reviews which are useful for other recruiters.
27th April 2016 From India, undefined
Dear there,
I observed this common issue everywhere. Particularly if I say about ahmedabad based medium scale companies they do not even provide offer letter and appoiment letters. Here culture of HR is one of the worst I have observed.
Note:- I am specifically talking about medium scale companies only.
27th April 2016 From India, Delhi
Every week we have postings on CiteHR about recruitment problems, and frequently these postings are about prospective appointees not showing up.
Seems to be a fact of life in India.
My view on this - simple - you chose the wrong person.
I have been a member of CiteHR for many years, and have a particular interest in recruitment (along with training), and quite frankly, some of the things I have read over the years on recruitment practices simply beggar belief.
Go back and look at your recruitment process - from beginning to end. THEN FIX IT.
Check my postings on recruitment. I have said many many times that successful recruitment is not rocket science.
I have posted my simple guide to recruitment. It worked for organisations where I was employed in the past, and I have trained other hiring managers in this system.
However, NO SYSTEM IS PERFECT, not even mine. But if you have a robust system in place, you can mitigate most of the problems.
28th April 2016 From Australia, Melbourne
Dear Recruitment Community Members,

All of us the recruitment community have almost come to a point accepting that there is actually no solution to the problem of "No Shows". All companies, irrespective of their size, reputation, salary, etc. have been suffering. No company can claim to be an exception.

This is when a friend of mine decided to do his bit to solve this problem, and it seems to be working pretty well.

His solution is that employers, upon making an offer, should insist that they register and "Accept" the offer on iAccept portal, failing which the employer will withdraw the offer. Other companies, before making an offer, shall search for the candidate to ensure that he/she has not accepted any other offer currently. Very simple, but effective.

Check out www.iAccept.in


Thank you.

Warm regards,

Gopal Kulkarni
Resumefox - Complete Recruitment Software with Resume Parser
185 Happy Valley, Uttarahalli
Bangalore, India. 560 061
Tel: +91 80 659 88 297. Cell +91 966 338 5512
www.resumefox.net
28th April 2016 From India, Bangalore
Such problems are to be handled carefully.
Writing on blogs or websites that so and so candidate failed to report after taking offer letter can be cause of legal battles.
So accept that few may not turn up.
Keep standby candidates always.
1st May 2016 From India, Pune
Yes it's rightly said by Mr. Nathrao that one should have the pool of shortlisted candidates ready to replace with the people who didn't report after taking offer letter. Apart from this for a HR person it's important to let the candidate clearly understand what is the job role and how his future or career going to be working with the company. How best he can contribute with his skills and knowledge and how will b his scope or benefits he will get in return. If a candidate is clear what is expected out of him and about his benefits then he will definitely do well. Its natural that people desires are unlimited they want more and more so obviously candidate will also try to compare the offer which we can't stop but yes the recruitment procedure we can change buy having personal touch with candidate. Hope this will help you in selecting genuine and trustworthy employees for your company.
2nd May 2016 From India, Hyderabad
These days lots of companies give Offer Letter without mentioning the Compensation Structure, this prevents the candidates from using the offer as an instrument to negotiate a better package from his current company. The Compensation package is shown to the candidates, discussed in detail and a signed copy of same is kept with the company and the same is handed over to candidate on the day of his joining. This works very well.
3rd May 2016 From India, Delhi
Dear chaitsip,
This kind of situation is very common in nature. You will face this kind of situation while doing Recruitment which will irritate you, frustrate you & one point of time you will start thinking to change your field, but believe every designation/job profile comes with its pros & cons hence relax, don't loose your patience & be calm. You cannot change any ones mind set.I am handling Recruitment since a long time & faces such unwanted situation everyday. My advice would be to avoid such situation is keep more candidates in pipeline so that if some candidates are not turning up, you can select some one from your pipeline. Best wishes for your future endeavor.
12th May 2016 From India, Delhi
I think a very practical solution is to make two Offer Letters (OL). OL I will have all the details including designation and CTC being offered but the OL II will not have designation and CTC. Only OL II will be given to candidate and OL I will b signed by candidate and but will be kept with the employer. OL I will be handed over to employee the day he joins. This minimises the misuse of Offer Letter by the employee for negotiating a better salary on the basis of it. Some of our leading clients are practicing it very successfully. It works, believe me.
13th May 2016 From India, Delhi
Hello,
We have been facing such situations in the past and thus invented an idea to over come this panic situation. In our organization whenever a candidate is selected, we immediately inform the candidate that we will not be able to give any offer letter or LOI. Rather we will issue an appointment letter (consultant agreement) 15 days after your joining. This way we have been benefited two ways. 1- Selected candidates who are genuine, they agree to the situation and will fully accept our decision. 2- Candidates those are over smart and have intentions of misusing our offer letter at their existing company or whatsoever, they simply reject our offer and go away.
So in both the cases its win-win situation for us as an organization. Once the candidate joins us we issue an appointment letter after 15/20 days of his/her joining. We are happy working this way and genuine candidates support us too.
See if this suits you and you can follow the same way.
13th May 2016 From India, Pune
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