We HR's face these issues frequently. First and foremost as a Recruiter, be proactive and keep the lines of communication open with the candidates. Call them from time to time and build a rapport with them. If they discuss any apprehensions during this period, bring it to the notice of concerned HOD and see as HR what can be done.
Alternatively keep a pipeline ready.
Wish you great day,

From India, Mumbai
Yes, we also face this issue frequently. For minimizing this, we did a quick analysis of last 6 months database of employees who joined us and find out that there are 3 categories of candidate
1-who resigned on our offer
2-Who are not working and can join immediately(Out of job not more that few days)
3-have offer and bargaining for counter offers from other companies.
So what we found that
category 1 is most trusted as they do resign on our offer means they have made up their mind about 75-80% to join us and turned in to join in 85-95%cases.
Category 2 is- grab it or lose it kinda case, for some or other reasons they are not working but they are not technically and aptitude wise bad. If we connect them in a quick time and close the procedures, chances are high to turn them in. 95% cases-join us and remain happy
Category 3-Always hunting till the last date of notice but end up joining at the first company.
Hopefully this will be helpful to our fellow HRs

From United States, Peoria

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