Hi,
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,
Regards,
Chitra

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
Thanks.
Vandana

From United States, Peoria

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