Recently we have seen many candidates drop outs / don't join the company after commitment. They simply stops answering consultants and companies phone.
Lots of time, energy and money is invested behind recruitment activities but due to such candidates all efforts goes in-vain. It is not only with junior candidate, but even senior profiles (CFO / GM) have also started behaving in the same.
Can something be done to stop this wrong practice of candidates ?

From India, Vadodara
Recruitment, Induction, Handling Grievances,
Insolvency N Gst Professional
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I am not sure about the nature of your industry but what you can do is do some reference check of candidate before offering them job, this will give you some idea about their credibility, also please note that just like employer, employee will also try to get as much information of the company before joining them and if that comes to negative then they might change their decision.

From India, Ahmedabad

First thing improve your company brand name.
People seldom drop out of companies where they see a brighter future.
Company needs to analyse the reasons for drop outs.
Is your work space atmosphere not up to standard?
Pay scale?
HR practises?
Introspection and self analysis should be done.
Are your competitor companies also facing such problems?
I wont call it wrong practise of candidates.
Like company looks for best candidate,Candidate looks around for best employment.

From India, Pune

Thanks @Manish1311 and @Nathrao for quick inputs, well to share with you, I own a recruitment consultancy and this candidates who are dropping out / not joining at last moment have been offered jobs in MNCs / reputed Indian corporate.
All this companies offered them the salary and designation what they demanded, still they dropped out and this behavior is increasing day by day and it is loss in terms of Money, energy and time for not only consultancies but also for companies...

From India, Vadodara

Probably when your consultancy accepts a candidate do a full interview and ask for references.
Try and analyse for CV -type of companies worked and nature of work,salary etc
What is the frequency of such events?
Say out of 10 candidates, how many have done drop outs?
Compare what was their lost job/package and what they were going to get in new company.
Beyond this kind of analysis and earlier cross checks while taking up the candidature of such people, nothing much can be done,

From India, Pune

@Nathrao Thanks again for your inputs, well we use to take small tele interview before sending the resumes to client and those who sounds dicey we drop them at that stage only and don't process their resume. Reference check is normally done at end by our clients before giving them the offer letter.
You can say that of every 10 candidates we place 3 candidates either don't join the company after taking offer letter.
Can't we (Consultants and Companies) come together and find some solution for this as such candidates (Junior or Senior) are taking us (companies and consultancies) for granted.
I don't want any candidate to join any company forcefully but there has to be some ethics and professionalism.
Your inputs will be appreciated.

From India, Vadodara

"Can't we (Consultants and Companies) come together and find some solution for this as such candidates (Junior or Senior) are taking us (companies and consultancies) for granted."
Such unity will be difficult to achieve.You are looking for business,companies are looking for suitable employees.
You will have to devise suitable techniques to judge to the best of your ability whether the candidate recommended will jump the boat before it sails.
By the way candidate is not taking anything for granted.
He is only looking for the best deal in all respects to is mind.

From India, Pune

@Nathrao, Thanks for reply, well I agree with you upto some extent, but my intention is to find a transparent method of recruitment, where all (We, Companies and Candidates) are benefited...
From India, Vadodara

Life is not all that simple Each person has different expectations which needs reconciliation and a mid path Till that time drop outs will happen and need for stdby will arise
From India, Pune
Hi ,
As an HR we are facing these issues regularly , only thing we can do that before offer we need to asses the candidate's requirement for the job which is offered , is it necessary ? or just casual requirement . if it is casual and still we are offering minimum increment there is more possibilities of dropout.

From India, Cochin

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