PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Doctor Siva Global Hr
Content Marketing Strategist
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KK!HRThis is a very recurring problem in these days. Perhaps, newer issues call for newer thinking and old solutions and work methods are insufficient. One method, is to keep the dialogue on, you keep an update on the candidate every alternate day. Give him some input on the organisation, its success stories and try to alleviate his concerns and problems if any. If we keep waiting for the candidate after the offer letter is posted, such issues would keep recurring. May be, lending a personal touch would help.
From India, Mumbai
firstname.lastname@example.orgThank you give me suggestion for the same. Can we do any write up the emails for cancelling offer to candidate??
From India, Vadodara
email@example.comHi, there will be an offer valid date also mentioning on the offer letter, if not then write top up mail saying that offer will be cancelling on or before the date if not joined.
From India, Mumbai
The sharing by the Colleagues is very opt for this challenge where every organization is facing.
On Boarding the Offered Candidate is a big challenge which is possible only through a robust system of constant touch with the candidate, early diagnosis whether the candidate will join or otherwise, getting the resignation copy which the offered candidate submitted with the present employer, getting resignation acceptance copy from the candidate, understanding the post offer mindset of the candidate by constant dialogue are all in practice. But still last moment many candidates back out and put the TA team and business in to trouble. The way out is only to keep Choice 2 and Choice 3 in one go in the Personal Discussion and in case one is back out, immediately you may go for next offer and so on.
For the second point, kindly bring a standard clause in the offer itself so that you need not write again and again:
" If you do not join on or before the agreed date, then automatically the offer will be deemed as withdrawn and becomes null and void which is important to note from your side"
Doctor Siva Global HR
From India, Chennai
HROneThis can be considered as a new problem with the new generation of workforce. This is often witnessed in the case where the to-be employee feels that the organization has a laid back attitude and does not indulge in updates. One probable solution to such an issue is to maintain frequent communication with the employee. They need to be updated with the status of the onboarding procedure. This will impart the image of an active work environment within the organization. This will encourage them to look forward to be a part of the organization.
From India, Noida