Hello All, Recently we hired a college graduate in the HR team for a recruitment profile. The lady was confident and skillful. She had worked as an intern for 9 months in recruitment and was aware of all the processes and challenges of the profile. Also during interview, she exhibited good practical knowledge about the profile supporting her proposition of the knowing the profile.
The lady joined the organization and stopped coming to the office from next day of joining. Later when the team tried to connect with her, initially she did not answer the call. on third day, she replied as she has some medical issues and her family has asked her not to take this job as it involves travelling and thus she discontinued. The other fact is that her college was at farther location from our office and during interview we had already discussed about the travelling and she mentioned she is habituated for the same. Also We tried to review the 1st day of her experiences, if has got any negative response or demotivating gesture from any of the team member, but everything seems good and one the team member mentioned she seemed happy at the time leaving from the organization.
We have experienced the same kind of attitude with few more candidates where they join the organization work for few days and later discontinued with saying as personal/medical reasons and so on. Some of them doesn't even bother to respond. Though during the interview we communicate and discuss openly about concerns on continuity and when they agrees the offers are rolled out. But still the same scenario is being experienced.
I request all to share their experiences of such cases and causes if they have identified for such attitude of the candidates. Also I request learned members of the Cite HR community to share their opinion, possible remedies to mitigate such events.
Thanks & Regards,
Deepak Pawar
From India, Mumbai
6The lady joined the organization and stopped coming to the office from next day of joining. Later when the team tried to connect with her, initially she did not answer the call. on third day, she replied as she has some medical issues and her family has asked her not to take this job as it involves travelling and thus she discontinued. The other fact is that her college was at farther location from our office and during interview we had already discussed about the travelling and she mentioned she is habituated for the same. Also We tried to review the 1st day of her experiences, if has got any negative response or demotivating gesture from any of the team member, but everything seems good and one the team member mentioned she seemed happy at the time leaving from the organization.
We have experienced the same kind of attitude with few more candidates where they join the organization work for few days and later discontinued with saying as personal/medical reasons and so on. Some of them doesn't even bother to respond. Though during the interview we communicate and discuss openly about concerns on continuity and when they agrees the offers are rolled out. But still the same scenario is being experienced.
I request all to share their experiences of such cases and causes if they have identified for such attitude of the candidates. Also I request learned members of the Cite HR community to share their opinion, possible remedies to mitigate such events.
Thanks & Regards,
Deepak Pawar
From India, Mumbai
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
If you are hiring directly from educational institutes, you should be aware that they are not exposed to organizational atmosphere and they are still in the academic culture. You have to change this, first. A thoroughly chalked out induction training program, consisting of 5 days or a week will help a lot. All of sudden, or one day will not be sufficient for this switching over .
Initially you have to take help of a trainer, who can impart such induction training and after completion of such programme, new joinees may be asked to spend 2-3 days in all departments/sections so that they can familiarise the activities and the key personnel, in such departments.It is only after that the new joinees may be called back to their respective home department.
From India, Aizawl
Initially you have to take help of a trainer, who can impart such induction training and after completion of such programme, new joinees may be asked to spend 2-3 days in all departments/sections so that they can familiarise the activities and the key personnel, in such departments.It is only after that the new joinees may be called back to their respective home department.
From India, Aizawl
It seems that the thief is within the ship itself. Somebody should be harassing or demotivating the new comers. To identify the reasons for their leaving you should go and meet the person and have a very friendly talk and then find out what is wrong within your own organisation. If you do not take initiative this may evn spoil your organisation's name.
From India, Kannur
From India, Kannur
Hi,
Of late it has become very common in all industries. The sad reality is that the current younger generation though not all but majority of them is not very serious about their career and also not giving importance to moral principles. just exhibiting " I don't care " attitude only. The probable reason could be the candidate might have got a better offer and she might had preferred it, I feel or even long distance could be the reason which she some how managed during intern for the sake of completion of intern period.
Harassment or demotivation cannot be the reason I feel, if so, she shouldn't have joined your Organisation after 9 months intnern period.
From India, Madras
Of late it has become very common in all industries. The sad reality is that the current younger generation though not all but majority of them is not very serious about their career and also not giving importance to moral principles. just exhibiting " I don't care " attitude only. The probable reason could be the candidate might have got a better offer and she might had preferred it, I feel or even long distance could be the reason which she some how managed during intern for the sake of completion of intern period.
Harassment or demotivation cannot be the reason I feel, if so, she shouldn't have joined your Organisation after 9 months intnern period.
From India, Madras
Agree with Madhu.T.K
Look inside your own organisation first. If this has happened more than once as you appear to indicate, then there is possibly a problem that you need to fix quickly.
One off we can understand, but if it is happening regularly, then there is a systemic problem that needs closer investigation.
From Australia, Melbourne
Look inside your own organisation first. If this has happened more than once as you appear to indicate, then there is possibly a problem that you need to fix quickly.
One off we can understand, but if it is happening regularly, then there is a systemic problem that needs closer investigation.
From Australia, Melbourne
We are trying to cure a new illness with an old prescription. This phenomenon of leaving the organisation within a few days of joining or not joining at all after acceptance of the offer is becoming more and more widespread now. We are trying to cure it with the old medicines.
We need to keep in continuous touch with the new joinee right from the day of posting the appointment. Some successful organisations keep in touch every day and have a dedicated team who will exchange pleasantries and try to gauge the mood of the employee. Many inputs are given about the organisation even before the employee joins so that the candidate starts identifying with the organisation and is actively engaged. I have seen, this works.
From India, Mumbai
We need to keep in continuous touch with the new joinee right from the day of posting the appointment. Some successful organisations keep in touch every day and have a dedicated team who will exchange pleasantries and try to gauge the mood of the employee. Many inputs are given about the organisation even before the employee joins so that the candidate starts identifying with the organisation and is actively engaged. I have seen, this works.
From India, Mumbai
Thanks all the members for your valuable feedback/suggestion/contributions..
I would like to add some more information based on your feedback that we are not hiring directly form institutes. We normally hire candidates who have either done their internships for 6 to 8 months or passed out but have no experience.
Also we have tried to dig into the internal environment for loopholes and any of the negative impression they are getting from any of their colleagues but we have not observed any such possibility. But definitely we will keep digging for the same as said by Mr. Madhu the thief is in the ship.
We are also working to design a definite induction plan for them so that before getting into the job they shall get aware and habituated for organization environment.
Once again thanks all the members for your contributions..
From India, Mumbai
I would like to add some more information based on your feedback that we are not hiring directly form institutes. We normally hire candidates who have either done their internships for 6 to 8 months or passed out but have no experience.
Also we have tried to dig into the internal environment for loopholes and any of the negative impression they are getting from any of their colleagues but we have not observed any such possibility. But definitely we will keep digging for the same as said by Mr. Madhu the thief is in the ship.
We are also working to design a definite induction plan for them so that before getting into the job they shall get aware and habituated for organization environment.
Once again thanks all the members for your contributions..
From India, Mumbai
campus to corporate is a vital process of transition for all. there has to be a proper orientation program both in college and the corporate induction process in place.there has to be a mentor and hand holding in the corporate.it is too generic blame the youth of the day or the lack of maturity or seriousness. competency may be there but aptitude and aptitude has to be inculcated or and indoctrinated.frankly there is a very poor have no time attitude by both campus and corporate.i am not letting the youngster off the hook, lets us put the house in order first. how many corporate have proper induction programs
how many have taken tie to set the ground rules right ,is there any serious hand holding or its learn off the ground get knocked and battered.many placement officer are not clear of the organisational culture of the corporate where placement is done, its almost a leap of faith joining a job, attrition will be there, thank the IT for throwing money for the heck of it, there has to a gradual performance based salary enhancement . going by the CV a impressive interview jaal is no good, sweet sugar talk has been mastered by most of the job seekers.there are many loop hole in our recruitment process. lets puck them first.
From India, Rajkot
how many have taken tie to set the ground rules right ,is there any serious hand holding or its learn off the ground get knocked and battered.many placement officer are not clear of the organisational culture of the corporate where placement is done, its almost a leap of faith joining a job, attrition will be there, thank the IT for throwing money for the heck of it, there has to a gradual performance based salary enhancement . going by the CV a impressive interview jaal is no good, sweet sugar talk has been mastered by most of the job seekers.there are many loop hole in our recruitment process. lets puck them first.
From India, Rajkot
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