Hi !
Those who are looking after recruitment function, must have faced the problem of candidates deserting after receiving the offer letter. What is the severity of problem you face? Say, out of 10 offers made, how many do not turn up again? Has it something to do with level in structure?
Let us share views and try to find some way out of it. Or atleast make out some way to identify signs of such candidates.
I have this problem in 4 out of 10 candidates. That too at the senior level (Managers).
While analysing the cases, I found no similarities except that most of them came through Placement agencies.
While introspecting I found following:
We did two level of screening of applications for suitability.
We gave introduction of organisation through placement agency and personally over phone.
The interviews went well. Administrative part like attending the candidates and greeting were done well.
There was not too much of time between preliminary interview and final interview (10 days or so)
The candidates were not pressed much for salary negotiation (except a few, their expected salary was offered)
Offer letter was released within one week of final interview.
Date of joining advised was 1 month from issuance of offer letter.
In your view what can go wrong? Do you face the same problem? How you cope with such things? Any suggestions?
Thanks !
Hiten
Those who are looking after recruitment function, must have faced the problem of candidates deserting after receiving the offer letter. What is the severity of problem you face? Say, out of 10 offers made, how many do not turn up again? Has it something to do with level in structure?
Let us share views and try to find some way out of it. Or atleast make out some way to identify signs of such candidates.
I have this problem in 4 out of 10 candidates. That too at the senior level (Managers).
While analysing the cases, I found no similarities except that most of them came through Placement agencies.
While introspecting I found following:
We did two level of screening of applications for suitability.
We gave introduction of organisation through placement agency and personally over phone.
The interviews went well. Administrative part like attending the candidates and greeting were done well.
There was not too much of time between preliminary interview and final interview (10 days or so)
The candidates were not pressed much for salary negotiation (except a few, their expected salary was offered)
Offer letter was released within one week of final interview.
Date of joining advised was 1 month from issuance of offer letter.
In your view what can go wrong? Do you face the same problem? How you cope with such things? Any suggestions?
Thanks !
Hiten