Hi All,
The reasons behind candidates rejecting offers have been rightly put across by all the fellow members. I would like to share some practices that my organization ( a manufacturing company) has taken in order to reduce the instances of offer rejection.
1. We have reduced the lead time of making an offer to 1.5 days.
2. The compensation executive will have a thorough discussion with the candidate before sending him an offer.
3. We send the company newsletter and other communication pamhlets to the candidates along with the offer letter so that the interest in the organization is sustained.
4. We have realized that recruitment consultants play an important role so we have included them in the whole process. We had recently felicitated our top 5 recruitment consultants and also shared with them the best practices in HR followed in our organization. We also regularly send them communication pamphlets so that they in turn can pass it on to our prospective employees. We have also prepared a ppt of the practices followed and send it to the candidates to whom we have made an offer.
5. We have are in the process of preparing a standardize interview call letter which will circulate to all our consultants. The call letter will inform the prospective candidates facts about the organization that is not mentioned in the website.
Thanks,
Ligy Jose
The reasons behind candidates rejecting offers have been rightly put across by all the fellow members. I would like to share some practices that my organization ( a manufacturing company) has taken in order to reduce the instances of offer rejection.
1. We have reduced the lead time of making an offer to 1.5 days.
2. The compensation executive will have a thorough discussion with the candidate before sending him an offer.
3. We send the company newsletter and other communication pamhlets to the candidates along with the offer letter so that the interest in the organization is sustained.
4. We have realized that recruitment consultants play an important role so we have included them in the whole process. We had recently felicitated our top 5 recruitment consultants and also shared with them the best practices in HR followed in our organization. We also regularly send them communication pamphlets so that they in turn can pass it on to our prospective employees. We have also prepared a ppt of the practices followed and send it to the candidates to whom we have made an offer.
5. We have are in the process of preparing a standardize interview call letter which will circulate to all our consultants. The call letter will inform the prospective candidates facts about the organization that is not mentioned in the website.
Thanks,
Ligy Jose