Why Do Candidates Ghost Us After Accepting Job Offers? Seeking Advice on This HR Challenge

Dear All,

I am Raj, working as an associate in the Human Resources department of our startup company. We select candidates and offer them the pay they expect. After selecting a candidate, we immediately send an offer letter with a prescribed joining date. The candidates accept the offer by replying to my email. However, on the joining date, the candidate either switches off their mobile or does not pick up calls. Ultimately, they do not join on the prescribed date, putting us under immense pressure to start looking for other candidates with no assurance of their joining. We have faced this issue many times in the past. Kindly help me with this issue.

Thank you.

Dear friend, this is a problem that needs to be looked into for the benefit of the recruitment and selection of an employee for the organization you are working for. Since the industry in which the startup operates is unknown to me, I could not see the facts clearly. The way you are selecting candidates has its merits; however, the candidate may have reservations hidden in their mind that need to be addressed. In the meantime, have you noticed if some of the candidates you have selected have joined other organizations after showing you their offer letter and receiving higher pay for their benefit? Please work on this to ensure you get the best among the available human resources.

Thank you.

Thank you so much for this valuable suggestion. Allow me to address your question.

Instances of candidates using offer letters for negotiation

In the meantime, have you noticed any instances where candidates we have selected have joined other organizations by presenting our offer letter and receiving a higher salary for their benefit? Yes, I have tracked a few cases where candidates have been placed in MNCs or other startups. However, I acknowledge that some candidates use our offer letter to negotiate a higher salary with other companies. This may be due to the fact that we provide the offer letter one or two months before the candidate's joining date, giving them ample time to explore other opportunities and attend interviews with offers in hand.

Addressing the issue effectively

How can we address this issue effectively? Thank you for your attention to this matter.

Sincerely, [Your Name]

Dear Friend,

In the present scenario, a lot of companies are facing the same issues. For some enhancement or else, employees change their minds frequently. So, you can take full assurance from candidates about joining and inquire about the candidate's job status and intentions before issuing the offer letter. Additionally, you can implement an undertaking system before issuing the offer letter.

Furthermore, you have not mentioned the Salary Package in the Offer Letter.

Thank you.

Yes, it happens with all industries, and the uncertainty is more prevalent in IT/ITES industries. As Gopinath advised during the interview, it is the TA's responsibility to assess the candidate, but there may still be some failures. Organizational branding plays a vital role in avoiding such scenarios.