How Do You Handle Candidates Backing Out Last Minute Due to Notice Period Issues?

Hi All, In my organization, I am responsible for hiring the sales team, but I am facing a very serious issue. Candidates are given a date to serve their notice period and join our company. However, on the joining date or 2-3 days before, they revoke their acceptance, citing unjustified reasons such as "my company is not releasing me" or "my manager is not accepting my resignation." Despite my best efforts, they are not joining our company. This situation consumes a significant amount of my time and effort, causing me to miss deadlines. Could someone please suggest a solution for this issue?

Hi, This is a very common issue in all industries. There could be many reasons, such as:

1) An existing employer somehow convinces and retains the employee by offering a monetary raise.

2) The candidate negotiates with another new employer simultaneously while having received an offer letter.

3) The candidate receives negative updates about the future employer regarding work pressure, heavy workload, a poor work environment, etc.

4) The candidate is unsatisfied with the offer received but accepts it due to extensive negotiations, hence deciding not to leave the current employer.

There could be more reasons like the ones mentioned above. The only thing an employer can do is identify candidates genuinely interested in the job, set salaries in line with market standards and the candidate's expectations to some extent. Share a comprehensive picture of the company, explain the growth opportunities, benefits offered, etc. Many recruiters are facing this issue, and it falls on the employer to modify the recruitment methodology.

We have had somewhat of a similar discussion just recently, and it is a subject that comes up regularly on CiteHR, as a search of the previous threads will reveal.

https://www.citehr.com/636272-action...es-do-not.html

Both are different types of issues. If any person does not join after accepting the offer letter, it's a normal thing. Don't take it too seriously. In fact, everyone seeks betterment and growth in their life, either with their current employer or by changing employers. It's a normal occurrence, and as an HR professional, I face such problems.

Addressing Your Situation

When you fulfill the separation process requirements, such as the notice period and other aspects, there is no need to hold you until the new recruitment. You have completed all the necessary requirements for separation, as per the appointment letter. Therefore, go ahead and join the new company. It is the employer's duty to recruit your replacement, not yours.

In today's world, recruitment doesn't end with the issuance of an appointment order. The effectiveness of recruitment should be measured in terms of how many candidates have joined and remained with the organization.

Develop a Follow-up Mechanism
As the sales personnel recruiter, you need to develop a follow-up mechanism. Have an exit plan for each of the selected candidates outlining how their transition from their current organization will proceed and when they will be joining you. Periodically check in with the selected candidates regarding their employment status in their current organization, any problems or issues hindering the smooth progress of their planned exit, and provide any necessary clarifications.

These proactive steps would likely help in securing and retaining the selected candidates for a significant duration.