Hi All,
A candidate at a Senior Management/Leadership Level would typically take 2-3 months to join another company. Please recommend company engagement programs to hold the interest of the candidate during that period.
Regards,
Divya
From India, Mumbai
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A candidate at a Senior Management/Leadership Level would typically take 2-3 months to join another company. Please recommend company engagement programs to hold the interest of the candidate during that period.
Regards,
Divya
From India, Mumbai
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Hi Divya,
Happened to come across this query only now. Sorry for the delay in reply.
It is always advised to negotiate on cutting down the delay in candidate's joining your company. But in unavoidable conditions you can try the following,
• If possible include a Sign-On Bonus for the candidates who can join early and don't forget to add a clause that it should be fully reimbursed to the company if the associates leave within 12 months from the date of joining.
• Send a flower bouquet to the candidate's house address welcoming him/her to the company.
• Prepare a brochure that will have details abt the company, its objectives, achievements, “Why he/she should join your Company?”, Clear career path for the Associates, etc.,
• Schedule a “Coffee with MD” session wherein the candidate gets the opportunity to talk with CEO/MD of the company.
• If the candidate is from different city help him/her in his/her relocation by providing details regarding the schools for his/her kids, enquire regarding the accommodation, etc.,
But make sure you have offered the right guy by tightening the noose on your recruitment process. Make sure the process is defect free. Check for the candidate's vision and align it with your company's vision and show him. At any point of time if the candidate shows some warning signs leave him and look for an alternative.
hope this helps to some extent.
Regards
~Raghav V
From India, Kochi
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45Happened to come across this query only now. Sorry for the delay in reply.
It is always advised to negotiate on cutting down the delay in candidate's joining your company. But in unavoidable conditions you can try the following,
• If possible include a Sign-On Bonus for the candidates who can join early and don't forget to add a clause that it should be fully reimbursed to the company if the associates leave within 12 months from the date of joining.
• Send a flower bouquet to the candidate's house address welcoming him/her to the company.
• Prepare a brochure that will have details abt the company, its objectives, achievements, “Why he/she should join your Company?”, Clear career path for the Associates, etc.,
• Schedule a “Coffee with MD” session wherein the candidate gets the opportunity to talk with CEO/MD of the company.
• If the candidate is from different city help him/her in his/her relocation by providing details regarding the schools for his/her kids, enquire regarding the accommodation, etc.,
But make sure you have offered the right guy by tightening the noose on your recruitment process. Make sure the process is defect free. Check for the candidate's vision and align it with your company's vision and show him. At any point of time if the candidate shows some warning signs leave him and look for an alternative.
hope this helps to some extent.
Regards
~Raghav V
From India, Kochi
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Role of candidate engagement after sharing offer letter
From India, Visakhapatnam
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From India, Visakhapatnam
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For the purpose of engaging candidates, you need to implement a candidate engagement strategy that is powerful enough to attract the candidate in a way that motivates them to expedite their joining process.
Tips and Tricks for Candidate Engagement
1) Try conversational recruiting, as it can decrease the overall time to hire.
2) Analyze the candidate's fears and doubts, and establish a trust level by assuring them that with your organization, they will be safe, comfortable, and secure.
3) If you are keen on a candidate, offer them an attractive salary package along with some amazing perks.
4) Arrange a meeting for the candidate with the welcoming higher management.
Thank you.
From Pakistan, Islamabad
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Tips and Tricks for Candidate Engagement
1) Try conversational recruiting, as it can decrease the overall time to hire.
2) Analyze the candidate's fears and doubts, and establish a trust level by assuring them that with your organization, they will be safe, comfortable, and secure.
3) If you are keen on a candidate, offer them an attractive salary package along with some amazing perks.
4) Arrange a meeting for the candidate with the welcoming higher management.
Thank you.
From Pakistan, Islamabad
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LOW COST , HIGH ENGAGEMENT STRATEGIES.doc
Empl. engagement.pdf