Are you a TA Head, HR Manager, or someone responsible for hiring?
Then you would definitely relate to this post. New hires are a key ingredient in every organization's growth plan, including attracting new talent, sourcing, interviewing, making offers, and onboarding. However, candidate drop-out has always been a burning issue that adversely impacts the entire hiring plan. Onboarding offered candidates has become a key piece of the hiring cycle.
You conduct numerous interviews, release the offer, invest a whole load of time in identifying and sourcing the candidates, and suddenly the candidate drops out. Annoying and frustrating, isn't it? Have organizations ever tried to address this issue in any way? Some may say yes, but fail; others say nothing can be done!
Reasons for candidate drop-outs post-hiring:
- The candidate has multiple offers
- Lack of candidate engagement post-offer release
- Relocation discomfort
- Compensation and benefits not up to expectations
- Candidate's lack of clarity about the job role / unhappy with the designation
- Long notice period > 1 month
- Preference to work with big names or branded organizations
- Retention by present organization
- Lack of any compelling information about the organization they are to join
- Confused or non-committal mindset of candidates
Amongst all the reasons mentioned above, there are a few that can be addressed without too much effort which will reduce the hiring cycle time and enable the acquisition of quality candidates who are valuable to the organization.
How can this be done?
Extensive candidate engagement, providing complete clarity on job role, salary motivation, and having candidates who can join at short time frames, i.e., < months' time, can partly solve your problem. Candidates with long notice periods can make you wait endlessly and are at high risk since they can turn down your offer last minute and hurt your hiring cycle immensely.
It is extremely important to understand each and every candidate who has been offered, and every one of them should be handled with a kid glove. However, there is no "one size fits all" here. The engagement with each candidate can be unique and can be understood only by analyzing their profile and creating multiple touchpoints at different intervals.
Here is a 10-step guide to effectively reduce post-offer candidate drop-outs:
1. Invest in Employee Value Propositioning (EVP) or employee branding
2. Effective candidate engagement model
3. Profile the candidate based on experience, role type, criticality, and notice period
4. Create multiple touchpoints including digital and in-person connects
5. Draw up engagement templates that can be customized to each candidate
6. Help the candidate understand the new organization
7. Connect candidate with various stakeholders within, to provide job role clarity and help understand organization culture
8. Push company-related information periodically
9. Collate post-engagement feedback at each touchpoint
10. Record metrics with joining probability score
Typically, organizations depend on recruiters to undertake candidate engagement and are held responsible in case the candidate drops out. But on the contrary, candidate engagement requires a well-defined process, templated engagement plans, and detailed analytics.
From India, Bengaluru
Acknowledge(0)
Amend(0)
Then you would definitely relate to this post. New hires are a key ingredient in every organization's growth plan, including attracting new talent, sourcing, interviewing, making offers, and onboarding. However, candidate drop-out has always been a burning issue that adversely impacts the entire hiring plan. Onboarding offered candidates has become a key piece of the hiring cycle.
You conduct numerous interviews, release the offer, invest a whole load of time in identifying and sourcing the candidates, and suddenly the candidate drops out. Annoying and frustrating, isn't it? Have organizations ever tried to address this issue in any way? Some may say yes, but fail; others say nothing can be done!
Reasons for candidate drop-outs post-hiring:
- The candidate has multiple offers
- Lack of candidate engagement post-offer release
- Relocation discomfort
- Compensation and benefits not up to expectations
- Candidate's lack of clarity about the job role / unhappy with the designation
- Long notice period > 1 month
- Preference to work with big names or branded organizations
- Retention by present organization
- Lack of any compelling information about the organization they are to join
- Confused or non-committal mindset of candidates
Amongst all the reasons mentioned above, there are a few that can be addressed without too much effort which will reduce the hiring cycle time and enable the acquisition of quality candidates who are valuable to the organization.
How can this be done?
Extensive candidate engagement, providing complete clarity on job role, salary motivation, and having candidates who can join at short time frames, i.e., < months' time, can partly solve your problem. Candidates with long notice periods can make you wait endlessly and are at high risk since they can turn down your offer last minute and hurt your hiring cycle immensely.
It is extremely important to understand each and every candidate who has been offered, and every one of them should be handled with a kid glove. However, there is no "one size fits all" here. The engagement with each candidate can be unique and can be understood only by analyzing their profile and creating multiple touchpoints at different intervals.
Here is a 10-step guide to effectively reduce post-offer candidate drop-outs:
1. Invest in Employee Value Propositioning (EVP) or employee branding
2. Effective candidate engagement model
3. Profile the candidate based on experience, role type, criticality, and notice period
4. Create multiple touchpoints including digital and in-person connects
5. Draw up engagement templates that can be customized to each candidate
6. Help the candidate understand the new organization
7. Connect candidate with various stakeholders within, to provide job role clarity and help understand organization culture
8. Push company-related information periodically
9. Collate post-engagement feedback at each touchpoint
10. Record metrics with joining probability score
Typically, organizations depend on recruiters to undertake candidate engagement and are held responsible in case the candidate drops out. But on the contrary, candidate engagement requires a well-defined process, templated engagement plans, and detailed analytics.
From India, Bengaluru
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
LOW COST , HIGH ENGAGEMENT STRATEGIES.doc
Empl. engagement.pdf