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These days recruitment is a complex area where HR Professionals not only have to work hard but also smart. It is very frustrating for the HR Department to spend many weeks and sometimes even months to source possible candidate, conduct interviews, after prolonged negotiation finalize an offer only to realize that the preferred candidate has backed out in the last minute because of some mishap. Sourcing should not be done haphazardly. In fact, it requires ample of patience so that the hard work bears fruit in the end. The HR Professional has to work smart by making the candidate feel truly wanted and valuable for the company.
An HR can understand the profile of a candidate, he can judge him on his credentials but it is difficult to know his psyche because one can never understand the hidden intentions of a candidate. Besides this there are many reasons why candidates change their minds and back out in the last minute. Some common reasons are mentioned below.
Family Pressure:
A company\\\'s sourcing department may at times fail to remember that they are dealing with more than one person. Families, friends, and relationships play a significant role in a candidate\\\\\\\'s life because spouses and children\\\\\\\'s opinion are given grave significance in major lifestyle changing decisions.
Family plays a major role especially in the cases of geographical relocation as the candidates always like to relocate with their families or at least manage to meet them on weekend.
Thus,the hiring party should ascertain whether such concerns can hamper their recruitment process and attend it appropriately.
Counter Offer:
Hiring company should always be prepared to handle the tricky situation of counter offer. A progressive company will identify that it is beneficial to increase the pay of an employee rather than replacing him. This is where the smartness of a good recruiter comes into play, putting forth the exact amount for the first offer which also gives him ample space to match the unavoidable and unpredictable counteroffer.
However, the new position should be more attractive rather than just being a mere monetary benefit. For instance, more opportunity, recognition and empowerment for career growth.
Offers by Third Party:
In a competitive market performers are always in great demand, there are high chances of third party offers during the selection process.
In such a case the HR Department should fast track the hiring process and get their superiors involved directly. In this manner the danger of losing a perfect talent to a competitor will lessen.
Lingering Doubts
The candidate may have some preconceived notions towards the hiring company and if there is a mishap or delay it will get deepened further. To avoid this communication between the parties is very important which involves the HR department and the candidate.
For further precautionary measure the client should re-check and proof read the offer before being send out to the candidate.
The Personal Touch
Finally, the most significant way of assurance of a candidate not backing out is the smooth running of constant communication between client and candidate. One of the key points is follow up call which keeps a continuation in the momentum. These things might sound small and petty but it unknowingly plays a vital in securing the important hire.
The above tips wont effect the rate of numbers of candidates baking out but will surely be helpful in tackling the tricky situation in Human Resource.
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Complexities In Recruitments
These days recruitment is a complex area where HR Professionals not only have to work hard but also smart. It is very frustrating for the HR Department to spend many weeks and sometimes even months to source possible candidate, conduct interviews, after prolonged negotiation finalize an offer only to realize that the preferred candidate has backed out in the last minute because of some mishap. Sourcing should not be done haphazardly. In fact, it requires ample of patience so that the hard work bears fruit in the end. The HR Professional has to work smart by making the candidate feel truly wanted and valuable for the company.
An HR can understand the profile of a candidate, he can judge him on his credentials but it is difficult to know his psyche because one can never understand the hidden intentions of a candidate. Besides this there are many reasons why candidates change their minds and back out in the last minute. Some common reasons are mentioned below.
Family Pressure:
A company\\\'s sourcing department may at times fail to remember that they are dealing with more than one person. Families, friends, and relationships play a significant role in a candidate\\\\\\\'s life because spouses and children\\\\\\\'s opinion are given grave significance in major lifestyle changing decisions.
Family plays a major role especially in the cases of geographical relocation as the candidates always like to relocate with their families or at least manage to meet them on weekend.
Thus,the hiring party should ascertain whether such concerns can hamper their recruitment process and attend it appropriately.
Counter Offer:
Hiring company should always be prepared to handle the tricky situation of counter offer. A progressive company will identify that it is beneficial to increase the pay of an employee rather than replacing him. This is where the smartness of a good recruiter comes into play, putting forth the exact amount for the first offer which also gives him ample space to match the unavoidable and unpredictable counteroffer.
However, the new position should be more attractive rather than just being a mere monetary benefit. For instance, more opportunity, recognition and empowerment for career growth.
Offers by Third Party:
In a competitive market performers are always in great demand, there are high chances of third party offers during the selection process.
In such a case the HR Department should fast track the hiring process and get their superiors involved directly. In this manner the danger of losing a perfect talent to a competitor will lessen.
Lingering Doubts
The candidate may have some preconceived notions towards the hiring company and if there is a mishap or delay it will get deepened further. To avoid this communication between the parties is very important which involves the HR department and the candidate.
For further precautionary measure the client should re-check and proof read the offer before being send out to the candidate.
The Personal Touch
Finally, the most significant way of assurance of a candidate not backing out is the smooth running of constant communication between client and candidate. One of the key points is follow up call which keeps a continuation in the momentum. These things might sound small and petty but it unknowingly plays a vital in securing the important hire.
The above tips wont effect the rate of numbers of candidates baking out but will surely be helpful in tackling the tricky situation in Human Resource.
Back