Why selected candidates turnoff after getting an Offer Letter ?

yes..if employees feel uncomfortable in the org,it leads to quit them. but these are not reasons always because sometime if employee finds similar job or some less good job in his area...he /she will quit the job to live in his home town.but this is happened in less cases.

Yes, this may happen, the reason may be age old " demand and supply " theory.

Right choice for right position is a matter of constant search. And the candidate whom we have offered a job  and issued Offer Letter is just ' wanted' some where else. HRD -  No frustration in these situations.

Remedy : 1 ) we shortlist some more candidate/s for this position - track constantly their availability  2 ) we mentor a fresh candidate and help him/her to grow  2) we offer better salary and park 3) we offer him/her a better work-life condition etc.

It actually depends upon market trend that is demand versus availability. In a period where qualified & experienced professionals are in high demand, the interviews are generally increases bargaining power with the existing employer. If you have got selected with a higher post or higher pay-package, the appoint letter itself becomes an effective tool for the employee to bargain. In many cases the existing employer generally compromise & thus the employee turn down the new offer of new company.  In brief you can say that loyalty works. Loyalty can be broadly divided in to two types. Loyalty to the company & loyalty to the project. Those who atleast work for five years in a company, loyalty to the company generally induced in the employee & such employees mostly use the selection at interview to bargain with their old company. Thus I guess, mostly turning down is done by employees working in a company for long time. Next is loyalty to the work. There are many devoted proffessionals who are loyal to their existing assignment (project). They never attend interview until the project is completed or his substantial role in the project is completed. In such a case they genrally attend interview & also when selected accept employment provided they do not have multiple offer. In case of multiple offer they generally accept the best one but definitely make a switch over.

This common problem occurs with some candidates also due to the scarce information, they have about the client companies.

1. It is important that as a consulting company, we may assume responsibility to communicate the credentials of our client companies to our candidates. To do this, first we need to be more familiar with the ongoing improvements/ happenings with the clients..may be can request them to gain access to their news bulletin or may take their help in how best you can market your client's profile to the candidates

2. The credentials of the company may be CMM level, Awarded "The Best Employer for consecutive years by some IT associations like NASSCOM" The attractive Benefits of the client companies etc (few clients don't entertain the consulting companies in these, but depending upon your client norms, you can try this)

3. This can also be dealt with by taking the help of your client companies...Bringing to their notice on the barriers faced in losing candidates, reasons collected by the candidates as to why they decline the offers etc. Also you can always make your own analysis, share it with your team/ Management before discussing with the client.

4. If there are consecutive loss of candidate due to Monetary factors ALONE, please collect the relevant facts on the same and present to your clients. This may help like supporting your client by the appropriate facts and can leave room to check if they are also in par with the Market. But not with one or two instances this can be arrived, but has to be more reporting incidents like the same. Leave it open to the client for they may be the best in arriving at necessary alternatives. Please be careful enough not to make your OWN assumptions reach the client.

That's why now most of the companies are trying to change the paradigsm, they are not giving the offer letter, directly providing appoitment letter after joining. Because some candidates also using this tools to blackmail the current organization for hike in salary.

Having many choices that's quite different issue than getting selected in any particular Co. If the candidate wants to join Pharma field then I don't think he will attn an interview for any Insurance or Banking opening.....but these days candidates are doing so, if you have strong focus on your profile or in which profile / sector you want to make your carrier, then I don't think any body will waste their time in giving or taking an interview of irrelevant profile.....but here even candidate's profile is relevant, have attn an interview even and after gets selected he change his mind.....this is I think because of taking view from any inexperienced export or irrelevant profiled professional. Candidates are not taking their decisions by themselves but they are taking an advice & views from any inexpert of that particular sector or profile.

My debate is not to criticize anyone but to have different views from experts & professionals who have been through these kind of issues in their entire experience......to have an idea of taking decisions & actions from the fast step of recruitment.

we can not avoid such situation.  while shortlisting, needs to verify his backgrond  as to how often he is changing jobs.  This data would help in screening the candidate in the begining itself.   Better to have stand by options.  The candidate does not make much enquiries about the company till he is selected.  once he is selected, he starts making enquiries.  At this point of time, the reputation of the company in the market and its polcies and schmes for the welfare of the employees and pay package matters for him.  

Priyanka its very simple logic, for one position why you allowed number of CV's why not only one. Because from all you want to select the best. in the same manner they too approach for multiple and when the output comes they will select the best.

I agree to Kirti Das that a candidate gets better opportunity, or utalises the offer letter to get hike in the exsisting unit . I have faced this situation several times.

yes it happens that selected candidates not accepting the new challenge due to several reasons ie : not prepare to change, don't want to take risk, comparing with their present assignment and finding less lucrative, always in dilemma, hobby of coolecting offer letters.

Reasons:

1.Competitive options

2.Passion to earn rank,brand,status among peers

3.Lack of emotionally charged professional affinity among  candidates and  recruiters

Many a time the present employer would conduct an 'exit-interview' during which time they ascertain the 'reason for leaving'.  If they found that the market is paying better salary &/or position to one of their very good employees, some managements would prefer retaining the resigning employee, after meeting part or full demands.

Some employees who, feel that their competence has not been recognised by their managements would, deliberately get an ‘offer letter’ from other companies only to bargain with their present employers for a desired level of pay, position, etc., while all the while they never had any intention of leaving their present employers, as they have been satisfied in all other respects.

As organisations do a background check after interview for selected candidates, so as offered candidates do background check on the organisation regarding the position, people, pay, prospects and policies. It is the brand name which its current and ex-employees are carrying matters at this time.

Generally, before the relationship is established between the employee and employer it is all to do with evaluating various risks and coming up with mitigation strategies.

Looks like they are using your offer letters to secure a better pay in their current jobs. Complete the due diligence of selecting the candidate after going through a detailed process including checking his background and all his references thoroughly and do find out. of how keen he is in joining your client.

This is one thins which is a challenge in the recruitments process.We could do the following checks to reduce it:

-Proper Need Analysis.

-Build a rapport with the candidate .

Yes esteemly agree with Mr Ashoke kusari

Hi,

While I agree that this situation prevails I would say that the reasons are innumerable. (i)  Many times a contender is just looking out to evaluate his market value, this can be done only if he receives some offer (ii) many times a contender genuinely applies for better salary but on receipt of any offer from other company, his existing employer negotiate with him and retain him, if he was important for them, (iii) many times a contender is invited using his resume placed on any job portal. In this case we should understand that all the candidates, who have placed their resumes on the portal, are not looking for a job change. They put it just for the sake of putting it Or put it for future opportunity. (iv) Yet, some other times, a candidate may have recently changed his job but he is still curious to know if he can still be offered more salary and better designation, thus he goes ahead while talking to recruitment consultant, but when the time of interview arrives, he refrains of.

So inspite of the fact that this is a real problem in placement industry, there is hardly any solution.

Pankaj

http://www.ArticlesForKnowledgeSharing.com

I think we should ask strictly but in a polite professional way to our candidates of their seriousness at the prior process of validation.