Apart from key employee-related issues such as retention or engagement, another aspect is increasingly becoming a concern for managements across sectors.
This is an issue that arises even before the said person becomes an employee of the organisation. Surprised? Well, we are talking about the prospective candidates who diligently attend the interview process, complete all related rounds, grab the offer letter and finally fail to appear on the first day of work.
This can be a nightmare for any organisation that has spent its time and resources to set up and get done with the recruitment process.Each time this happens, several people in the hierarchy face music from the high command. The situation is all the more worse if the entire process was managed by a consultant, as at the end of the day, it is the messenger who gets shot.
To seek solutions to this issue, a popular website decided to create a directory that enlists such candidates who back out of the offer at the last minute. Cajobportal.com co-founder Anurag Singal had poured his thoughts on social media, in a post which ultimately found itself in the midst of a raging debate.
The post read,
"Candidates who back out after receiving an offer letter from a prospective employer are essentially defaulters in a way; they waste precious time and energy of so many people in the recruitment value chain.
Just because this industry is so fragmented with too many fringe players, they simply do not care. A CIBIL like national directory where such cases are recorded by companies will go a long way in disciplining such adventure seekers; when your future prospects start getting impacted, you will become more serious".
This proposal to blacklist potential employees who do the 'runaway bride' act, however was met with criticism from various quarters. On their defense, candidates claim that they too face similar issues, when the recruiters do not respond once the interview process is complete.
As both sides have valid arguments, here are a list of suggestions that could help bring about a solution to this issue. First, address the primary concern of the candidate- which is to not keep him or her in the loop for eternity. This is an oft-done mistake by managements as they fail to understand the significance of 'getting back' within a short span of time. The delay in their decision will only result in the prospective employee losing out of patience and seek a job elsewhere.
Next, be honest about the nature of the work and job profile to your candidate. Do not sugar-coat what you have to offer to him or her. Be clear and specific on your requirements too.
For instance, as cajobportal.com says, make sure these are avoided."Your probation period salary is different to your post-probation salary. You cannot take any annual leave until you have been here a year, you will be expected to work until 9 pm three nights a week and we don't cover taxi fares. We know you interviewed in our head office, but you will actually be based out in another branch of ours".
If everything else fails and there can be nothing done to lure back the candidate, the best option is to let go. The management should always give the person a benefit of doubt, as to why he or she decided to forgo the offer. There might always be a personal issue or an external influence. So without giving rise to bad blood, the recruiter just has to move on and look out for other prospects. However, what needs to be kept in mind is not to repeat the mistakes committed (if any) during the previous recruitment process.
