Hi, this is chaitsi here. I am working as an HR Executive in an E-commerce company. It is an Ahmedabad-based company and I am looking out for an email support executive and BDM with e-commerce experience. It's very tough to get candidates for both vacancies as I am finding BDMs with e-commerce experience rare, and for email support, we need people with a good command of English.
In the last month, I shortlisted four candidates (not all four at the same time). What all four of them did was they came for an interview, got shortlisted, and even after asking multiple times if they actually wanted to change jobs and join our organization, they said yes. They accepted the offer letter, but just a day before joining (and two of them didn't even bother to inform us until the day of joining), they said they couldn't join. Is this fair?
My question is, what if employers did the same to candidates on the day of joining, informing them that we don't want them to join our organization now? How would they react? Can't we establish a system or rule to help HR and the organization in the hiring process? We all know how lengthy and challenging the recruitment cycle is.
Some may argue that employers evaluate many candidates, but we don't provide an offer letter to every candidate we shortlist. Candidates also have the right to choose the best employer, but if you commit to joining after a certain period and then accept offers from multiple organizations without following through, it is frustrating and concerning.
I suggest better communication and clarity from both sides to avoid such situations in the future. It's essential for candidates to be honest about their intentions, and for employers to streamline their hiring processes to ensure a smoother experience for all parties involved.
From India, undefined
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In the last month, I shortlisted four candidates (not all four at the same time). What all four of them did was they came for an interview, got shortlisted, and even after asking multiple times if they actually wanted to change jobs and join our organization, they said yes. They accepted the offer letter, but just a day before joining (and two of them didn't even bother to inform us until the day of joining), they said they couldn't join. Is this fair?
My question is, what if employers did the same to candidates on the day of joining, informing them that we don't want them to join our organization now? How would they react? Can't we establish a system or rule to help HR and the organization in the hiring process? We all know how lengthy and challenging the recruitment cycle is.
Some may argue that employers evaluate many candidates, but we don't provide an offer letter to every candidate we shortlist. Candidates also have the right to choose the best employer, but if you commit to joining after a certain period and then accept offers from multiple organizations without following through, it is frustrating and concerning.
I suggest better communication and clarity from both sides to avoid such situations in the future. It's essential for candidates to be honest about their intentions, and for employers to streamline their hiring processes to ensure a smoother experience for all parties involved.
From India, undefined
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Hi,
This is one of the most common issues in recruitment. Everyone is facing the same issues, and this cycle continues. Based on my knowledge, this cannot be changed, so cheer up, be patient, and everything will be fine.
Thanks,
Priya
From India, Bangalore
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2This is one of the most common issues in recruitment. Everyone is facing the same issues, and this cycle continues. Based on my knowledge, this cannot be changed, so cheer up, be patient, and everything will be fine.
Thanks,
Priya
From India, Bangalore
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Hey Priya, thnks for the revert but don’t you think so this is not the solution?????????????
From India, undefined
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From India, undefined
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Hi,
In my opinion, we should at least update remarks on a particular recruitment channel through which we got candidates interviewed or aligned. For example, if any candidate is coming via Naukri.com, then some remarks can be mentioned against their profile by the employer. This will help recruiters in the future to be aware of past incidents related to assessing these candidates. What do you think?
From India, Delhi
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In my opinion, we should at least update remarks on a particular recruitment channel through which we got candidates interviewed or aligned. For example, if any candidate is coming via Naukri.com, then some remarks can be mentioned against their profile by the employer. This will help recruiters in the future to be aware of past incidents related to assessing these candidates. What do you think?
From India, Delhi
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Hi, Not only Naukri but I feel we should make an app or candidate portal where we can blacklist such candidates or provide our reviews which are useful for other recruiters.
From India, undefined
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From India, undefined
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Dear there,
I have observed this common issue everywhere, particularly when I talk about Ahmedabad-based medium-scale companies. They do not even provide offer letters and appointment letters. The culture of HR is one of the worst I have observed.
Note: I am specifically talking about medium-scale companies only.
From India, Delhi
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I have observed this common issue everywhere, particularly when I talk about Ahmedabad-based medium-scale companies. They do not even provide offer letters and appointment letters. The culture of HR is one of the worst I have observed.
Note: I am specifically talking about medium-scale companies only.
From India, Delhi
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Every week, we have postings on CiteHR about recruitment problems, and frequently these postings are about prospective appointees not showing up. It seems to be a fact of life in India.
My view on this is simple - you chose the wrong person. I have been a member of CiteHR for many years and have a particular interest in recruitment, along with training. Quite frankly, some of the things I have read over the years on recruitment practices simply beggar belief.
Go back and look at your recruitment process - from beginning to end. THEN FIX IT. Check my postings on recruitment. I have said many times that successful recruitment is not rocket science. I have posted my simple guide to recruitment. It worked for organizations where I was employed in the past, and I have trained other hiring managers in this system.
However, NO SYSTEM IS PERFECT, not even mine. But if you have a robust system in place, you can mitigate most of the problems.
From Australia, Melbourne
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My view on this is simple - you chose the wrong person. I have been a member of CiteHR for many years and have a particular interest in recruitment, along with training. Quite frankly, some of the things I have read over the years on recruitment practices simply beggar belief.
Go back and look at your recruitment process - from beginning to end. THEN FIX IT. Check my postings on recruitment. I have said many times that successful recruitment is not rocket science. I have posted my simple guide to recruitment. It worked for organizations where I was employed in the past, and I have trained other hiring managers in this system.
However, NO SYSTEM IS PERFECT, not even mine. But if you have a robust system in place, you can mitigate most of the problems.
From Australia, Melbourne
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Dear Recruitment Community Members,
All of us the recruitment community have almost come to a point accepting that there is actually no solution to the problem of "No Shows". All companies, irrespective of their size, reputation, salary, etc. have been suffering. No company can claim to be an exception.
This is when a friend of mine decided to do his bit to solve this problem, and it seems to be working pretty well.
His solution is that employers, upon making an offer, should insist that they register and "Accept" the offer on iAccept portal, failing which the employer will withdraw the offer. Other companies, before making an offer, shall search for the candidate to ensure that he/she has not accepted any other offer currently. Very simple, but effective.
Check out www.iAccept.in
​
Thank you.
Warm regards,
Gopal Kulkarni
Resumefox - Complete Recruitment Software with Resume Parser
185 Happy Valley, Uttarahalli
Bangalore, India. 560 061
Tel: +91 80 659 88 297. Cell +91 966 338 5512
www.resumefox.net
From India, Bangalore
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All of us the recruitment community have almost come to a point accepting that there is actually no solution to the problem of "No Shows". All companies, irrespective of their size, reputation, salary, etc. have been suffering. No company can claim to be an exception.
This is when a friend of mine decided to do his bit to solve this problem, and it seems to be working pretty well.
His solution is that employers, upon making an offer, should insist that they register and "Accept" the offer on iAccept portal, failing which the employer will withdraw the offer. Other companies, before making an offer, shall search for the candidate to ensure that he/she has not accepted any other offer currently. Very simple, but effective.
Check out www.iAccept.in
​
Thank you.
Warm regards,
Gopal Kulkarni
Resumefox - Complete Recruitment Software with Resume Parser
185 Happy Valley, Uttarahalli
Bangalore, India. 560 061
Tel: +91 80 659 88 297. Cell +91 966 338 5512
www.resumefox.net
From India, Bangalore
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Such problems are to be handled carefully. Writing on blogs or websites that a candidate failed to report after accepting an offer letter can be the cause of legal battles. So, accept that a few candidates may not turn up. Always keep standby candidates ready.
From India, Pune
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From India, Pune
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Yes, it's rightly said by Mr. Nathrao that one should have a pool of shortlisted candidates ready to replace the people who didn't report after receiving the offer letter. Apart from this, for an HR person, it's important to clearly help the candidate understand the job role, how their future or career will develop within the company, how they can best contribute their skills and knowledge, and what scope or benefits they can expect in return. When a candidate is clear about expectations and benefits, they are more likely to perform well. It's natural that people's desires are unlimited, they always seek more, so naturally, candidates will also compare offers, which we can't prevent. However, we can improve the recruitment process by adding a personal touch with the candidate. This approach can assist in selecting genuine and trustworthy employees for the company.
From India, Hyderabad
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From India, Hyderabad
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Offer letter.pdf
Sample Internship Offer Letter.doc