HRGuru

Dear HR Friends,



I pen this down after long period of Frustration and Irritation. I had been in this field for quiet some time of 3 - 4 yrs.



The recruiter spends his effort, time, energy in identifying and finalizing the candidate for the right job. He does this following all the Industrious process that the management devises for him, but at the end of the process, the candidate refuses to join for his own whims and fancy.



This loathsome habit is not practiced by a fresher or uneducated. It is purely by well educated and experienced personnel.I personally feel that this lethargic behavior by candidates is because; their expense in any form is nil. It’s the Employer who buys the product and Recruiters who uses the product is badly affected by this.



To curb this menace, I feel that if the job portals like naukri/monster/timesjobs etc could add “Recruiters Comment” in individual profile, atleast it will help other recruiter in reducing their processing time and catch only the one who is really in need of relocation. Also this will help in bringing down the dirty attitude of few mischievous people. Hope every recruiter would accept to this.



I request HR friends to raise voice towards this. So that Job portal team pay attention to this problem and give a suitable solution, else.



Naveen

like any other product an individual also does marketing for him/herself. When looking for a job a candidate never restricts him/herself in one option . So where the advantage is more an invidual option is bound to tend to it . I have the experience of issuing appoinment letter and all other things are fixed and ond on dot date the individual doesnot  showup,giving petty reason . What can be done . It is right of an individual . What can a company do . Only thing can be done is that ,record of it can be kept in the HR ,next time when the individual shows up ,you can tell the things on face and dont hire .

I feel your agony . As a recruiter it is always better to have back up candidates. Number one missing look for two and so on .

Ideally, you will want to bring no less than 2-3 candidates, each of which is fully qualified to fill the job.   Don't make any particular candidate feel they are the only person qualified.  Show them individually that you and the employer are very interested in them ultimately being the candidate chosen, but also let them know that you have an obligation to fill the position and that you will be actively seeking all qualified candidates until the position is closed.  

You want to create a situation, in a truthful and forthright manner that shows the candidate that they are not in control and the job opportunity they may be seeking will be lost if they do not act and act quickly enough.  Like in high school, a girl will take her time in giving you an answer to going to the prom if they think they are the only one you asked.  The more they think you will ask someone else for a "dance" the more likely they are to say "yes" when you first ask.

Recruiting is a type of "romance" so treat it that way!

I'll put 3-4 executive candidates in the same room and conduct a panel interview where each one gets a chance to answer the same question, and hear the other answers. 

Or I'll time it so that as one is leaving they'll see the other coming in the room, and then when they are leaving they'll see another one coming in. 

I hate it when people try to act like by me giving them a job they are doing me a favor.

In fact when I get an executive that doesn't want to fill out an application and they say that it is all on the resume, I usually show them the door.  Especially HR execs who know how important an application is vs. a resume.

The candidate can choose reject or accept an offer, and yes, even at the very last second. In fact, they can even sign the offer letter, start work and quit by lunch time on the first day.

Let's run through the emotional rollercoaster ride in the situation you experience, which every recruiter has experienced. I will use "I" as I try to bring my point across.

"I am so close to sealing the deal and am excited that I can purchase that pair of designer bag or a vacation in some exotic place with the commission I am going to get, or clear my debts;  The candidate chose at the very end not to pursue or accept the offer; My system went into various modes....disbelief, upset, panic, possibly depression from all these emotions, and anger!  Blast the candidate; blast the people around me; blast the world. Several weeks.months passed, I have a new position to fill. The candidate I blasted would be a great fit, or I know he/she can give me the names of the people in his/her network that would make great potential candidates. Would he/she wants to talk to me?  There is a possibility he/she may turn down the offer as in the past, but wait a second. I am the recruiter. I am the expert, or should be the expert, in gathering information from candidates. I should be able to come to a conclusion and decision if he/she would be the right candidate by ensuring my techniques and methods will prevent and significantly reduce occurrences of candidates rejecting offers at the very end."

So, what happened here? <rhetorical>

If a candidate rejects an offer, my interaction with him/her does not end unless he/she chose not to be contacted.  And that is when I indicate in my database the candidate chose not to keep in contact.  If possible, find out the reasons as to why the offer was rejected, and analyze what went wrong in the recruiting process. Is the blame solely on the candidate or did I, the recruiter, messed up. Have to be honest in the post-mortem of the situation.

All I can say is, stay calm. We are dealing with human beings and there will be times a curveball (may feel like hail pelting down on us) is thrown at us. Move on. Stay positive. Good luck!

Great advice LiChing!