Best practices to avoid last minute joining ditches?
Recently I came across many times that the candidate is not joining after accepting the offer letter. This is applicable to all levels of roles including General Manager. They kept on promising us that they would be joining but on the joining day they didn't turn up. On our followups we are coming to know that they are not interested in joining the position offered.
I would like to know from HR experts that what all precautionary measures you are taking to avoid such situations. I would like to adopt such best practices.
It is a very common problem.Although such last minute surprises cannot be eliminated fully but I think it can be minimized by following few basics of recruitment that I normally follow
1) While sourcing the resume it self,try to find out the reason why candidate is leaving his current organization.
If the reason is CTC,check weather he is really underpaid or he is just looking for few extra bugs,if so better not to take chance with the candidate.
2)While talking to the candidate try to find out how many interviews he has already attended.If you see that the candidate attends any and every interviews that comes his way, better to drop the candidate.
3)Also need to check the previous back ground of the candidate,I his stability with his previous organization.
4) Also need to check why the particular opportunity that you are offering motivates him to apply.
Most of the candidates takes one offer and shop around with other companies,and there are companies which bow down to such ,I would rather say Black Mail.I think this practice also should change.Job hoppers should be rejected by the recruiters it self such candidate doesnot get a chance to do such blackmail.
Hope this helps you.
It's terribly disappointing and disruptive when that happens, I agree! While I'm not an expert on "best practices" I'm happy to share what I've done in the past:
1. In the first interview, one of the questions I ask is to describe the ideal next position; what it would include, and what it would have less of or not include.
2. In the final interview, HR is last on the loop, and asks that question again; asks how the candidate feels this role could match up now and for the future; asks where the gaps are (knowing already due to the information obtained previously); and asks about other offers in hand or anticipated, how this position compares (job content), and what their decision time frame is. If it looks good, we develop and extend the offer.
3. If the offer is accepted, we begin on-boarding right away both in terms of paperwork and in terms of developing the new hire training plan. We set up weekly phone calls with the hiring manager and in between we email small bits of interesting, job-related and company-related reading material. We get the candidate's input on the new hire training plan during this period, and the hiring manager has dinner with the candidate at least once, more if the start date is further out than 2 weeks. This keeps the relationship going and communication open so that if the candidate is having doubts or decides the job isn't the best fit, we know as early as possible.
I hope this includes something new/different for you and that it is helpful.
To solve any problem, you need to consider why it is occurring. Why are candidates verbalizing agreement and then not following through? Perhaps, they are approaching the job search the way they US students approach college applications - they collect all of their answers (acceptance and rejection) before truly committing to a decision on which college to attend. Why verbalize acceptance? Because it is free and it keeps the job open for true commitment when they need to decide (eg, joining day)
I am not an HR expert, but I would think for US transactions you could fashion an acceptance letter to have the candidate execute in which you would identify financial damages if they failed to follow through (e.g., the cost of repeating the search effort). This letter would attach a cost to the acceptance decision, requiring a financial commitment to the decision in advance of joining day. Just an idea.