Over the past few weeks I have been speaking with several HR leaders to find out what are the challenges they face. While attrition continues to be challenge,
Obvioulsy they are perplexed. The candidate attends several rounds of interviews,accepts the offer, says he’s joining and then bang on the date of joining he doest show up. To make matters worse he stops answering calls. Reactions vary from:
What they do agree on is that this cant go on like this. Its too damaging.
My heart goes out to all the recruiters out there who spend insane amount of time sourcing relevant talent, then spending a lot of energy in trying to improve the candidate’s experience, only to be left dejected and having to start all over again
AceNgage conducts Renege analysis / Post offer follow engagements, and this is what we have found:
Broadly 43 % of the reasons for not joining are controllable, ie Organisations should have either not hired them or shoud have spent more time in ensuring that the candidate is clear about the role and the advantages of joining the Organisation.
So what can companies do differently:
Irrespective of whether you make an offer or not, all candidates should walk out with a ‘Wow’ feeling. They should feel convinced that this is the kind of company they would like to work at and these are the people they would like to work with. Their interactions with everyone matter.
While Salary is important, I am of the firm belief that it’s the role that finally matters. Recruiters should spend a significant amount of time discussing the role, impact on the overall business and the future career prospects. All 3 are equally important.
During our attrition analysis we find that close to 80% of employees who leave within the first 3 months, leave due to an expectation mismatch at the time of recruitment. Being absolutely clear about the role and other details may significantly reduce early attrition.
Normally there could be anywhere between 1 to 3 months from the time the offer is given to the time the candidate joins. This part is very critical. High engagement is required to address any ambiguities in the minds of the candidiate.
Keep the engagement going with the candidate to address any issues.Look for signs and signals of disinterest. They are normally very evident, There could be other tricks that you could use to check if the candidiate is still scouting for offers.
Continuously sell the Organisation. Reiterate the advantages of joining and the opportunities that exist. Let the candidiates feel that you genuiunely care and you very much want them to join. Increase ownership. The candidates should know that they matter. Some organisations even go to the extent of keeping the candidates informed of all thats happening at the company along with key product updates in the post-offer stage. This adds significant value as the candidate now feels like they are part of the team even before they join.
Some other things that you could consider are:
Having a well implemented candidate engagement program has 3 major advantages.
Its not a lost case yet and we should ensure that it doesn’t become one. Please drop a note to let me know what you think and share your own views, experiences and suggestions on how we can improve joining ratios
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