Friday, May 15, 2009

Do you keep interactions active after a job offer is made?

Recently, I’ve been talking to a lot of candidates. While I was interviewing a good candidate, he said he had rejected an offer from another company. You know why? They never did a follow-up after the offer. He got the impression that if the company didn’t care now, they wouldn’t care for him when he joined them either! Really. That’s got me thinking. Is post-offer follow-up that such a big deal? Yes, off course. It’s like good post-sales customer service.

Most often recruiters are caught in a frenzy to identify ‘right-fit’ candidates (yes, there could be many, you may need just one!), run them through grinding interviews and end up selecting the best to make the job offer. Once the selected candidate has been offered, the tendency is to move on to another open job requirement to be filled. That’s good. But what happens next to the offered candidate? The requirement isn’t closed unless he shows up at the door on the agreed date of joining your organization.

Post-offer interactions are just as necessary. There’s so much time & effort spent (from far too many people) in hiring one candidate. If that candidate decides not to join, everyone’s efforts will then need to be replicated! The issue isn’t with the candidate not joining your organization; it’s with recruiters or even hiring managers who allow that to happen in the first place.

It’s a no-brainer. But here’s why you should keep the interactions active:

- It gives the candidate confidence that you are interested in him joining & that he can make a difference.
- Reduces chances of him talking to your competitors.
- There will be tons of questions that the candidate might have; your interactions will help him take informed decisions.
- Send across company related non-confidential articles/news will help the candidate to get to know your company better.

Just don’t go over the top while interacting (like call the candidate every waking hour). There’s nothing more harmful than an overdose of information.


S said...
This comment has been removed by the author.
S said...

Just an irregular lurker on your blog..tempted to comment today .
A little tangential from the main point of your post though ...

After close to six years of working as a professional , this is the first time I am actively seeking out employment and hence got acquainted with a lot of dynamics playing in the recruitment industry in India . What really disappoints me is the lack of ethics! I think it is absolutely unethical to first swarm the candidates with phone calls/ e-mails , make them go through the whole interview grind , touting the job requirement as utmost urgent ..and then, if the candidate is not selected or may be if selected ,not the first choice , just forget about it totally.Not even bother to give a plain blunt response , let aside some feedback??? And I am not even talking about mass recruitments/ walk-ins ..
I have a question and of course , you have a choice to answer or not..
" If a candidate is not selected or the company , for some reason , not feel like making the offer right now, is it too much to expect the recruiters/HR to communicate the same to the candidate??Especially , if the candidate is given verbal assurance that he has got the job and then he is made to wait till he gives up himself !"
Well, you are right if you think I am talking out of personal experience !!

Apologies for the long comment !!

The HR Store said...

@S - Welcome to The HR Store! Glad to see you comment here.

I'll put a post with my answer to your query within the next 24 hrs.

Stay tuned.

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