Candidates backing out is something that every recruiter faces. It adds to the workload of the HR and also contributes to higher hiring charges for the agency. Moreover, the position that desires to be filled remains vacant including in additional liability.
Let’s take a deeper look at the reasons of candidates backing out:
1) Company convinced them to stay.
Candidates when submitting their resignation, there is a probability that he/she will continue with the organization subjected to the meeting of their demands. Usually, the organization might comply with some demands of the employee which cancels out their need for a different opportunity.
If the candidate is leaving for reasons associated with designation or higher compensation then it’s less complicated for his current organization to hold him back. On the other hand, if the candidates are leaving for reasons associated with work environments and locations, it is harder for Organizations to accommodate the demands of candidates.
2) A better offer from another organisation
This might be the most common cause for a candidate to dishonor his/her joining date. As a recruiter or a business organization, you must accept that candidates will examine other offers at the same time as they wait for their joining date. When we speak approximately a higher offer, they may imply a couple of factors:
- Better Compensation
- Better working conditions (office, location, services)
- Better role/reputation
We ought to uphold more than one factor to what qualifies as a higher offer.
3) They’ve evolved a comfort-zone
Change is tough and for a few applicants the fear of what lies beforehand in their new role may also push them to change their minds. If a candidate accepts a job provided however then changes his mind, it’s far in particular because of the uncertainty of his new position. In such scenarios, a bit of reassurance is probably capable of turning the tide in your favor.
4) They rethink their designation
While looking for a job, applicants may have accepted roles that they’re not very satisfied with. When the onboarding date approaches, it’s likely that the potential tasks may not be as attractive to them as they thought they would.
Such situations may be contained through a powerful interview procedure. It’s critical to gauge the willingness and exhilaration the candidate has toward the role.
5) Personal emergency can be a hindrance
The least possible of all possible motives, a private emergency clearly leaves you with only a few alternatives. The great approach in this situation is to be supportive and see if you could expand the onboarding to a later date that is comfortable for both.
Personal emergencies are frequently used as an excuse by applicants who no longer wish to join the organization. Hence, it’s best to be a bit conservative when extending supportive courtesies in the direction of the candidate.
To turn around the situation and avoid candidates backing out below tips can help!!
1) Sell the vision
Candidates ought to purchase into the vision of the organisation and it’s up to you to help them to do so when you communicate with them. Speak about the mission, goals and future plans of the company and what contributions you wish the candidate to make in order to meet company plans and objectives. Ensure that the candidate’s dreams are aligned with the employer’s desires. If the candidate is enthusiastic about his/her role in shaping the vision of the company, you’ll not often locate him/her backing out.
2) Not every person desire to join in massive corporates
While the majority of applicants that you’ll come upon will need to work in a low-pressure, established company process, there are a handful of potential candidates who love the idea of a Startup or SME. These applicants choose to work in an environment where they can be part of a growth tale. If you’re a startup, seeking these candidates will leave you with a lesser risk of a candidate backout.
3) Negotiations and notice period buyouts
If the organization has the policy of buyout of an applicant’s notice period, it’s better to implement the policy given the fact that it’ll compel them to join the organization. This might straight away lessen the chances of them stepping back. If a buyout isn’t feasible, you may always help the candidate negotiate along with his/her current employer to shorten the notice period. This helps in reducing the candidate backout rates.
4) Move quickly
Time kills deals! Don’t give your candidate time to look for different options. Push the process forward as quickly as possible so that you can onboard potential candidates quickly.
5) Ask hard questions and probe the answers
To find out if your candidate is at risk of backing out, you need to dig into their motive for applying to your job in the first place.
Frequent communication with your candidates will instill the sense of “being part of the organization”. This approach will have a positive impact on the candidate and in all probability candidates will find more reasons to join the organization.
