What Job Seekers fear to tread before accepting an offer?
An Article by Einstein Amirtharaj, HR Professional
As an HR professional many a times I have heard this response from prospective job seekers that they were not able to make it due to following reasons which may go dot, dot, dot & dots of reasons.
This is something which perplexes the recruiter most of the time. “After “N” number of calls and constant reminders the candidate still does not turn up” is one phrase you get to hear from the recruiters mostly.
Is this a fault on the side of the recruiter or the Job seeker?
Well after having recruited thousands of such potential candidates in high profile jobs, I wish to share my views which are as follows.
1. Communication – Promptness, clear in communicating deadlines & no hidden facts about the job and the organization is very critical. Anything not good, well that must be produced up front before the job seeker before the job interview. A rosy picture does not work for long. Coercive or pushy does not work either.
2. Brand – Small or big, associating with you as a brand is important and associating with you as an employer of conscious choice is much more important. The organization is responsible for that and this is where HR play a major role. Help the job seeker with information about the organization about who you are and what you do. History speaks volumes therefore give the details yourself before it is sought by the candidate from other sources.
3. Who work for you- Looking at the people, do you have “THE” people who can be (or) are your advocates and ambassadors of your organization? With Social Media like LinkedIn to take care of that, the world has become a smaller place and quick to connect to get the needed information about you. His 3rd connection might be working for you. Connect the prospect and let him get to know your organization from you own ambassadors.
4. Pay Package – Giving the candidate a clear picture. Most of the time, the Job Seeker is left lurking in the dark without any picture about the pay. We wait till the time of offer and disappointment curtails the whole time spent with non-acceptance of the offer. Management have to be very clear about that and empower recruiters with adequate information and small decision making. “Well I will have to check with my manager and get back to you” might sound good, but dissolves the very purpose for a potential candidate in pursuing further. You have just let go of another potential.
Empowered employees are assets with appreciating value to an organization and not fixed costs is my view. Having the right people at the right job grows businesses and it has. Getting them there is the actual cost.
Happy recruiting!!!
PC: Pixabay