The growth of a company is directly impacted by the talent it hires. As top talent is highly coveted and most sought after, companies are likely to face stiff competition in hiring them. Recruitment is a long process and requires a considerable amount of effort and resources. The average length of the recruitment process varies across different geographies, but it generally ranges from 18 to 35 days.
According to industry trends, if 1000 people participate in a recruitment process, only 100 will be shortlisted and only about 10 will stand a chance to secure an offer. After going through such an exhaustive process, it would be very disheartening to encounter employees quit their jobs. A survey by Recruiting Unblog states that drop-offs rate is as high as 42%.
Considering that companies go through so many efforts to find and offer the right candidates, it makes obvious sense that they should aim at keeping the employee quit rates to a minimum.
Contrary to what you may think, reducing the drop-offs rates requires effort and thought right from the beginning of the recruitment process.
To help you ensure that your employees do not quit even before joining, try the following.
Before the interview
Concise Job description
A really clear job description will check a candidate’s hunt for the perfect role. It can help prevent the candidate from considering other players in the field just because of your murky job description. An unclear or hyperbolic description will confuse candidates and leave them wondering about their suitability for a profile.
Clarify your expectations
The job title may not be able to convey what exactly the job profile is. The first point of contact with the candidate must clearly articulate the job expectations to the candidates. A recruiter who is sure about what he/she is looking can better outline what a position entails, and thereby find it easier to pick appropriate candidates.
During the interview stage
Enthusiasm for your business should be visible
Passion for your own business must be evident in branding, emails, interviewers, and in the workplace. Lack of enthusiasm at the end of the hiring authority will demotivate the candidates; after all, they are still strangers to your business or culture.
Accelerate the hiring process
It is better to accelerate initial proceedings than the other way around. Interview dates for the first meeting must be arranged quickly and due feedback must be given. The following interviews must also be arranged on priority. As more time goes by, good candidates will be lost to other companies that were quicker to roll out the offers.
Know other athletes in the race
The candidate you are considering may be exploring other opportunities. Candidates are usually comfortable sharing the details because they know that it will increase their “value.” You can make use of this information to prioritize things internally in the organization and also while negotiating with the candidate.
Find out the retention policies of the candidate’s current company
Knowing the current employer’s normal action and retention policy can help the recruiter outdo the temptations that the candidate might have while taking up the offer.
Don’t begin negotiations too low
Downright low offers just to test are sure to offend the candidates, especially if they are more experienced and have high expectations.
Paperwork should be given priority
Offer letter processing and other formalities should be carried out as quickly as possible to avoid the acceptance of counter offers.
After the interview stage
Telling the candidate to call after resigning will be like a supportive gesture after what would most likely have been an unpleasant experience .
Maintain communications post offer
Regular emails and calls to candidates after you make the offer go a long way in keeping them focused during the notice period. The calls may be about information regarding new initiatives or just to say hello.
Dealing with candidates explicitly looking for jobs everywhere possible
Being good at their job and being loyal are two different things. Obviously, every job seeker will want to have meaty compensation and attractive perks, but if they are shopping incessantly despite having good offers, they may not be ideal candidates. It is better not to target candidates who are on a never-ending hunt. (Read here why employees frequently switch jobs)
Avoiding drop-offs isn’t as tricky as it seems. A little focus and empathy toward the needs and concerns of the candidates will ensure success in the recruitment process. Read more on our blog – 7 ways recruiters can increase the offer to joining ratio and avoid drop-off
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