incresing tips for joining ratio
The cost of an almost hire for most companies would be the sum total of the sourcing cost, the assessment cost, the background verification cost and the opportunity cost which starts accruing right from the time when a position falls vacant though the hiring process till the time the recruited person becomes fully productive for the company.
In many cases, recruiters go through the arduous process of sourcing relevant talent, and spend hours improving the candidate’s experience, only to be left empty handed.
According to a recent report, 55 percent of candidates decline offers based on a mismatch of expectations that are in fact, completely preventable.
Understandably, there are some things that even the best recruiters can’t control – a candidate’s loyalty to their current company, restrictive M&A terms, personal reasons that don’t allow them to move to a new location, etc.
But how do HR teams improve their processes to avoid the preventable drop offs?
Start with the role
This may seem like a no-brainer to most HR professionals, but makes all the difference. To ensure that the candidate understands their role within their respective team as well as within the larger organization works better than simply explaining the technicalities of the role itself. Very often, the role is described to the candidate, but rarely is their impact addressed. This allows the candidate to understand his/her role better and assess the situation and make an informed decision.
This may seem like a no-brainer to most HR professionals, but makes all the difference. To ensure that the candidate understands their role within their respective team as well as within the larger organization works better than simply explaining the technicalities of the role itself. Very often, the role is described to the candidate, but rarely is their impact addressed. This allows the candidate to understand his/her role better and assess the situation and make an informed decision.
Set expectations at the earliest
When candidates drop off at later stages because of basic mismatch in expectations, it should raise a red flag in your interview process. This means that vital information about the job like salary, leave policies or appraisal practices are either not being communicated, or are being miscommunicated leading to confusion later. It is important to clarify certain policies at the outset and this acts as an immediate check on a candidate’s expectations. The candidate needs to be given a deep understanding of the culture of the company which could include everything from work styles, employee culture, release cycles and even work timings.
When candidates drop off at later stages because of basic mismatch in expectations, it should raise a red flag in your interview process. This means that vital information about the job like salary, leave policies or appraisal practices are either not being communicated, or are being miscommunicated leading to confusion later. It is important to clarify certain policies at the outset and this acts as an immediate check on a candidate’s expectations. The candidate needs to be given a deep understanding of the culture of the company which could include everything from work styles, employee culture, release cycles and even work timings.
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