Recruiters Nightmare:Candidate Back out

There is a word in Talent Acquisition history which gives you an adrenaline rush!

The word puts you in terrible shock!

The word shatters your complete energy!

The word upsets your thought flow!

And, the fear- factor word called BACK-OUT!

What makes a candidate to Back-out in the middle of process?

Any prospective candidate would look for few basic things while exploring job opportunities,

01.  Salary

02.  Bigger Role / Larger Brand / New Learning prospects

03.  Geography preference

04.  Family reasons

05.  Turbulence / Dissatisfaction with the current employer

It would be a flop show by a recruiter, when these aspects fail to cope up an expectation of the candidate.

How can a Talent specialist can overcome this?

A recruiter is not only a Talent Finder, but a person who rewrites the resume of candidate forever.

One should look after few more things than the JD and Key word match in a resume.

These are few points which can avoid Back-Out’s if followed, 

What makes the candidate to take up the role is the most important thing of all!

• Understand the actual needs of the candidate (Preference in Location, JD, Family, Salary, Growth)
• Match the candidate’s criteria with the current requirement need
• Propose the practical facts about the job position to your candidate (Desired role, KRA’s)
• Explain the career progression plans of employer to the candidate (Next growth / Promotions)
• Share the work environment and culture of the employer (Flexibility in work timing / Work life balance / Employee Friendly)
• Brief the candidate about the reporting manager’s skill sets, Share the LinkedIn Id’s or verbally explain the attributes of reporting manager
• Let the candidate be enlightened on the monitory benefits. Explain the graph of salary expectations vs actual market pay vs what is the allocated budget.
• Promote the key factors on job location (School for Kids, Cost of living, Better culture, Market trends, Futuristic opportunities and so on)
• Understand the career progression path and the work performance of candidate.
• Identify if the candidate is window shopping or into real shopping.
• Keep the candidate engaged in the complete process, Stay connected always.

In spite of all these, there are candidates who leaves the process in the middle.

However, you can still do these things to engage property

• Email – Always write a call letter to the candidate and ensure to get an acceptance in response
• SMS / WhatsApp – Stay tuned with candidate by messaging the venue and other details
• Calls – Just call the candidate and help in finding way to reach the venue.

Still the back-out happen?

• Identify if there an emergency situation from candidate (Personal issues / Official issues)
• Never hesitate to Inform your business / client without any delay, Forward the conversations / email confirmations and keep the situation in control.
• Help the candidate to have an interview rescheduled, if the reason found genuine.

Neither a recruiter nor a candidate has time to play with each other!

It’s a game of excellence to understand and match the actual needs of each other!

An actual success is in identifying the right candidate for the right requirement.

When I say right candidate, it means JD, Location, Aspiration, Salary, Family and Progression in career!!!

Above pointers are purely my thoughts! Suggestions are highly appreciated!!