Are your candidates quitting even before they join?



You have finally found and hired the perfect candidate. But is that enough to seal the deal? Unfortunately, the period of the greatest risk begins now—AFTER you have accepted your candidate in the interview and BEFORE the actual joining date. The chances that you will lose the candidate to another company in the interim are fairly high.

It’s common for jobseekers to cast their net far and wide when looking for new opportunities. And, so, the interview with your company wasn’t the only one. There were many more interviews, which is why there are likely to be many more job offers. If you liked this candidate enough to hire him, chances are that many other companies will want him on board as well. If, after the interview, you don’t act fast and well enough, you’re likely to lose your candidate even before the joining date comes around.

Don’t let all the time, money and effort that you have invested in hiring this person go to waste. Here’s what you should do to really hire your candidate.

  1. Expedite the offer letter

While you may have given the candidate a green signal after the interview, remember that the offer letter is ultimately the only thing that matters. Because the candidate will have more than one offer to consider, he will keep his options open until the best and the most promising one comes along. If you take too long to process the offer letter, then there’s a chance that the candidate will go for the place that gives him a detailed and reliable offer letter telling him all about the salary, benefits, etc. (as opposed to the silence at your end).

  1. Keep the engagement level high

Of course, it’s best to have the offer letter processed as fast as possible. But it’s a terrible idea for you to go quiet after the interview if the offer letter is still to take time. When you accept the candidate, his level of enthusiasm and engagement with the job and the company is at its highest. But if he does not hear from you again soon enough, the engagement starts to diminish and he is prompted to look out for other opportunities. Take the time out to communicate with the candidate before the offer letter comes in. A quick call from a senior staff member of the company will only take a few moments, but it will make the candidate feel valued.

  1. Maintain a positive image about your company

Make sure that the entire process of hiring (the interview, the communications, the offer letter and the induction) is quick and efficient. This will help the candidate feel that he has made the right career choice by going with your company. Meanwhile, ensure that your company website is up to date and communicates positive things about the company and its work culture to your candidate. This will reinforce the candidate’s intention to join you.

  1. Give the candidate a head start

During the period between the interview and the joining date, a great and useful way to keep the candidate engaged is by acquainting him with the company, its work culture, and the job at hand. This will allow for a smoother transition from candidate to employee. Moreover, it will give your candidate a head start and make him more comfortable and productive at work from the very first day.

By going the extra mile, you’ll be able to successfully hire your desired candidate. It takes only very little to prevent the far greater loss of letting the perfect candidate get away!

Find out how to recruit candidates who are not just suitable but also interested. Manage the Pre-Sourcing attrition.

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