0 By: meghana Asked: 02/10/19In: Engagement Is there a strategy to reduce offer drop outs? 0 Even after being offered also candidates will usually decline the offers smetmes to check their market values So what would be the suggestions to reduce these kind of things Share Facebook 6 Answers Voted Recent Nivedita Nayak Bangalore, India 0 Questions 4 Answers 0 Best Answers 23 Points View Profile Nivedita Nayak Added an answer on 03/05/20 at 6:20 pm Candidate’s offer decline depends on entire hiring process starting from source to hire. Offer to drop out can be reduced through the following steps: Understand the candidate’s aspiration. It really doesn’t make any sense if candidate’s aspiration doesn’t meet what you are offering. The candidate goes for the best offer. Three things are very important to any person in the job viz: health, wealth, and career. Focus on what your organization covering on all these aspects. Compelling Candidate engagement and interviewing experience should be given. The candidate has to be engaged with HM in terms of work, their role with whom they are gonna work. E.g: People love to work with a team member who comes from IIT, NIT, or any premier institutes or any entrepreneurial background. Be honest and have transparency with candidate. Always sell your internal culture, know your Employee Value Proposition (EVP), why you are different from other companies. If you follow these steps, you will see reduce in offer decline ratio. I have seen candidates coming back and joining with us for 2nd time due to a better candidate experience or referred someone else even though they get rejected. People always remember how you made them feel. I think a compelling candidate experience is new recruitment :). 4 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp Sourcingspider 0 Questions 2 Answers 0 Best Answers 20 Points View Profile Sourcingspider Added an answer on 16/03/20 at 2:49 pm Do refer my Blog post on offer declines https://sourcingspider.blog/2015/07/12/candidate-back-outoffer-declines/ 2 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp Maheswaran ST Bangalore, India 1 Question 4 Answers 0 Best Answers 25 Points View Profile Maheswaran Thangaraju Added an answer on 13/03/20 at 12:26 pm On My Point of View in recruitment industry , 1. Let’s try to make the candidate initially understand about What Exactly is the Role & Responsibility we’re Hiring for. 2. Moreover a proper timely communication with the candidate is mandatory until and unless we attain the proper trust of the candidate which makes the point candidate engagement to be more vital. 3. Next which comes the value creation , where actual Employer branding together with self Branding plays a major role to achieve this part with a sustainable outcome. 4. Finally, I believe that,these would the basic essential things needed to sort out the actual candidate who’ll be the right fit and the actual joiners, Maybe on my experience i would be limited with exposures but essentially these ways has created the right path for me in the industry of recruitment. P.S: For Job Hoppers, I guess a initial recruiters call should be followed up by a proxy call so that we’ll get to know the candidate’s interest in other opportunities as well. If in case of agency recruiter, we can actually make the worthy candidates stay with us exactly by showcasing them other suitable opportunities as well.But a proper communication will be the ultimate tool to make those stays to be a ‘Business Converts’. 1 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp shabbir.md9787 0 Questions 1 Answer 0 Best Answers 15 Points View Profile shabbir.md9787 Added an answer on 17/03/20 at 6:25 pm As per my observation for bring the offer dropout ratio down, it is important for a recruiter to have that connect and build rapport with the candidate right from the screening call, makesure that you provide the excellent interviewing experience to the candidate and give him timely updates and feedbacks until the offer and most importantly, stay connected with the candidate post offer roll out and have your keep warm strategies in place to the offered candidates until their onboarding. This approach has helped me significantly well to get my offer dropout ratio down. Hope this helps. 0 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp Hina Naaz Soudagar Bangalore , India 1 Question 5 Answers 0 Best Answers 23 Points View Profile Hina Naaz Added an answer on 02/10/19 at 9:44 pm Offer drop out can be certainly reduced to a decent extent by adapting the approach “Job for candidate” and NOT, “candidate for Job” Also, Right form the initial stage of opening up the conversation, its essential to adapt a very empathetic approach which would provide insights in gauging out the candidates intentions. to a certain extent. 0 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp Santhosh Kumar 2 Questions 1 Answer 0 Best Answers 18 Points View Profile Santhosh Kumar Replied to answer on 06/10/19 at 5:11 pm Offer drop outs are inevitable in our industry. However, we can reduce the drop outs by following few practices on regular basis. Understanding the pulse of a candidate during our initial validation call. The more we probe the candidate,there are high chances of understanding the pulse of the Candidate. Asking them the right questions, explaining the job roles and responsibilities, setting the CTC expectations right would help us in avoiding drop outs. We have recently started inviting all the offered candidates to our organisation or at any restaurant or any other place where the candidate is comfortable meeting us at. Taking the feedback, exchanging thoughts with the Candidates, gifting them some goodies have helped us effectively in reducing the offer drop outs. 1 Reply Share Share Share on Facebook Share on Twitter Share on LinkedIn Share on WhatsApp You must login to answer this question.