recruitment - dropout management
DESCRIPTION
Dropouts are the curse of Recruitment. In a candidate driven market - it is a pervasive issue and recruiters need to guard against this.TRANSCRIPT
www.tps360.com
DropoutManagement
AMBE INTERNATIONAL
2
‘DROPOUTS’
are the
curse of
recruitment
• Dropout in interview schedule
• Dropout after offer is made
• Dropout few days before joining
• Dropout within probation period
What is a Dropout ?
• They cost us money – phone calls and emails
• They cost us time – time wasted for us and clients
• They cause us to lose clients – THIS IS WORST!
Why are DROPOUTS important ?
Recruitment Bitter Truths
• You cannot change salary offered by your client
• Candidates memories are weak
• Candidates are “Slippery”. Even VP level candidates may not keep their word!
• There are 20,000 recruitment companies in India. Why should candidate remember you ?
• Candidates from Jobsites are inherently unreliable– Everyone has access to these candidates
– Most candidates receive multiple calls for interviews
• Middle East is no longer a very attractive job destination
Recruitment Bitter Truths
• The subscriber you are trying to reach…
• Please call me after sometime (translate)
• Ring ring ring ring ring ring….
• Can they postpone my joining time?
• But my friend at 2 years is getting 6 lacs…
• I am going to my native place….
• Yes yes I am interested (before even asking for the name of the client)
Symptoms that you are talking to a DropOut
• My thumb (or some other body part) is fractured …
• I am at the hospital for ….. (fever/vomit/accident/etc.)
• Father/mother/wife/husband seriously ill
• Property trouble which only I can resolve …..
• I am newly married (and I obviously did not consult her
before deciding to shift without her)
• I am not getting the release…so…
Some more Excuses
“I forgot” – at least this one is honest
Assess Suitability and Fitment
• Speak with the candidate to understand his / her background
• Assess if he really meets the criterion
– EPC vs Contracting
– Marketing vs Sales
– Accounts vs Finance
– HR vs Admin
– Mechanical vs Civil vs Electrical
• Do thorough background and proper expectation setting
• Other factors – Location, Recently Married, To be Married, Expecting Children, Age etc
Assess Suitability
What is the incentive for candidate to attend interview ?
• Exert your authority. You are a recruiter who is trying to find the candidate a job. YOU are his interface to the client.
• Explain to the candidate that you want to help him find a job with one of our clients. If not the current one – then maybe another one in the future.
• Candidate should understand that you are trying to help him and spending your valuable time in doing so.
Why should he attend interview ?
Tell candidate to be honest if he /she really intends to attend / join.
• Ask honestly if he really will attend or if he is just saying Yes to get you off the phone
• This will put most people on the back foot
• Explain what happens if he does not attend
– Client gets upset and your company can lose business
– Reflects very very poorly on yourself. You get asked questions by your superiors
– You are trying to build a relationship – which cannot be built on foundation of lies
Request Honesty
Who are the best candidates ?
Active or
Passive ?
Build relationships with Candidates
• Talk to the candidate
– About the companies he has worked at
– Cities he has stayed in
– His Family
• Segment his resume and keep in a relevant folder or HOT LIST (on ELIXTRA)
• Do thorough background and proper expectation setting
• Read between the lines
• Keep alternate contact details - VERY IMPORTANT
Build a Relationship with the Candidate
Ask for Alternate Contact Details –
Wife’s mobile or Home No
• This is for those times when inspite of your best efforts – the candidate does not pick up your calls
• If candidate hesitates in giving you alternate no –say that it is COMPANY POLICY
• Most effective – Wife’s mobile no• If candidate does not attend despite confirming –
CALL HIM after interviews. Make him feel bad –you will need him for some other interviews
Ask for Alternate Contact Nos
If a candidate does not remember your name or
company in a second call – you are BORING as a recruiter
• Introduce yourself with your name and Company clearly and loudly
– Start your Call with this!
– End your Call with this!
• If candidate agrees to attend – give your mobile number to candidate
• Ask candidate to call you on day of interviews if any issues in attending
• Tell candidate that we are expecting large attendance and if he has issues with interviews – to call you!
STAMP your identity
20
analsis of your results
Spend 2 minutes with each
candidate and talk with passion
and confidence.
That IS ENOUGH