What should HR do if the candidate refuses the offer?

headhunters are most afraid of the word "big sleep" when doing case. Once things drag on for a long time, various changes may occur, and candidates who originally signed an offer may be pried away by other headhunters who don't know where they came from. The following basil network analyzes it according to its more than ten years of experience in building headhunting.

Therefore, headhunters should do everything as soon as possible.

However, in reality, almost all candidates need a certain period of time to join the company after signing the offer. This period of time is long or short, and the candidates have to do different things, the most common of which is to go back to the original company to leave.

Generally, the more senior talents do, the longer the turnover cycle will be, especially for core positions.

Because the original company will want to keep people, the original project involves handover or is required to finish the project before leaving. In short, this link will not be short, and there will be many reasons that may lead the candidate to give up the offer. And enterprises may also choose other candidates because the candidates have been employed for too long.

1. The logic behind the postponement of entry

Why did the candidate postpone the entry time?

1. Spare tire

Candidates may be waiting for a better offer. Once they receive a better offer, the current offer will be abandoned immediately. It is also possible to talk about a better offer with the current offer. I don't want to talk about the injury of the spare tire.

2. Gossip

The candidate may have heard some negative news about the client company and is hesitant. No matter how good it is, there is always someone who can see the dark side, not W.G., and everyone can agree?

3, dispensable

The candidate may not have a strong desire at the beginning, but he didn't expect to get an offer through the interview if he tried. I can't help it. Some people are just so smooth. Since childhood, I have been a bully and a cake-maker. When I grow up, I will be a bully and I will pass every meeting.

4. Customers don't accept

Some customer companies have strict requirements and are unwilling to change the scheduled employment time easily. Forget it. I understand everything. ?

In fact, the candidate may think like this:

You think I want to, I can't leave without handing over a lot of work! Can I be so anticlimactic? ?

I have an extremely important appointment that day. Did you make it? ?

is there a gap in your heart after you pass the interview?

I'm just waiting for a better offer, can't I?

。 . . .

The ideal consultant himself should say this:

I can clearly determine the reason why the candidate may be delayed, and then analyze the various incurable diseases of the candidate, and finally get rid of the disease!

I can convey to HR the credible reasons for the candidate's delay in joining the company, and the communication with HR is very smooth.

A few days after the candidate handled the emergency, he joined the company smoothly.

A real consultant might look like this:

Emma, is there anything wrong with this? You're not just gonna stand me up, are you? Why do you have to deal with things this day? Is there any other offer to talk about? I'm so anxious! No, hey, Sam. No, hey, Sam!

I analyzed with the candidate how good the client company is, how to consider the position, and how it will help his career development. The candidate silently said: I know, but I can't leave until I finish what the leader told me.

I told HR that the candidate had a job to hand over, and he was a few days late. HR said, if you want to be late, can you be late?

second, how to save it?

so, what should the headhunter do if the candidate needs a long time to join the company after receiving the offer, and the enterprise project urgently needs the candidate to join the company as soon as possible?

In the face of this situation, headhunters can put forward such a plan:

On the one hand, let the candidates go to the enterprise several times irregularly during the preparation for employment, communicate their work clearly, and come up with some plans for specific work to communicate with the enterprise, or go to the enterprise once a month or one or two days.

On the other hand, headhunters should also help enterprises to do some consulting work such as collecting information or understanding suppliers. At the same time, we can negotiate with the enterprise whether we can give the candidates a certain salary during this period, in order to establish a more stable contact mechanism. The purpose is to make candidates gradually familiar with the new job content and establish contact and strong relationship with the new job even if they can't join the job immediately. In this case, even if the intermediate candidate meets another offer, he will refuse because this side has entered the state.

It should also be noted that candidates, especially senior talents, will bring some turnover losses when they change jobs. Especially at the end of the year, headhunters can try to communicate with enterprises to see if they can give candidates some small compensation to promote their entry.

If your candidate is an overseas expert, you should pay special attention to translation.

Overseas experts who come to China for employment basically need translators, otherwise it will directly lead to the failure of candidates' work and delay the entry of talents. Moreover, it's better to start translation earlier than overseas experts, get familiar with the business for a while, and be prepared to assist experts.

The above are some schemes that can be promoted when the candidate has been employed for too long. No matter what kind of problems arise, the position of headhunters who have the ability to propose solutions will change greatly in HR's mind, and they will have more and more advantages in future communication.

third, how to prevent it?

how to prevent candidates from changing their minds and not coming to work and improve the employment rate is also a very important job in recruitment management. It is normal to change one's mind, but the low employment rate will seriously affect the effectiveness of recruitment and lead to high recruitment costs.

There are only three situations where a hired person temporarily changes his mind and doesn't come to work:

Stay in the original company

Go to other enterprises

Start his own business

Let's disassemble these three situations one by one.

1. Staying in the original company

shows that he is not too dissatisfied with his current job, just looking for better development opportunities. When he submitted his resignation report, the company found that he was a talented person and tried to keep him, and he also got what he wanted. On balance, he felt that staying in the original company had a better development prospect.

2. Go to other enterprises

He has other offer and has moved on, but you are not his favorite.

Maybe the welfare system of the enterprise he chose is relatively sound, and the promotion channels meet the candidate's expectations, which is more attractive to the candidate.

3. Starting his own business

shows that he doesn't love anyone, and if he doesn't, he will forget it. It doesn't have to be long before you come. People who have entrepreneurial ideas will always leave. If you really want him, you might as well wait for him to start a business for a while.

I once interviewed an applicant and promised to come here well. As a result, after the National Day holiday, I changed my mind and started a business with others. But after half a year, the venture was unsuccessful, and he called to say that he wanted to come again.

the preventive measures are as follows.

1. Don't choose the best and choose the right person

First of all, choosing the right person is the most important thing. If people don't choose the right person, it is normal not to come. Even if they come, they will leave if they are not sure.

Therefore, it is very important to check during the recruitment interview. It is necessary to repeatedly confirm the candidates' motivation to leave or change jobs and their willingness to join your company.

if the original company "understands it with emotion", will it waver? Guess from his answers what kind of job seeker he is, what he pays more attention to, whether it is development opportunities, learning opportunities or salary, etc. Is the other party still interviewing other companies? Is there still another offer on hand? Is there anything in particular you like to go to? Then comprehensively judge which of the above situations he is.

don't waste time on the third type, show your cards to him, make it clear, and recruit people quickly. In the first and second cases, we can still fight for it.

In these two cases, what the enterprise can do is to improve its competitive strength, including salary and welfare, the future development direction of the enterprise, the development space of employees in the enterprise, etc. The company has good benefits, good development prospects and high wages, so there will naturally be many people crowding in, so there is no need to worry about people changing their minds.

Of course, it should also be noted that although your company offers good treatment and great room for development, the candidates don't know it, so it is very necessary to clearly introduce this information to the candidates at an appropriate time.

Recruitment and job hunting is a two-way choice. Not only the enterprise should know the applicant, but also the applicant has the right to know the situation of the enterprise.

2. Keep in touch regularly to prevent empathy.

After the candidate accepts the offer, the phased work of headhunting has just begun. You have held someone's hand, which is considered to be a sure relationship. It is also necessary to make frequent appointments and engage in ambiguity.

before joining the job, what headhunters should do is to keep in touch with each other frequently, get a better understanding of each other's situation and express humanistic care.

For example, after the interview, find out whether they will return home, remind them to pay attention to safety on the road, send a blessing message on major holidays, and ask them regularly whether their resignation report has been approved by the leader, how the work handover is progressing, and whether their families have settled down.

when it's time to join the company, you should call him and inform him to report to the company. The main advantages of doing this are: first, you can know the progress of the other party's resignation; second, you can deepen emotional communication, tie his heart and prevent him from changing his mind.

3. Those who should go will always go, and take it easy.

I don't recommend doing too many reservation measures to save someone who has changed his mind before joining the company, unless he is particularly capable and talented, and the position is very core, and talents are scarce.

Because people like this, even if they join the company, may not stay for a long time after joining the company, and will leave the company because of other problems. Because since he wants to change his mind, it must be that the company has not met his expectations in some aspects. After joining the company, if these requirements have not been met, he will definitely leave once there is a better opportunity.

so take it easy, what should come will come eventually, and what should go will go eventually. In the specific operation, it is necessary to reserve a certain ratio of not coming. For example, a * * * needs to recruit 1 people. If it is expected that 3 people will not come, then you should consider hiring 13 people.

IV. Summary

In fact, you should understand the problem of the candidate's delay in employment

1. Everyone is an adult, has their own thinking, is mature and can understand each other, and it is human nature to be a few days late.

2. Assuming that the candidate really has a better offer, and you don't give it up after persuading him, take a step back. Even if you are persuaded, you may finally go back on your word after joining the company. On the other hand, why do you want to stop others from getting a better offer?

3. Sometimes the candidates really don't have a strong desire to join the job. If the customers are very satisfied with the candidates, they will adopt some strategies. If they are generally satisfied, then the customers will have a dispensable attitude. In this case, either you give up or you reflect on whether the previous communication work is enough.

I hope the answer from Basil can help you!