How to increase “Candidate’s joining conversion rate”?

How to increase “Candidate’s joining conversion rate”?

Today successful employee recruitment has become a big challenge. To read more about successful employee recruitment, refer http://blogstchr.blogspot.com/2017/07/tips-for-successful-employee-recruitment.html

Many a times, candidates are selected and sent the offer letter by the company. They often accept the letter but don’t join the company. It is painful for the recruiter for the reason that the candidate has wasted his crucial time and he has to conduct the hiring process again. If the candidate is not willing to work in the company, he or she should not accept the offer letter and convey it to the company. As a result, the recruiter faces many problems, which means loss of productivity and money. Therefore it is necessary to increase candidate’s joining conversion rate. Here are some steps:

Do candidate background check

Before selecting the candidate, go for background check so that you come to know about the past of the candidate, including past record, commitment, attendance, performance, reason of leaving the previous jobs, etc. This information will enable you to know whether the candidate is stable regarding job and career or not. Is he that type of candidate who switches from one job to another for mere hike in the salary? Such candidate may turn back to his previous job, if his head offers him more. In such cases, the joining possibility is less and if he joins, then resigning possibility is more. Such employees are of no use to the company and may not contribute in the growth of the firm. Thus, beware of such candidates using background check as a tool.

Check area of interest of the candidate

Hire interested candidates only. For instance, the candidate desires to work in an IT company but has applied for job in a consultancy due to reasons known to him, then do not hire such person. He may leave your offer as soon as he gets a call from IT company. This would again leave you with loss of time and money. You have to conduct the hiring process again. Henceforth, hire a candidate who is thrilled and enthusiastic for the job profile you are offering. If it is his area of interest, he will leave no stone unturned for the growth of the organization. Candidate should be interested and excited to take this up. In such case the joining possibility will rise and the candidate will join with the zeal to achieve the goals of the organization and will take it to the far heights.

Offer good salary to the candidate

You must offer salary looking at the market competition. To retain potential employees and hire rare talents, you have to pay slightly higher than your competitors, otherwise the potential candidates may turn to you. There are very few people who would like to join you on same salary especially when you don’t have brand value. Every candidate expects more salary in the new company. If you can’t offer, then the candidate might not join you and obviously the joining possibility may see reduction in the rate. Most of the times, pay scale is the primary reason of leaving existing company and joining new company. This doesn’t mean you will any amount to retain the candidate. The company should pay, considering the budget of it but be careful that you don’t try to fool the candidate with higher CTC and lower in hand. This would spoil the image of the company. Thus, offer good and competitive salary. This will raise the joining possibility of the candidates.

Sell positives of your company to the candidate

Tell the candidate about various benefits, facilities, work environment, etc. offered by the organization. These include hospital services, insurance, allowances, holidays, cafeteria, etc. You need to sell all the positives of the project and position, he will be working to on.  Hiring managers should guide the candidate about the responsibility he has to handle with. Mention what and how he will learn and it what areas he can grow. You can also add about what career opportunities will be provided by the company to expand his career. This will engage the candidate with the company and create a good image of the company in the eyes of the candidate. It will dramatically increase his chances of joining and hence the candidate’s joining conversion rate.

Conclusion

At times, uncertainties cannot be predicted but one must be prepared to deal with them. While hiring candidates, the recruiter must keep a backup ready. May be during an interview, you were impressed by the four candidates but you had two vacant positions, so you couldn’t hire them. In such case, you can inform those candidates and keep them as backup. These would reduce the burden of HR. Also, following the above tips would benefit you in increasing the candidate’s joining conversion rate to a large extent.

Rohini Shendre

Digital Marketing Executive

Talent Corner HR Services Pvt Ltd

About Talent Corner

Talent Corner H.R. Services is a professional human resources consultant providing innovative recruitments solutions to the corporate world. Incorporated in 2002, Talent Corner has now grown into one of India’s top HR Services Companies with Over 150 employees in Offices and located at 10 Locations across the country. We are currently serving over 900+ clients in diverse industries.

We are providing recruitment services in Bangalore, Chennai, Delhi, Hyderabad, Pune, Kolkata, Rajasthan, Gujarat, & Cochin. In a Dynamic Business World, Standardized Business Solutions don’t Often Work. Therefore we offer customized Recruitments and Executive Search Solutions for Companies across industries. Visit our website to know more about us at: http://talentcorner.in

Apart from High Quality Recruitment Services, Our Industry Demands “Ownership” in Business. Thus in Order to Scale, we have Developed a Unique Recruitment Franchise Opportunity to harness your Entrepreneur Aspirations. To know more about our recruitment franchise opportunities, visit : http://talentcorner.in/franchise-at-talent-corner