Talent Acquisitionist’s are constantly interacting with all types of Candidates and on-boarded Talent and are usually discussing the CTC. When you talk about the CTC when interviewing candidates you come across Talent asking for unreasonable packages. Therefore the question arises as to how to deal with such Talent?

With that being said, we @Sourcingadda try our level best to keep you updated about the Industry we’re both passionate about. And thanks to our members especially Champa one of our Bangalore group member’s suggestions to discuss, Setting Candidates Expectations Specific on CTC. We’re sure you’d like to get in on the insights that were shared, so let’s review what was discussed from the point of view shared…

The discussion above is quite informative and we sure you’d have got your answers as well so you can now implement aspects that work for you and for your organization. It’s quite evident that you can try your level best to try to insist on packages based on the market standard but the management decides the packages to be given even if they aren’t based on the market standard we strive to match up to. Similarly, the candidate decides whether to take the opportunity or wait for a better one.

If you’ve found these insights interesting then you’d like to know more about the Different IT Techniques used to simplify the HR Process for HR which is quite handy. And now that you’ve read this far and have added to your learning then we’re sure you’d like to know how you can be an active contributor and learner then here’s what you can do in 2 simple steps, namely

1. Follow us @Sourcingadda to gain real-time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

Talent Acquisitionist’s are constantly interacting with all types of Candidates and on-boarded Talent and are usually discussing about the CTC. When you talk about the CTC when interviewing candidates you come across Talent asking for unreasonable packages. Therefore the question arises as to how to deal with such Talent?

With that being said, we @Sourcingadda try our level best to keep you updated about the Industry we’re both passionate about. And thanks to our members especially Champa one of our Bangalore group members suggestion to discuss on, Setting Candidates Expectations Specific on CTC. re sure you’d like to get in on the insights that were shared, so let’s review what was discussed from the point of views shared…

The discussion above is quite informative and we sure you’d have got your answers as well so you can now implement aspects that work for you and for your organisation. It’s quite evident that you can try your level best to try to insist on packages based on the market standard but the management decides the packages to be given even if they aren’t based on the market standard we strive to match up to. Similarly, the candidate decides whether to take the opportunity or wait for a better one.

If you’ve found these insights interesting then you’d like to know more about the Different IT Techniques used to simplify the HR Process for HR which is quite handy. And now that you’ve read this far and have added to your learning then we’re sure you’d like to know how you can be an active contributor and learner then here’s what you can do  in 2 simple steps, namely

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

The Talent Acquisition profession is no stranger to scenarios like offer acceptance, backing-out or not joining ratio, joiner ratio and especially when dealing with the IT industry. Candidates drop offers constantly for better roles and packages, find out about the opportunities available while employed, personal reasons so on and so forth. The key is to find out how one can minimize the back-out ratio.

We @SourcingAdda focus on how best we can be of assistance to Talent Acquisitions like yourselves and thanks to one of our Gujarat group members Avani who suggested we discuss on, The reasons for the increase in IT Candidates accepting the offer but backing out and what can we do to reduce the not joining ratio? We are able to do so, therefore let’s find out what we uncovered…

Dealing with back out or offer dropout scenarios is a constant challenge in the Talent Acquisition spectrum irrespective of who’s at fault. It’s one where recruiters must learn to live with drop-outs as you just cannot eliminate it beyond a point. But what you must do is a plan in such a way that the “average” drop-out rate is taken care of. And try to ensure that you meet with the commitments given, focus on candidate experience and hope that the candidate on-boarded does not go back on their acceptance and reciprocates the same commitment.

Therefore for a change let’s try these suggestions and tweak them as per the need arises according to the candidates arriving for interviews and hopefully it may minimise the offer to drop out ratio to a manageable one. In the meantime let’s find out about what new Technology or Course to learn to compete effectively for Recruitment Jobs in our preparation for the future. And continue to keep contributing in 2 simple steps, namely

1. Follow us @Sourcingadda to gain real-time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

The Talent Acquisition profession is no stranger to scenarios like offer acceptance, backing-out or not joining ratio, joiner ratio and especially when dealing with the IT industry. Candidates drop offers constantly for better roles and packages, find out about the opportunities available while employed, personal reasons so on and so forth. The key is to find out how one can minimise the back-out ratio.

We @SourcingAdda focus on how best we can be of assistance to Talent Acquisitionist like yourselves and thanks to one of our Gujarat group members Avani who suggested we discuss on, The reasons for the increase in IT Candidates accepting the offer but backing out and what can we do to reduce the not joining ratio? We are able to do so, therefore let’s find out what we uncovered…

Dealing with back out or offer dropout scenarios is a constant challenge in the Talent Acquisition spectrum irrespective of who’s at fault. It’s one where recruiters must learn to live with drop-outs as you just cannot eliminate it beyond a point. But what you must do is plan in such a way that the “average” drop-out rate is taken care of. And try to ensure that you meet with the commitments given, focus on candidate experience and hope that the candidate on boarded does not go back on their acceptance and reciprocates the same commitment.

Therefore for a change let’s try these suggestions and tweak them as per the need arises according to the candidates arriving for interviews and hopefully it may minimise the offer to drop out ratio to a manageable one. In the meantime let’s find out about what new Technology or Course to learn to compete effectively for Recruitment Jobs in our preparation for the future. And continue to keep contributing in 2 simple steps, namely

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.

In a world where things are changing rapidly, Talent Acquisition professionals face many challenges such as finding purple squirrels, trying to overcome high turnover rates, appealing to Talent looking for culture fit, retaining Talented folks and managing higher compensation demands are some of the many scenarios they encounter and handling them is another hassle.

Fortunately, we @SourcingAdda realise this change and are focused on providing possible ways to overcome such challenges and thanks to one of our Bangalore group member’s Champa’s suggestion to discuss on, How to manage higher compensation demands of candidates?’ we are able to be of some assistance.  Therefore, we’ve provided the conversation here under for your review….

Talent Acquisitionists encounter various types of candidates on a regular basis and dealing with candidates can be difficult especially when they ask for higher compensations that are unrealistic and are adamant about the compensation. So how does one tackle such candidates is what was addressed in the conversation above. Many practical alternatives were mentioned like mapping out your competitor’s company salary their company salary and the candidates current CTC to get an idea as to whether the compensation asked is reasonable or unreasonable. Moreover you can add different types of compensations as incentives to attract the desired candidate and get them to join your company like providing Restricted Stock Units (RSU), Employee Stock Purchase Plan (ESPP), Employee Stock Ownership Plan (ESOP), Hiring, Attendance, Sign – On or Signing Bonuses that can improve the Joining ratio. Other aspects like the skills that you are acquiring from onboarding a prospective candidate is another aspect to consider where compensation is concerned. If the purple squirrels you are onboarding  are multi  talented folks or exceptional ones and stable as well then shelling out that extra cost seems worth your while and quite reasonable.

Therefore, focusing on the aspects mentioned in the discussion can help you make a better hiring decision that can add to the company’s growth and meet the firms ROI. If the candidate is still not convinced then knowing How to handle Offer rejects, Client Feedback & Passive Candidates? Can help you deal with different types of candidates and also land some of them as a successful hire at your firm. Based on the inputs shared I think it’s safe to say that the discussion was informative and we are certain that you’d like to know how you too can contribute to these discussions. So here’s what you can do right now in 2 simple steps, namely

1. Follow us @Sourcingadda to gain real time updates to our upcoming activities and events
2. a) Leave your views or requests to join these groups in our comments section below

OR

1. b) DM us to @Sourcingadda with your name, WhatsApp. Contact no. and location

And one of our representatives will get back to you as soon as possible.