Has this Recession led to more Job Offer Declines??…By Raghavendra Shetty

A new trend seen in recruitment during this recession is the increase in the “post-offer declines” from the offered candidates and “pre-offer declines” from candidates when they receive potential offers. A candidates reason for declining offers may be their decision to stay back at their present company. While the cause of the same can be easily identified as being due to the recession, here is how candidates may quote this –

-“I’m concerned about possible lay-offs”

-“My job is very secured and I have got good project pipeline in my present company…. I don’t want to take a risk”

As a Recruiter, some of these questions can really put you in a difficult situation to answer when candidates quote some of the examples of their own dear ones losing their jobs. However, there are many ways a Recruiter can turn such cases to successful hires and I believe on the following ones.

1. Help the candidate realise the importance and value of hiring during recession: Of late many candidates ask this question to me as to why are we hiring during recession and I turn this question as an answer to their question. First of all, we should make the candidates understand and realise the importance and value of hiring during recession. Candidates should be given enough information about the roadmap and future of business and also the position they are hired for as to how it can be a possible “recession proof”.

2. Involve Business/Hiring Managers: Asking the Hiring Manager to call the candidate very often after the offer release would definitely help to keep the candidate’s interest level high. Some time candidates may consider Recruiter as more of a job “seller” but their “trust factor” will be more when a hiring Manager calls up the candidate and talk to him.

3. Re-Brief the importance of the role in the company: Re-briefing is very important during a candidate’s post offer to pre-joining phase. Those candidates who are getting interviewed in multiple companies may forget what was explained to them during their interview. The Recruiter should make an attempt to address all queries related to job roles and responsibility.

4. Give personal touch: Perhaps there is nothing better than giving a personal touch to a rapport built with the candidate to avoid offer declines. Add the candidate to social networking sites like Orkut and Facebook, your chat room etc to make him feel more comfortable with the process. Meet the candidate very often both at office and outside, if possible. Apart from being his “career consultant”, talk to him about his personal part of life and make him feel you are not an outsider.

5. Beware of negative candidates/Window shoppers: Don’t be a victim to those ‘window-shopping’ candidates by letting them to make use of your offer to get what they want from their current employer.

The author of this article has been with the Oracle India Recruitment Team for the past three years and can be contacted at raghavendra.shetty@oracle.com


thanks for this - some very interesting information here which I feel I will be able to use in the employment market in EMEA also,

Posted by Anne-Marie McGuinness on March 05, 2009 at 10:42 AM CST #

employment marketing is very important................

Posted by santhosh on April 13, 2009 at 12:20 AM CST #

I just subscribed to your feed. Great post and great website, you must have put a lot of work into it.

Posted by CD Rate on December 20, 2009 at 11:39 PM CST #

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