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