So true, there is nothing as frustrating as getting that call from a candidate who recently signed your offer letter and employment contract.
After working for months interviewing and selecting the perfect candidate, you get the dreaded call close to the agreed starting date (if you are that lucky) – but in some cases only to have the candidate not showing up on their first day of work.
The kind of telephone call we hate
It’s a fact of life nowadays, it is no longer uncommon for new employees to walk away from an offer that they have already signed and accepted. Or even worse, they are no-shows on their agreed starting date.
It's the kind of call that all recruiters and hiring managers hate to get. It usually goes like this:
“Sorry Khun Tom, but I don’t think I can join your client. I know I already signed the employment contract and that I promised I would never change my mind. But you see, my boss has given me a new big important project. He told me I’m the only one in the company who she can trust to lift this sort of responsibility. They are all so nice to me. And she also gave me a new title.”
Me (after the candidate hung up): Aaaaarrrrggghhhh !*$#@#$*!!!
There is on-boarding and there is pre-boarding
The latter, pre-boarding, are the things you do during the interview process. You should ask questions like why the candidate came to see you, what was the motivation for the candidate to come and meet you? It will give you valuable insight into the motivation. Ask this question:
- When we called you about this opportunity, what was it that got you interested in coming here today? What interests you about this position?
How will the candidate handle a counter-offer?
Today's corporate environment has made the counteroffer an important weapon in the war for talent. In fact, the counteroffer has become part of many companies' strategy to keep salary costs down until they absolutely have to pay their best talent.
The best way to prevent your candidate being pushed hard by the boss to accept a counteroffer with a higher salary or title is to ensure that the candidate’s boss does not make one.
It’s a difficult conversation but one you must have with the candidate throughout the hiring process.
Check how the candidate will handle a counter-offer from their current employer and it will give you an important hint as you try to assess the risk of losing a successful candidate at the last minute.
Is the candidate serious about pursuing this opportunity? How will the candidate resign and handle a counter offer? If the candidate insists they will not accept a counter offer, ask them to give you the reason why – in their words.
Draw a square on your paper and write down a summary of what they say. When a counter offer is extended, you read them their own words.
- We also have to talk about what happens if you are offered the job; and accept it. It means you will have to resign. How will you do that and what will you tell your boss? What if they give you a counter offer? Do you have any projects running that will delay your exit? Can you leave your boss and colleagues? What about the location?
- If we go all the way, we will be asked to do reference checking on your background. Do you think we should expect to have any issues talking to previous bosses or colleagues?
- What other jobs are you currently considering or being interviewed for? How active are you right now in the job market?
Claim for damages if the candidate fails to come
For what it’s worth, a clause in the employment contract that claims damages for failure to report for work, may at least give someone second thoughts before jumping ship. Here is a short version of such clause:
Your failure to report for work will cause the Company economic damages and losses, which are impossible to ascertain with certainty as a basis for recovery of actual damages. Therefore, in lieu of actual damages for your failure to report for work, you agree that damages may be assessed and recovered by the Company in the fixed amount of one month of salary.
You are only half-way when the employment contract signed
The on-boarding starts the day you and the candidate sign the employment contract. Don't even think that you are home and dry then. Believe me, you are only half way. You need to fill the time from the signing of the contract to the first day of employment and, in fact, even weeks into the new job.
Here's a list of on-boarding activities:
- Offer a show-up bonus. However, include in the employment contract that the show-up bonus must be repaid if the candidate leaves within 12 months.
- Have frequent telephone calls with the person.
- Invite for lunch or dinner with the new colleagues.
- Ask the candidate to call you immediately after giving notice.
- Set up their new email and let them access.
- Print their new business cards and send them to the home address.
- Include the person in your WhatsApp or Line group.
Be creative and you will have deserved the champagne when your candidate turns up on day one. Good luck.
Author: Tom Sorensen is a Partner at Boyden Thailand, a global Top 10 executive search firm. Contact tsorensen@boyden.com; learn more on www.boyden.com/tom-sorensen and www.boyden.co.th
Series Editor: Christopher F. Bruton is Executive Director of Dataconsult Ltd, chris@dataconsult.co.th. Dataconsult’s Thailand Regional Forum provides seminars and extensive documentation to update business on future trends in Thailand and in the Mekong Region.
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