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  It is very crucial for both you and our recruiters to have a good post offer follow up. Candidates tend to usually have more than one offer and would be thinking of which company would value them more? Give below are a few ideas that could help you in the POFU Process: Create a post-offer package or Pre-Onboarding kit This should consist of candidate resources like Company culture videos Introductory video messages from leaders Point of contacts in the office to reach out to for queries related to the joining. This helps candidates to understand your organisation better and helps them in getting some insights about their future workplace. The candidate can pursue the information whenever it is convenient for them. his Blog is part of a series which aims to answer commonly faced challenges in recruitment. Please click on the links to know more about essential tips on hiring sucessfully: Employer Branding: The How & Why? Competitive CTC: An effective recruitment strategy to gain co

  As an organisation looking for quality talent pool, CTC is highly influential and can be leveraged to attract good candidates. The CTC Package need to be on par with the market based on location, technical skills & education.  A few points you must consider when you decide upon the CTC & Compensation: Cost to Company & Compensation plays a very crucial role for a candidate to decide and accept your offer or to go ahead with other offers which may be better and even more attractive. Ideally your HR should bench mark the CTC’s with your competitive companies & have it as a standard practice. You need to understand a candidates mindset to know what will motivate them to accept the offer. A candidate would ideally decide their future employer based on who offers the higher salary, what technology are they working on, brand name of the company, company culture, growth prospects, location etc. Top talent candidates are offered a salary hike every year in their present organ

You are actively hiring and have shortlisted a candidate, offer letter is rolled out & your candidate has accepted the offer!! Excited! Hold on!   A different scenario may occur – A few days later or just prior to date of joining your organization, the candidate calls and informs their current company has given a counteroffer which they could not refuse and inform they would not be joining your company and rejects the offer! Welcome to the world of recruitment, counteroffer is not new but is a part & parcel of recruitment but can be avoided/ minimized. Here are a few things you must consider when dealing with Counteroffers: Read More @  https://www.multirecruit.com/blogs/offer-strategies-how-to-avoid-losing-candidates-to-counter-offers/ This Blog is part of a series which aims to answer commonly faced challenges in recruitment. Please click on the links to know more about essential tips on hiring sucessfully: Employer Branding: The How & Why? Competitive CTC: An effective r