In the VUCA world (Volatile, Uncertain, Complex, Ambiguous) and knowledge driven economy, ‘Talent War’ continues to be a key challenge for the organizations. Finding/attracting, hiring and retaining competent people has been key objective for HR.

Notwithstanding above, we can not afford to ignore the fact that ‘Flake Out’ attitude among potential candidate is increasing day by day. My personal experience in the recent few months and my industry colleagues have not been different.

Candidate shows interest to take up next career opportunity based on various parameters and have their own judgment to choose which offer to accept. With due respect to the choice one makes as its individual right to choose where he/she wants to work, to high extent its unpredictable for recruiters until the candidate joins on the day.

Several of them have one or more employment offers in hand, they do show enthusiasm and commitment for joining your organization however with condition that they will get back in few days with final decision. Eventually an individual reverts with offer acceptance or decline. Many times the decline is backed-up with some reasons:)

I am concerned about the candidates who accept the employment offer and then don’t turn-up on the date of joining. Few days or a week before joining date they are quite active and suddenly they go silent. They stop responding to recruiters email, calls or messages. This ‘Flake Out’ attitude of candidate puts hiring system on bad patch and that has impact on business eventually. Such category of candidates are approximately 7-10% of total offered candidates and that means you will have to stretch your efforts by 7-10% more i.e. on top of your offer decline ratio.

‘Flake Out’ – common reasons:

• Better compensation, designation/role
• Higher Perks and benefits
• Abroad travel
• Brand choice
• Location preference

‘Infant Mortality’ is another key challenge that hiring team essentially need to track and consider in overall hiring efforts. Its about number of candidates who resign before completion of probation period or in the first one year of their employment. This costs a lot to company, rehiring, retraining and making another person productive is not a easy stuff in demanding business time. Hence work culture, environment, great team and more important just awesome work in hand is very essential to ensure continuity and commitment of newly joined candidates.

I am not sure that if we can solve ‘FLAKE OUT’ problem and whether something can be done about it, however for HR professionals it is important to take a note of this attitude of candidates and evaluate better fitment. Look for PO Fit (person organization fit) than PJ Fit (person job fit).

What can HR still do?

• Evaluate candidate on passion for why he does what he does, look for an alignment with your organization!
• Why he thinks joining you is next worth opportunity for him?
• Look at his social media presence, likings and interests in general
• Evaluate cultural fitment – will he enjoy and stay here ! ask this to yourself 🙂
• Which companies he/she follows on linkedIn, which skills/roles he has been endorsed and recommended by people
• Ask to candidate – if you get a higher role and higher compensation than what we offer, will you still join us? – If answer is YES – then ask Why would you compromise that?
• If you are convinced with answer to above questions – this will help you to take a rational decision about the candidate.

‘Flake Out’ may not be categorised as unethical but in my view it does raises doubt about potential behaviour, commitment and loyalty of an individual.

Friends, your feedback please !