Offer accepted by candidate but "no show"

With the number of opportunities increasing, the occurrences of candidates accepting an offer but failing to join is increasing. Authentic Track Record has an inbuilt solution to addressing this issue that recruitment managers are faced with.

It is fine for a candidate to collect any number of offers from various companies, but, once the candidate accepts to join an organisation by accepting one of those offers, then, a “ no show ” on the date of joining proves very costly to that company. Firstly, the recruiter needs to start on the process of talent identification once again. Secondly, the client loses the confidence with the organisation due to delay in the project. Thirdly, the cost of talent acquisition almost doubles. ATR keeps track of 'offers accepted' against 'joinings', for an individual. The ATR summary highlights the candidates 'total offers accepted' against the tally of 'total joined'. This gives an indication on the candidate’s seriousness in planning for a shift in job. Recruiters will naturally opt for those who are serious about joining. The system brings in certain basic code of ethics, which was just not possible through the resume/CV based system.”.

Peer pressure and false representations

I happened to talk to few people about the effect of peer pressure which could contribute to an individual compromising on certain values. When those around you get the winning edge because they falsely represented data in their resume, there is peer pressure on adopting the same way to get an offer or any such end results.

One of the objective of Authentic Track Record was to make sure that all who complete starts from a common start line. The earlier system in the form of a C.V or Resume did not allow equal opportunity to an open position. The Authentic Track Record System (ATR) is an alternative solution to the problems that existed in maintaining a C.V or Resume.

Today, we see candidates starting the race from different starting points, when actually all running the competition need to start from one start line. Meritorious and ethical values lose out in the current talent acquisition scenario. What I mean by this is, the current scenario gives those who fake resume or provide fake certificates a competitive advantage when compared to those who adhere to values and ethics and decide to start only from the common start line. When those peers who fake gets the advantage and get job offers, the peer pressure, over a period of time builds and others also start looking at this as an option to get the competitive edge by faking.

The Authentic Track Record System makes sure that all starts the race from the same start line. You must be curious about how we can make all run the race for the offer from the same start line. ATR updates the record at source. For example, on day one of a person joining, the first update of the joining information updates the Authentic Track Record. You will notice that, unlike the Resume or CV, which are updated by the individual that can be faked, an ATR cannot be faked, as the update is not by the individual but the actual source update of professional relationships.