I run a budding India GCC for an Australian firm. This is what I do (happy to take suggestions):- - Firstly, make peace with the fact that you need to roll out 2 offers for one role (and consider yourself lucky if you're able to onboard both) - Strive for the best interview experience. Bring them in to the office for our final round and show them around, introduce them to people. - If selected, send out Employment Agreement (not offer letter) within 2 days via DocuSign - Happy to wait for the notice period to complete. If a buy out option is available, compensate the candidate with a joining bonus equivalent to the buyout - Ask them for transparency on if they're still interviewing elsewhere (doesn't matter where, I don't ask names). Make sure they understand that IT'S OKAY IF THEY ARE, I JUST WANT TO BE PREPARED, THEIR OFFER WON'T BE RESCINDED. - Invite them to our team outings and events - Introduce them to a few of my senior people to get a feel of who we are - Talent acquisition connects every two weeks - If they come back with a counter offer a few weeks before joining - either negotiate if it's feasible, else wish them a great career ahead - If I still get ghosted at the very last day, I take the L, cry internally, and move on.
