The Hindu Business Line : `No-show' behaviour rampant in IT sector

A NEW scourge is plaguing the IT sector in the country. The IT-HR fraternity is reeling under a new kind of people's problem: `the no-show' behaviour, that is, candidates not showing up at a new job after accepting the offer.

According to industry estimates, about 60-65 per cent of prospective employees display this delinquent behaviour, thus upsetting not only the recruitment process, but also the company's delivery schedules to clients. Mr C. Mahalingam, Senior Vice-President, HR, Symphony Services India, who's also the President of the IT Industry-HR Association, said, "Unlike in other cultures where when candidates are selected and made an offer, they convey their acceptance, it means they are coming on board. In India, when they say they accept, it means they have taken the offer. It does not necessarily mean that they are committing to join the company."

Though the demand-supply gap is one of the reasons for this `uncertainty in joining,' the industry has also abetted the behaviour. Generally, rival companies lure candidates with salary hikes, quite often very marginal. "Sometimes we have candidates coming here with offer letters from other companies, expecting us to make counter-offers, which we don't," says Mr Mahalingam.

Ms Nirupama V.G., Executive Vice-President, TeamLease Services, said `no-show' behaviour has become rampant in IT and ITES sectors. According to her, it frequently occurs in the Rs 4-5 lakh salary category, though there are cases of even senior candidates (Rs 15-20 lakh) playing up. Mr Gautam Sinha, CEO, TVA Infotech, says the IT services companies suffer more from this syndrome than the product companies.

Ms Nirupama warns that this trend will soon end because now both companies and candidates are only reaping short-term gains. "The company will soon lose the candidate for another firm that makes a better offer and the candidate will soon be blacklisted from ethical recruiters and companies." In fact, TeamLease has come across candidates that have indulged in this behaviour and are already off their headhunting list.

Mr Sinha of TVA says the pragmatic way to counter this problem is through proper manpower planning. "If a company needs 100 people, make offers to 180 people," he added.

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