Speak directly with the candidate to understand the nature of the change and assess whether adjustments can be made. Explore flexible start dates, temporary remote work, or altered schedules if necessary. Evaluate how this impacts the team's needs and project timelines. If the change presents a significant issue, you may need to consider alternate candidates, but maintaining open communication and demonstrating flexibility can help preserve the relationship and still secure the candidate if possible.

Define your ideal candidate. ... Remove hiring bias at every stage of your process. ... Assess candidates objectively. ... Assess for cultural add, not culture fit. ... Evaluate for potential growth. ... Re-structure your hiring process to use the power of data.

If a top candidate's availability changes, swift and transparent communication is key. Show understanding, offer alternatives, and be flexible. This way, the process stays on track without compromising on quality.

Recruitment is not just a process but also establishing good brand value among the population, hence this kind of situation handled in matured way & below are few prospects on the same. 1. Communicate promptly to understand the candidate’s new availability and reasons. 2. Offer flexibility by adjusting interview schedules or exploring remote options if feasible. 3. Maintain a positive rapport, ensuring the candidate feels valued, while aligning timelines with your hiring goals.

In the final stages of hiring a candidate, managing sudden availability changes requires flexibility, clear communication, and a problem-solving approach. To handle this situation effectively, stay calm and professional, acknowledge the change, gather more information, assess the impact, explore alternatives, align on new expectations, keep communication open, evaluate risks and benefits, document the agreement, maintain a positive relationship, and have a backup plan.