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Hi everybody,

Recently, we hired a candidate in our organization (xxxxx) and the date of joining was the very next day. The candidate came the next day but without documents, to which one of the HR Managers at xxxxxx spoke to him very roughly. So, the candidate sent an email which I have copied and pasted below. Please read it completely and tell me whether the manager was correct or the candidate.



Hello (the HR's name),

At the commencement, I would like to show you courtesy for being an incredible HR.

The very next minute I got out of the room after having the telephonic conversation with Mr. Y, the hair-trigger thing I did was, I called my sister and urged her to scan and mail me all my documents for the simple reason that it would save some time, my endurance, and of course, fuel. She did the same without much delay. Please find attached the same.

I would want to candidly say that as a prospective employee, one would look out for an understanding and cooperating HR. I comprehend with Mr. Y that I should have brought my documents along; however, having said that, I would also uninhibitedly say that the verbiage he applied during the telephonic conversation and suggesting that I was making excuses with regards to yesterday's festival which kept me busy was totally unfitting and uncalled for. His belief that "I am not INTERESTED in joining" does not align at all. Nevertheless, I can't convince him otherwise. If he is "DISAPPOINTED" with me, so am I, being the first day of work (even if it is joining formalities first and then the rest of the process would follow) only because of the articulation he used. I don't think hell would have broken loose if I had submitted the documents tomorrow or had mailed them this evening, for, even I have worked in very disciplined organizations and I am sorry to say, I have never seen this kind of approach or language which Mr. Y has adhered to. It was in no way meeting an iota of professional decorum. The approach he took in conveying the message, which he did so discordantly, sounded as if I was asking for a loan from him and he rejected me, when I came with the tremendous excitement of xxxxx's Family and Culture. I will confess that Mr. Y is "One-of-a-kind" HR/Recruiter I have come across. I have always believed that one's altitude of life depends on the attitude one carries and this attitude of Mr. Y is absolutely incomparable. Maybe he should take a leaf out of your book.

From India, Hyderabad
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Dear Ms. Swapnil Joshi,

I have read your query and the email sent by the new joiner.

I appreciate the new joiner because "HE IS MATURED ENOUGH TO WRITE FORMALLY (POLITELY) WHILE NARRATING THE WHOLE SITUATION". Your manager has lost his reputation.

Please be informed that HR MANAGERS should be known for the BEST MANAGING SKILLS that one can possess. How can your manager, Mr. Y, behave negatively for just one reason - NOT CARRYING THE DOCUMENTS, which could have been submitted the next day?

When an employee (entry-level) behaves rudely, immediately a memo is served stating VIOLATION OF CODE OF CONDUCT or he/she is compelled to submit a written apology to rectify the situation. When an HR MANAGER makes the same mistake, why can't someone initiate the same process as is applicable to a junior employee?

"FIRST IMPRESSION IS THE BEST IMPRESSION," it is applicable to everyone. It is your Manager who lost his image due to rude behavior. With such an attitude, your manager cannot progress in his career. To my knowledge, no one has the right to behave rudely, neither an EMPLOYEE nor THE BOSS. There is a way to correct one's mistakes. Shouting at someone will not solve the issue but create distances.

With profound regards,

From India, Chennai
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Hello Swapnil.Joshi81,

Khadir is very much right.

I may also add that [assuming the individual finally joined your company], wasn't it for you, xxxx would have lost him altogether. You saved him for the company.

Coming to Y's behaviour during their interaction, frankly the less said the better. I think it's common knowledge that the primary role of any HR is to focus on 'how' rather than 'what' is being conveyed. Even the worst of the news or information or viewpoint can be conveyed politely & yet firmly and clearly. And if an HR person can't do it, frankly he/she would be either a misfit for an HR career OR he/she has become too big for his/her boots.

The Final Call in either of the situations will have to be taken by the Company, since such attitude needs to be checked right at the beginning before it becomes a pattern--when the damage would [NOT 'could'] be far higher.

One Quote comes to my mind [I think it was Peter Drucker] here: The moment you think you are indispensable to the company, it's time to move on--else both you & the company get destroyed. Is it that Y has come to think that he can get away with anything & he will not be touched?

For all we know, maybe this isn't the first time this has happened in your Company--except that this person had the mental clarity to bring this incident to your notice for the first time--in a much more civic tone than your colleague in HR.

I recollect a Quote here: "A bad word from the mouth of a commoner is blasphemy from the mouth of a priest."

I guess/hope that sums up the gist of what needs to be done with Y.

Rgds,

TS

From India, Hyderabad
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Before we give much more gas, we are hearing only one side of the story. Y might have a very different tale to tell.

It is good that the newbie has had the guts to speak thus. Corrective action is required. However, this is just one side of the story. Let's not judge xxxxx on that.

From United States, Daphne
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Top hat to the new joinee for providing his feedback, but we should not come to a conclusion before knowing the other side of the story. Hiring is a continuous process for HR, and not submitting documents on the first day is not something new. I don't think any reasonable HR will shout or create an issue from it, especially with a new joinee. I believe there is another side of the coin. There can be an ego issue for the new joinee... Can there be?

Whatever the case may be, talk to Mr. HR and provide him with some insights. HR is also a human being, and it's mistakes that make us human. So, learn from it and move forward.

[Link to the blog post: http://kuldeeprathore.blogspot.com/2011/03/how-to-become-employer-of-choice-not.html]

From India, Hyderabad
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it was very rude of Y; he needs to be issued discliplinary action and suspended and might be a capital punishment will do justice to the poor new joinee.
From India, Madras
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Oh, please. Just because a person has sent an email, everyone is targeting the person. Also, in the first step, it is not correct to paste the email addressed to an HR person of an organization by mentioning the name of the person and the organization. Would humbly request our friend to remove it.

The person has come to join an organization. How can he be so casual that he did not bring the documents? What sincerity does he show towards the job? He has mentioned that he came with great excitement; if that is the case, he should have made all preparations ready from his side. He has also mentioned that hell will never break loose if he submits the documents the next day. It shows that he is not ready to admit his mistakes, still focusing on the person's reactions. We are not kids to forget things and come to school. This is our job; we need to show at least some respect for our job and ourselves. Please understand that.

The candidate was so much concerned about the festival, not even able to spend 5-10 minutes for himself to prepare for the first day of his job. Things are taken casually, and when it bounces back on us, we never respond; we react.

From India, Coimbatore
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Peer Mohamed Sardhar has given good advice among others. I had edited messages to remove the company name and the HR's before reading Sardhar's.

We, the seniors, should set an example in giving balanced views like Sardhar and others and not jump to conclusions or make remarks about the HR's behavior. In one-to-one communications where there are no witnesses, it's one's word against the other. Just because a candidate has written an email politely and has articulated the case does not make his/her statements true regarding what happened. The thread starter should have investigated the case even before posting the query.

Have a nice day.

Simhan
A retired academic in the UK

From United Kingdom
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Dear Swapnil,

I always believed that when you are in an organization, you have the obligation to set positive examples both in actions and deeds, no matter the level at which the employee is employed.

I have not heard both sides, but based on hearing one side, I believe that there was a mistake on the part of HR. In any organization, the initial two months are given for the employee to settle and adjust to the new work environment. In today's competitive landscape where cost-cutting is a significant factor for many companies, as an HR manager, one should always strive to retain both new and existing employees to reduce recruitment costs.

However, this action by the HR manager has a negative impact on the company's employee welfare and retention efforts. Ideally, the HR manager should undergo training in the coming days. Additionally, someone above the HR manager should take the time to talk to the employee to restore their faith in the company.

Regards,
Octavious

From India, Mumbai
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First, the person who has posted this email does not have the basic courtesy to remove the name of the company. I believe he is working in the same organization and does not have basic ethics to follow. It shows how immature he is.

Secondly, the email represents only one side of the story. I do not understand why some of our fellow members have concluded that the HR Manager is wrong.

Thirdly, if a candidate is proud of his family background and is sincere in his personal and professional life, he should not make lame excuses about family functions and other reasons for not submitting his documents. He should have brought his original documents (such as his SSLC for his Date of Birth, other educational qualification certificates, address proof, identity proof, previous employment experience/ relieving letters) and explained, "Boss, I have joined your organization less than 24 hours from the Date of Offer, so please excuse me for not submitting the photocopies immediately. For verification, I have my originals, and the photocopies will be submitted within two days." This behavior is called professionalism. Professionalism should come from the individual, not just the organization. Even if all of the above was done and the HR Manager or recruitment manager reprimanded him, I believe the respective HR person requires behavioral training.

From India, Pune
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