Dear Members,
Recently, I was given the challenge of recruiting a person for an upcoming project in a very short span of time, which I accomplished. The only concern that I have as of now is that the resource who was offered the position has expressed his inability to obtain a relieving letter from his current employer due to the very short notice period served. My manager strongly desires him for the project as he is highly suitable. As an HR professional, what is the right course of action? Should I proceed with the recruitment without his relieving letter? Or should I clearly communicate to my management that this action goes against HR policies?
In the event that I recruit him without his relieving letter, what potential consequences could I face as an HR professional? Your advice on this matter would be greatly appreciated.
Thank you.
From India, Hyderabad
4Recently, I was given the challenge of recruiting a person for an upcoming project in a very short span of time, which I accomplished. The only concern that I have as of now is that the resource who was offered the position has expressed his inability to obtain a relieving letter from his current employer due to the very short notice period served. My manager strongly desires him for the project as he is highly suitable. As an HR professional, what is the right course of action? Should I proceed with the recruitment without his relieving letter? Or should I clearly communicate to my management that this action goes against HR policies?
In the event that I recruit him without his relieving letter, what potential consequences could I face as an HR professional? Your advice on this matter would be greatly appreciated.
Thank you.
From India, Hyderabad
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The resource says that upon knowing the fact his employer may not give me his relieving letter, so there is very less change so there is no option of buying the notice time.........
From India, Hyderabad
From India, Hyderabad
Hi Sunitha,
If the candidate is that important to your upcoming project, give him some time to submit his relieving letter. But be clear when you give him time. You can get a copy of his offer letter and payslip for our evidence that he is an employee of that concern. Get a written statement signed from the candidate stating that his offer will be declined if there is a delay in submitting the relieving letter.
Regards,
Shanthy Jagathesan
From India, Madras
If the candidate is that important to your upcoming project, give him some time to submit his relieving letter. But be clear when you give him time. You can get a copy of his offer letter and payslip for our evidence that he is an employee of that concern. Get a written statement signed from the candidate stating that his offer will be declined if there is a delay in submitting the relieving letter.
Regards,
Shanthy Jagathesan
From India, Madras
Thanks Shanti for your sharing your thoughts abt this issue.......... I would like to ask you abt the consequences faced incase we hire this resource with the relieving letters.
From India, Hyderabad
From India, Hyderabad
Sunita Go ahead and recruit him without reliving letters, consequence you wont face any, because it is need of company
From India, Pune
From India, Pune
Dear Sunita Another option I may not be sure but you can hire him as fresher if possible, provided his service in the previous organisation is less. All the best Lydia
From India, Madras
From India, Madras
Recently, I was given the challenge of recruiting a person for an upcoming project in a very short span of time, which I accomplished.
First of all, congratulations on closing the position.
The only concern that I have as of now is that the resource who was offered the position has expressed his inability to obtain a relieving letter from his current employer as the notice period served is very short.
In this case, you can have his appointment letter and his salary slips for the last 3 months, which can serve as proof of his employment and salary.
Now, as an HR professional, what is the right thing to do? Saving the project is also a part of HR duties, I think.
Should I recruit him without his relieving letter? Take the other documents and make a note of the situation explaining why he is not able to get the relieving letter. Alternatively, get it signed from him stating the reason and the situation.
In case I recruit him without his relieving letter, what consequences should I be facing as an HR? If management is involved, there may not be any significant consequences.
From India
First of all, congratulations on closing the position.
The only concern that I have as of now is that the resource who was offered the position has expressed his inability to obtain a relieving letter from his current employer as the notice period served is very short.
In this case, you can have his appointment letter and his salary slips for the last 3 months, which can serve as proof of his employment and salary.
Now, as an HR professional, what is the right thing to do? Saving the project is also a part of HR duties, I think.
Should I recruit him without his relieving letter? Take the other documents and make a note of the situation explaining why he is not able to get the relieving letter. Alternatively, get it signed from him stating the reason and the situation.
In case I recruit him without his relieving letter, what consequences should I be facing as an HR? If management is involved, there may not be any significant consequences.
From India
Dear Sunita, Please do not hire him without any proof that he has requested to the previous company for providing releaving letter. It is agaisnt the HR policies. Best REgards Sajid Ansari-Delhi
From India, Delhi
From India, Delhi
Decide the path, you want to go by ethics or you want to go by need. If you go by ethics, there will be difficulties now, but later things will be much better. If you go by need, you have to violate the rules and you will send a wrong message to other employees. The same will set a wrong example for future recruits. You need fish for life long, not for only one day.
Sit and understand why the manager needs him that early. Analyze if anyone in the organization has the capability to do the same. Do a root cause analysis. Understand whether the need is the person or the project to be completed. If that person can only do the work, please buy out his notice period. Never hire any person without a relieving letter.
Two sayings come to my mind now:
1) All dogs will have their day.
2) There are 20 other ways to do a thing.
From India, Coimbatore
Sit and understand why the manager needs him that early. Analyze if anyone in the organization has the capability to do the same. Do a root cause analysis. Understand whether the need is the person or the project to be completed. If that person can only do the work, please buy out his notice period. Never hire any person without a relieving letter.
Two sayings come to my mind now:
1) All dogs will have their day.
2) There are 20 other ways to do a thing.
From India, Coimbatore
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