Hi Sunita,
1. Ask the candidate how long it will take to receive the relieving letter from their current employer. If not, please analyze or find out the reason. Then, inform your boss about the situation.
2. Even if you decide to recruit the candidate, there is no harm in getting a detailed written statement from them. However, please ensure you communicate this to your superior.
3. The relieving letter is necessary for our company's standards, future verifications, and NOC from their previous employer.
Regards,
Rams
From India, Madras
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31. Ask the candidate how long it will take to receive the relieving letter from their current employer. If not, please analyze or find out the reason. Then, inform your boss about the situation.
2. Even if you decide to recruit the candidate, there is no harm in getting a detailed written statement from them. However, please ensure you communicate this to your superior.
3. The relieving letter is necessary for our company's standards, future verifications, and NOC from their previous employer.
Regards,
Rams
From India, Madras
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Dear Sunitha,
Your shortlisted resource does not need to inform his employer that he is joining another organization. He can instead inform them that he is pursuing higher education and needs to be relieved, offering to pay the notice period. Upon receiving proof of payment for the notice period from him, you may reimburse.
Bagavathi123
From India, Hosur
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Your shortlisted resource does not need to inform his employer that he is joining another organization. He can instead inform them that he is pursuing higher education and needs to be relieved, offering to pay the notice period. Upon receiving proof of payment for the notice period from him, you may reimburse.
Bagavathi123
From India, Hosur
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appoint him as a probationer (temporary ) and give him some time to submit the letter.Meanwhile watch his performance
From India, New Delhi
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From India, New Delhi
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Hi Sunita,
Hiring a person without a relieving letter might seem like the need of the hour, but there are a few things to be considered:
1. This person cannot work throughout his life in your company.
2. He might leave your company, say, in another 2 to 5 years' time.
3. Will he not face any issues with the company that hires him at that point?
4. No company (in the days to come, as the market is ramping up) would hire a person without a relieving letter (they will check the person's experience history).
5. It's not advisable for anyone to leave a job without a relieving letter. They might face issues thereafter.
So kindly inquire if you could buy out his notice period if you are in urgent need of this resource; otherwise, wait until he gets his relieving letter and then hire him (the option to buy out is always open).
Regards, Priya
From India, Madras
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Hiring a person without a relieving letter might seem like the need of the hour, but there are a few things to be considered:
1. This person cannot work throughout his life in your company.
2. He might leave your company, say, in another 2 to 5 years' time.
3. Will he not face any issues with the company that hires him at that point?
4. No company (in the days to come, as the market is ramping up) would hire a person without a relieving letter (they will check the person's experience history).
5. It's not advisable for anyone to leave a job without a relieving letter. They might face issues thereafter.
So kindly inquire if you could buy out his notice period if you are in urgent need of this resource; otherwise, wait until he gets his relieving letter and then hire him (the option to buy out is always open).
Regards, Priya
From India, Madras
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It's quite funny and painful how we change rules and go against ethics whenever we need. On one side, we are very stringent when it comes to relieving our employees. At that time, we talk about the relieving letter, notice period, etc. When it comes to others, we go to extremes to do anything. The problem here is that the root cause has not been analyzed yet. As HR professionals, let us follow at least minimal ethics. Members, why was no one able to give your thoughts in the way I have mentioned?
From India, Coimbatore
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From India, Coimbatore
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We are not going against the ethics as the employee is yet to join our organization. I have conducted this R&D in order to know how to deal with the situation in case it arises. There is always a very thin line of difference between ethical and unethical decisions as it's all about perception.
Maybe it's time to frame yet another policy to address this issue.
From India, Hyderabad
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Maybe it's time to frame yet another policy to address this issue.
From India, Hyderabad
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Dear Sunita,
Please find my replies to your queries.
Recently, I was given the challenge of recruiting a person for an upcoming project in a very short span of time, which I successfully accomplished.
Please do not consider this a challenge; it is our basic job.
The only concern I have currently is that the resource who was offered the position has expressed his inability to obtain a relieving letter from his current employer due to a very short notice period served.
This concern is not unique to you; it is a common issue. The conditions in your organization are likely similar to those in the organization where the person is currently employed.
My manager is insistent on hiring him as he is well-suited for the project. As an HR professional, what is the right course of action? Should I proceed with the recruitment without his relieving letter?
If the manager believes the new person is suitable for the project, why has he not considered the resources currently available within his team? It raises questions about his managerial abilities.
Should I inform my management clearly that proceeding without the relieving letter goes against HR policies?
Always speak the truth. Consider the potential repercussions when another employee who wishes to leave points to this incident. Think of the consequences in the future.
If I recruit him without his relieving letter, what HR-related consequences might I face?
Never compromise on ethics. If he continues to work there, what proof will you have if he takes away sensitive information? Think carefully.
Please advise me on this matter. I am not here to provide advice but to offer my thoughts. Please consider your decision carefully as a Human Resource professional.
Please think before you make a decision.
Thank you.
From India, Coimbatore
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Please find my replies to your queries.
Recently, I was given the challenge of recruiting a person for an upcoming project in a very short span of time, which I successfully accomplished.
Please do not consider this a challenge; it is our basic job.
The only concern I have currently is that the resource who was offered the position has expressed his inability to obtain a relieving letter from his current employer due to a very short notice period served.
This concern is not unique to you; it is a common issue. The conditions in your organization are likely similar to those in the organization where the person is currently employed.
My manager is insistent on hiring him as he is well-suited for the project. As an HR professional, what is the right course of action? Should I proceed with the recruitment without his relieving letter?
If the manager believes the new person is suitable for the project, why has he not considered the resources currently available within his team? It raises questions about his managerial abilities.
Should I inform my management clearly that proceeding without the relieving letter goes against HR policies?
Always speak the truth. Consider the potential repercussions when another employee who wishes to leave points to this incident. Think of the consequences in the future.
If I recruit him without his relieving letter, what HR-related consequences might I face?
Never compromise on ethics. If he continues to work there, what proof will you have if he takes away sensitive information? Think carefully.
Please advise me on this matter. I am not here to provide advice but to offer my thoughts. Please consider your decision carefully as a Human Resource professional.
Please think before you make a decision.
Thank you.
From India, Coimbatore
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Well said, Peer, that's true.
It's always better to go by ethics, not minimal ethics. If we bend the policy once, then we would be expected to bend it again and again until it breaks. Finally, we ourselves will forget the policy. Policy is the framework; let us always stick to our framework. If we cannot, then let's change the policy.
Let's help our employees by abiding by our cherished framework.
Let us not take a shortcut to find a solution; rather, though it costs us, let's go by ethics.
Try to pay for the notice period and evaluate that employee if he is worth that much; think twice.
Prior to that, please do a cross-reference by calling this person for a different post from a different number to verify if the person is providing the correct information.
Try to get the person's offer letter and find out the accepted notice period with his company. Ask him to send you his resignation letter that he would have forwarded and verify the date of his request.
If you find everything to be true, go ahead and pay for his proper relieving and get him. If you have any bond in practice with your company, please exercise it to a certain extent if you are not so confident.
Regards, Priya
From India, Madras
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It's always better to go by ethics, not minimal ethics. If we bend the policy once, then we would be expected to bend it again and again until it breaks. Finally, we ourselves will forget the policy. Policy is the framework; let us always stick to our framework. If we cannot, then let's change the policy.
Let's help our employees by abiding by our cherished framework.
Let us not take a shortcut to find a solution; rather, though it costs us, let's go by ethics.
Try to pay for the notice period and evaluate that employee if he is worth that much; think twice.
Prior to that, please do a cross-reference by calling this person for a different post from a different number to verify if the person is providing the correct information.
Try to get the person's offer letter and find out the accepted notice period with his company. Ask him to send you his resignation letter that he would have forwarded and verify the date of his request.
If you find everything to be true, go ahead and pay for his proper relieving and get him. If you have any bond in practice with your company, please exercise it to a certain extent if you are not so confident.
Regards, Priya
From India, Madras
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Dear Sunita,
I strongly feel that you should clear all the formalities and execute with Mr. Right. This is in order to finalize the situation.
It is essential to avoid any potential conflicts or issues that may arise in the future due to the non-availability of documents from Mr. Right. Therefore, it is crucial to follow the company policy. Please try to convince your boss regarding this matter.
Thank you.
From India, Mumbai
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I strongly feel that you should clear all the formalities and execute with Mr. Right. This is in order to finalize the situation.
It is essential to avoid any potential conflicts or issues that may arise in the future due to the non-availability of documents from Mr. Right. Therefore, it is crucial to follow the company policy. Please try to convince your boss regarding this matter.
Thank you.
From India, Mumbai
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Dear Peer,
I have not made any decision regarding the resource as of now, so whatever you have suggested is all about the consequences in case I hire without his relieving documents. All that I wanted from learned members like you is the solution because it's a little tricky situation. Anyway, I sincerely thank you for all your suggestions.
From India, Hyderabad
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I have not made any decision regarding the resource as of now, so whatever you have suggested is all about the consequences in case I hire without his relieving documents. All that I wanted from learned members like you is the solution because it's a little tricky situation. Anyway, I sincerely thank you for all your suggestions.
From India, Hyderabad
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Resignation cum relieving letter.doc