Dear All,
An off roll candidate with 3years of FMCG experience is keen in joining our organization( on company's rolls).
Being an off roll employee,he does not have an offer letter/appointment letter/salary slips/relieving letter.
While hiring this candidate or any other off roll employee what are documents that can be considered.
Can any other alternate documents can be accepted(under the HR norms),if yes, what would they be?
Awaiting your suggestions....
Regards,
Shwetha
From India, Chennai
An off roll candidate with 3years of FMCG experience is keen in joining our organization( on company's rolls).
Being an off roll employee,he does not have an offer letter/appointment letter/salary slips/relieving letter.
While hiring this candidate or any other off roll employee what are documents that can be considered.
Can any other alternate documents can be accepted(under the HR norms),if yes, what would they be?
Awaiting your suggestions....
Regards,
Shwetha
From India, Chennai
Assume the candidate as a contractor or a consultant you can hire him or her, by certifying him/her as consultant/contractor. With regards to other documents pertaining to the qualification, photo identity, etc can be collected.
What if a candidate is fresher, you wont hire ??? Treat accordingly
From India, Ahmadabad
734What if a candidate is fresher, you wont hire ??? Treat accordingly
From India, Ahmadabad
Three years back, how was the candidate informed , that he needs to join in this role ? How have he been paid so far ? Was the candidate on a vendor payroll? The internal memo can work as a proof
From India, Mumbai
From India, Mumbai
Dear Ms. Shwetha Keshav,
Ms. (Cite Contribution) is right! There should have been one "Vendor"; must have put him on the said job -- there also have been some sought of written communication. If not you may also consider a citation letter from his FMCG Company that he worked for ---- period. All the document copies pertaining to that individual can be hoarded for further reference.
From India, Visakhapatnam
Ms. (Cite Contribution) is right! There should have been one "Vendor"; must have put him on the said job -- there also have been some sought of written communication. If not you may also consider a citation letter from his FMCG Company that he worked for ---- period. All the document copies pertaining to that individual can be hoarded for further reference.
From India, Visakhapatnam
Dear (Cite Contribution) & Sharmila,
The candidate was paid his salary only in cash(zero documentation).
Plus he got this job through word of mouth and hence no proper offer letter or appointment letter from the distributor.
The distributor has also denied the candidate of an experience letter.
Will a resignation acceptance mail from the candidate's immediate reporting manager be considered (with the seal of the distributor)?
Kindly advice.
Thank you for your suggestions!!!
Shwetha
From India, Chennai
The candidate was paid his salary only in cash(zero documentation).
Plus he got this job through word of mouth and hence no proper offer letter or appointment letter from the distributor.
The distributor has also denied the candidate of an experience letter.
Will a resignation acceptance mail from the candidate's immediate reporting manager be considered (with the seal of the distributor)?
Kindly advice.
Thank you for your suggestions!!!
Shwetha
From India, Chennai
Hi Shwetakeshav,
Hiring an off roll candiate is not a big problem. The problem is in your thinking. Treat him as a fresher and give him a letter as trainee for a period 3 /6 month and put a solid check on his work and his commitment towards work alloted to him. You can have a regular review of his performance and then decide on giving him a permanent letter. Just because he does not have any experice letter, you may loose a good candidtae for your organisation.
To check his credientials you can ask for his (1) Original qualification certificates (2) PAN card (3) or a reference from 1/2 people who know him and they should be in some good position.
By givign a break you will make a life of him and his dependents.
Just go ahead and take some calculated risks.
Thanks.
From India, Bangalore
Hiring an off roll candiate is not a big problem. The problem is in your thinking. Treat him as a fresher and give him a letter as trainee for a period 3 /6 month and put a solid check on his work and his commitment towards work alloted to him. You can have a regular review of his performance and then decide on giving him a permanent letter. Just because he does not have any experice letter, you may loose a good candidtae for your organisation.
To check his credientials you can ask for his (1) Original qualification certificates (2) PAN card (3) or a reference from 1/2 people who know him and they should be in some good position.
By givign a break you will make a life of him and his dependents.
Just go ahead and take some calculated risks.
Thanks.
From India, Bangalore
Manager is taking into account the 3 years of that candidate's experience and willing to provide an acceptance to the resignation submitted by him can very well be taken in regards to your records. I understand your eccentricity not out of place; it is good if certain things are possible to collect for future prospects.
Lest documents not available on his tenure you may always consider him a fresher as long as he is OK.
From India, Visakhapatnam
Lest documents not available on his tenure you may always consider him a fresher as long as he is OK.
From India, Visakhapatnam
I agree with mahesh’s suggestion. We should not loose a good candidate for the sake of document which can be manipulated. Rajender Singh
From India, Chandigarh
From India, Chandigarh
dear shweta mam
ONLY QUESTION TO BE ANSWERED IS
DO YOU WANT HIS SERVICES OR NOT? . IF U WANT HIS EXPERTISE ,GO AHEAD, PAY FOR IT,AND HIRE HIM ON ROLL
do not talk of paying him cash etc . someone across the wall may hear you and carryout a government raid / audit
cool , take him if u want him in the org.
if he does not play up after joining the organisation upto ur expected standards thank him and say bye
dr am
From India, Indore
ONLY QUESTION TO BE ANSWERED IS
DO YOU WANT HIS SERVICES OR NOT? . IF U WANT HIS EXPERTISE ,GO AHEAD, PAY FOR IT,AND HIRE HIM ON ROLL
do not talk of paying him cash etc . someone across the wall may hear you and carryout a government raid / audit
cool , take him if u want him in the org.
if he does not play up after joining the organisation upto ur expected standards thank him and say bye
dr am
From India, Indore
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