One of my friend was working for a company where he proved his expertise in the role assigned to him & had good tenure. Since he had an other opportunity with better role and benefits, he resigned & took over the new position in the new company. The exit from his old employer was well and smooth too. He was even happy to re-asssociate himself with the old company after few years if given a chance.
Years went by and the old company did come back. He had the official discussion & the offer was also extended . While he was amidst negotiation on the CTC part, there was a response from the HR that the offer has been cancelled & is extended to other candidate.
Again the next year, He had a chance to discuss with the same company on another suitable role & the technical team was happy enough on the competencies and was positive. But again, the HR is probably not willing to take ahead the candidature.
Now, we would like to know the root cause for this. Are we not entitled to know the reason ? Don't we have the rights for the information to be passed to the candidate why is he being ignored ? Please share us a way where we could get to know the reason behind from that particular employer only. Is it because he worked there earlier this happens ?
From India, Chennai
Years went by and the old company did come back. He had the official discussion & the offer was also extended . While he was amidst negotiation on the CTC part, there was a response from the HR that the offer has been cancelled & is extended to other candidate.
Again the next year, He had a chance to discuss with the same company on another suitable role & the technical team was happy enough on the competencies and was positive. But again, the HR is probably not willing to take ahead the candidature.
Now, we would like to know the root cause for this. Are we not entitled to know the reason ? Don't we have the rights for the information to be passed to the candidate why is he being ignored ? Please share us a way where we could get to know the reason behind from that particular employer only. Is it because he worked there earlier this happens ?
From India, Chennai
Dear friend,
Your friend's former company called him twice to give him chance to have second tenure. However, both the times the deal did not get through. You and your friend feel that HR has spiked it. But then it is only your surmise. We do not know the actual reasons.
In the last paragraph, you have queried whether the job candidate is entitled for the reasons for the turning down his/her candidature. The simple reply is no, job candidate is not entitled. Nevertheless, since it is your friend's former company, then informally HR might disclose as to why his candidature was sidelined.
In fact, after getting bitter experience to rejoin, your friend should not have taken second chance to rejoin. Probably he forgot age old proverb "once bitten twice shy". Since he was not shy, he was bitten once more. This is how person becomes wise.
Lastly, ask your friend who had made overtures for his rejoining. Was it he or it came from other side. If other side, and that too both the times, then tell your friend to write a letter to company's MD enumerating his bitter experience.
The last lesson is not to consider rejoining this company for the third time!
Thanks,
Dinesh Divekar
From India, Bangalore
7884Your friend's former company called him twice to give him chance to have second tenure. However, both the times the deal did not get through. You and your friend feel that HR has spiked it. But then it is only your surmise. We do not know the actual reasons.
In the last paragraph, you have queried whether the job candidate is entitled for the reasons for the turning down his/her candidature. The simple reply is no, job candidate is not entitled. Nevertheless, since it is your friend's former company, then informally HR might disclose as to why his candidature was sidelined.
In fact, after getting bitter experience to rejoin, your friend should not have taken second chance to rejoin. Probably he forgot age old proverb "once bitten twice shy". Since he was not shy, he was bitten once more. This is how person becomes wise.
Lastly, ask your friend who had made overtures for his rejoining. Was it he or it came from other side. If other side, and that too both the times, then tell your friend to write a letter to company's MD enumerating his bitter experience.
The last lesson is not to consider rejoining this company for the third time!
Thanks,
Dinesh Divekar
From India, Bangalore
Having already claimed anonymity for the post, I am not sure why the poster tried to ghostwrite himself his own story. The march of the events so precisely described and the exactly replicated final results on the two occasions of the employee's sustained efforts to come back to the erstwhile organization amply prove that this is none other than the poster himself. Perhaps this is the reason for his questions.
Though we are not aware of the fact that to which category the individual belongs either professional category like Law, Medicine or C.A or non-professional like Engineering, technology or HRM. Generally, loyalty to the profession rather than loyalty to the organization is a preferable trait of professional employees. But, employers are always and everywhere the same; they'll prefer employees with high degree of loyalty to the organization when the degree of employability being the same or similar when more than one is in the final list for selection.
Therefore, my opinion is that the poster can cull out the answers from his story itself. Earnestly solicit the views of experts.
From India, Salem
Though we are not aware of the fact that to which category the individual belongs either professional category like Law, Medicine or C.A or non-professional like Engineering, technology or HRM. Generally, loyalty to the profession rather than loyalty to the organization is a preferable trait of professional employees. But, employers are always and everywhere the same; they'll prefer employees with high degree of loyalty to the organization when the degree of employability being the same or similar when more than one is in the final list for selection.
Therefore, my opinion is that the poster can cull out the answers from his story itself. Earnestly solicit the views of experts.
From India, Salem
While I am no expert, my comments are;
The old company itself had internal disagreement about the candidate.
HR disagreed with the technical department choice of calling back the candidate.
Probably it had something to do with his exit.
As learned member Shri Umakanthan said loyalty may be doubtful.
The candidate in question should treat it as a learning experience and leave it at that.
No point going back to the company even informally to find out what happened.
The way "one is treated gives you the unsaid message"
Do not try to go back to the old company.
There is resistance to taking you back and working there will not be advantageous to employee and employer.
The candidate should learn from this and move on.
Every mis step is a learning experience.
Do not worry if you learn right lessons by your own self analysis of the fiasco,it is worth it.
From India, Pune
The old company itself had internal disagreement about the candidate.
HR disagreed with the technical department choice of calling back the candidate.
Probably it had something to do with his exit.
As learned member Shri Umakanthan said loyalty may be doubtful.
The candidate in question should treat it as a learning experience and leave it at that.
No point going back to the company even informally to find out what happened.
The way "one is treated gives you the unsaid message"
Do not try to go back to the old company.
There is resistance to taking you back and working there will not be advantageous to employee and employer.
The candidate should learn from this and move on.
Every mis step is a learning experience.
Do not worry if you learn right lessons by your own self analysis of the fiasco,it is worth it.
From India, Pune
The HR has done the right things and it is not necessary to reason out the discard. One should understand that he is not acceptable and rather not to discuss in open forum.
From India, Mumbai
From India, Mumbai
Whether HR has done the right thing or not, left hand is not knowing what right hand is doing.
some one is offering him a job, negotiating CTC and then some body is saying no.
Not a good advertisement of efficiency and clear thinking.
From India, Pune
some one is offering him a job, negotiating CTC and then some body is saying no.
Not a good advertisement of efficiency and clear thinking.
From India, Pune
Dear colleague,
It is made out that HR has foiled twice rejoining of an ex-employee in the company when some other selectors were appearing keen on hiring him.
Whether HR had any valid reasons for his rejection or not, to ask to make any close guess , in my view, is absurd. Besides, HR or anybody involved in the selection process owe no answer to anybody for non- selection.
I think we are discussing non -issue here.
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
It is made out that HR has foiled twice rejoining of an ex-employee in the company when some other selectors were appearing keen on hiring him.
Whether HR had any valid reasons for his rejection or not, to ask to make any close guess , in my view, is absurd. Besides, HR or anybody involved in the selection process owe no answer to anybody for non- selection.
I think we are discussing non -issue here.
Vinayak Nagarkar
HR-Consultant
From India, Mumbai
Dear Anonymous,
All the views expressed by our members are in one voice.
The important points have been already addressed.
I am curious to know why the candidate wants to know the reason for rejection.
This is not some thing like an appraisal feedback to tell areas of improvement.
Suppose he comes to know that MD has rejected him.
In what way this will benefit the candidate?
On contrary if HR has rejected, what will be the use of such an information?
Please ask him to concentrate and look forward.
From now onward, let him refrain from being inquisitive about not being selected
in future interviews also.
V.Raghunathan
Chennai
From India
All the views expressed by our members are in one voice.
The important points have been already addressed.
I am curious to know why the candidate wants to know the reason for rejection.
This is not some thing like an appraisal feedback to tell areas of improvement.
Suppose he comes to know that MD has rejected him.
In what way this will benefit the candidate?
On contrary if HR has rejected, what will be the use of such an information?
Please ask him to concentrate and look forward.
From now onward, let him refrain from being inquisitive about not being selected
in future interviews also.
V.Raghunathan
Chennai
From India
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