Dear All,
Pls help me with the following situation
We have a candidate who has just joined us ( 3yrs exp) . We offered an industry standard hike , the candidate accepted the offer ( Returned a signed copy of the same) . On joining says did not know the exact figure in terms of the previous salary and brings us a copy of the appt letter which is 40% more than wot was declared. The person gave wrong information in terms of CTC in the application form also.
We advised the candidate to provide us proof of salary , either bank statement or payslip. Provides a copy of the cheque issued to her which does not reflect the inflated salary.
Kindly advice wot action should we take
1) Should we take disciplinary action ?
2) Since the person has already left the job and joined us in short notice, should we accomadate her ?
3) If we should accomadate , wot about the salary?
Regards,
Rekha
From India, Bangalore
3Pls help me with the following situation
We have a candidate who has just joined us ( 3yrs exp) . We offered an industry standard hike , the candidate accepted the offer ( Returned a signed copy of the same) . On joining says did not know the exact figure in terms of the previous salary and brings us a copy of the appt letter which is 40% more than wot was declared. The person gave wrong information in terms of CTC in the application form also.
We advised the candidate to provide us proof of salary , either bank statement or payslip. Provides a copy of the cheque issued to her which does not reflect the inflated salary.
Kindly advice wot action should we take
1) Should we take disciplinary action ?
2) Since the person has already left the job and joined us in short notice, should we accomadate her ?
3) If we should accomadate , wot about the salary?
Regards,
Rekha
From India, Bangalore
Hi!
Before issuing the offer letter, you should have asked for the proof of salary and remaining details and crossed check. that what is always done.
But i think since you have already given him the offer letter and he has joined, i dont think that anything can be reverted.
What does the rest of HR professionals says??
Regards,
Sweta
From India, Kalyan
Before issuing the offer letter, you should have asked for the proof of salary and remaining details and crossed check. that what is always done.
But i think since you have already given him the offer letter and he has joined, i dont think that anything can be reverted.
What does the rest of HR professionals says??
Regards,
Sweta
From India, Kalyan
Dear Rekhaaaa,
Let me try to reframe what you are asking:
The person has stated her salary below of what is given in the appointment letter. If this is the case and she has accepted what CTC you are giving her, there is no problem in the sense that the hike amount becomes lower than industry standard hence it is ok. If the situation is otherwise than you are in trouble since you will become answerble to your higher authorities.
Now, the question of Appointment Letter. The fact remains we can do little if false appointment letter is given. This is a problem which should be sorted out at the time of issuing Offer Letter. Donot give an Offer Letter unless you get the previous Compensation Structure. To get into the authencity of Appointment Letter will be a very tedious and painstaking task.
As for the false document. You have every right to cancel the appointment. One thing, since you have found that out it is advisable to take such an action since if someone else or while inspection higher authorities or someone else finds out then the Candidate will directly point at you and say you knew it. You will only land in trouble. If you find it out you got to take action. You can be pardoned for not knowing but not for not taking action.
As for Salary, Keep it at the amount which has been accepted by the candidate.
Regards,
SC
From India, Thane
Let me try to reframe what you are asking:
The person has stated her salary below of what is given in the appointment letter. If this is the case and she has accepted what CTC you are giving her, there is no problem in the sense that the hike amount becomes lower than industry standard hence it is ok. If the situation is otherwise than you are in trouble since you will become answerble to your higher authorities.
Now, the question of Appointment Letter. The fact remains we can do little if false appointment letter is given. This is a problem which should be sorted out at the time of issuing Offer Letter. Donot give an Offer Letter unless you get the previous Compensation Structure. To get into the authencity of Appointment Letter will be a very tedious and painstaking task.
As for the false document. You have every right to cancel the appointment. One thing, since you have found that out it is advisable to take such an action since if someone else or while inspection higher authorities or someone else finds out then the Candidate will directly point at you and say you knew it. You will only land in trouble. If you find it out you got to take action. You can be pardoned for not knowing but not for not taking action.
As for Salary, Keep it at the amount which has been accepted by the candidate.
Regards,
SC
From India, Thane
hi rekha,
I really feel that you should not entertain new salary dtls, becuase you have offered her salary as per the dtls provided by her during the time of interview which she has accepted.
There is no point in discussing with her over the matter.
Santosh Iyer
From India, Pune
I really feel that you should not entertain new salary dtls, becuase you have offered her salary as per the dtls provided by her during the time of interview which she has accepted.
There is no point in discussing with her over the matter.
Santosh Iyer
From India, Pune
Dear Swathik,
Thank you very much for the valueable input.
The whole issue started cos we wanted this candidate to join in a weeks time.
So we agreed that the candidate maybe not able to produce relieving certificate if the ex-employer has an issue.
And on joining these issues of current salary being same as wot we offered came up. And the proof submitted was not sufficient to justify this.
Now we do not want to penalise the candidate as she left her previous job without relieving also do not want to give her a space do exploit the situation.
Regards,
Rekha
From India, Bangalore
Thank you very much for the valueable input.
The whole issue started cos we wanted this candidate to join in a weeks time.
So we agreed that the candidate maybe not able to produce relieving certificate if the ex-employer has an issue.
And on joining these issues of current salary being same as wot we offered came up. And the proof submitted was not sufficient to justify this.
Now we do not want to penalise the candidate as she left her previous job without relieving also do not want to give her a space do exploit the situation.
Regards,
Rekha
From India, Bangalore
Dear Rekha,
There are two issues:
1) Regarding the CTC: There is no reason or logic in changing a CTC which has already been accepted. If you change once then it will create a precedent and present employees will feel that they have got a raw deal since they have agreed, and missed out on a larger salary.
2) Submitting false information: This is a serious issue and becomes more serious if people come to knowthat HR after knowing it has not taken any action and accepted the same. This will be a big blow for HR as well as Company's credibility and an incident which is one off, will become regular as all candidates coming thorugh Employee referals will do the same thing. If you had not found it out it would have been ok, otherfwise people will take it as an accepted norm.
The decision lies with you.
Regards,
SC
From India, Thane
There are two issues:
1) Regarding the CTC: There is no reason or logic in changing a CTC which has already been accepted. If you change once then it will create a precedent and present employees will feel that they have got a raw deal since they have agreed, and missed out on a larger salary.
2) Submitting false information: This is a serious issue and becomes more serious if people come to knowthat HR after knowing it has not taken any action and accepted the same. This will be a big blow for HR as well as Company's credibility and an incident which is one off, will become regular as all candidates coming thorugh Employee referals will do the same thing. If you had not found it out it would have been ok, otherfwise people will take it as an accepted norm.
The decision lies with you.
Regards,
SC
From India, Thane
Dear Swathik,
We did conduct the reference check and it was found that wot the candidate said was true. She was on a higher package than he declared to us during the interview. So wot we have offered her and her previous package is the same.
It was ignorance and not false information .
Should we relook into the compensation as a special case.
Regards,
Rekha
From India, Bangalore
We did conduct the reference check and it was found that wot the candidate said was true. She was on a higher package than he declared to us during the interview. So wot we have offered her and her previous package is the same.
It was ignorance and not false information .
Should we relook into the compensation as a special case.
Regards,
Rekha
From India, Bangalore
Dear Rekha,
Again the following points should be looked into:
1) Why did she knowingly accepted the change on same Salary. Will you accept such a change for yourself? So, I feel a little investigation in this regard is necessary.
2) Look the whole concept of Salary Hike is a negotiating process where a Company tries to get a suitable candidate at the best rate. Industry itself regulates the maximum rise it can give. So, it is not mandatory and nor it is a rule to give a pay hike. You are making a offer and a person accepts that and it should remain at that. This percentage depends on the Company's capacity to pay, the employee's minimum expectation. They are cases where candidates have been recruited at much higher hike than the prevalent standard and sometimes because of the Brand Value employees have switched with lower Salary Pay. For example: Suppose a person gets Rs. 25,000 per month in a small IT Company and Google Offers a job to the Candidate at Rs. 23,000/- I will tell you majority are going to accept this fall in rate and switch over to Google because of it's Brand Value and growth prospects. So, it is nothing wrong on your part if a candidate joins your Company without any Hike on the other hand you should be proud that your Company have a good brand value and capacity to attract talent.
3)Yes, you can give a salary rise as a special case without creating precedent, but if you take my advice give donot make any change but adjust the amount during annual appraisal time giving her additional hike.
I will tell you a related incident which took place in one of the most reputed Company in India. A person was recruited for the position of Dy. Manager and the situation was similar to your situation. What they did was to verbally promised him that they would meet his demand. After three months they issued a promotion letter promoting him to Manager position along with Salary Increment (the person was working exceptionally well). By this method they did not have to break the Offer Acceptance procedure and at the same time satisfied the employee. In IT you have the liberty to give such promotions.
Regards,
SC
From India, Thane
Again the following points should be looked into:
1) Why did she knowingly accepted the change on same Salary. Will you accept such a change for yourself? So, I feel a little investigation in this regard is necessary.
2) Look the whole concept of Salary Hike is a negotiating process where a Company tries to get a suitable candidate at the best rate. Industry itself regulates the maximum rise it can give. So, it is not mandatory and nor it is a rule to give a pay hike. You are making a offer and a person accepts that and it should remain at that. This percentage depends on the Company's capacity to pay, the employee's minimum expectation. They are cases where candidates have been recruited at much higher hike than the prevalent standard and sometimes because of the Brand Value employees have switched with lower Salary Pay. For example: Suppose a person gets Rs. 25,000 per month in a small IT Company and Google Offers a job to the Candidate at Rs. 23,000/- I will tell you majority are going to accept this fall in rate and switch over to Google because of it's Brand Value and growth prospects. So, it is nothing wrong on your part if a candidate joins your Company without any Hike on the other hand you should be proud that your Company have a good brand value and capacity to attract talent.
3)Yes, you can give a salary rise as a special case without creating precedent, but if you take my advice give donot make any change but adjust the amount during annual appraisal time giving her additional hike.
I will tell you a related incident which took place in one of the most reputed Company in India. A person was recruited for the position of Dy. Manager and the situation was similar to your situation. What they did was to verbally promised him that they would meet his demand. After three months they issued a promotion letter promoting him to Manager position along with Salary Increment (the person was working exceptionally well). By this method they did not have to break the Offer Acceptance procedure and at the same time satisfied the employee. In IT you have the liberty to give such promotions.
Regards,
SC
From India, Thane
Dear Rekha,
It is absolutely fine if you wish to revise the salary again after the candidate has joined. But think about the future consequences. What will be your action plan to deal with future situations like these. Since as recruiters we realize that we face with multiple type of situations. If you have a plan & solution to be followed in future then go ahead with your decision.
According to me there is no need to revise the salry since it was initially accepted by the candidate bcoz this may raise problems in future when people may start referring to this situation & some may want to take advantage of the same. Instead I think the suggestion given by Swastik at the end is right promise her verbally for a salary revision on quarterly basis based on the performance.
Regards,
Pooja
From India, Pune
It is absolutely fine if you wish to revise the salary again after the candidate has joined. But think about the future consequences. What will be your action plan to deal with future situations like these. Since as recruiters we realize that we face with multiple type of situations. If you have a plan & solution to be followed in future then go ahead with your decision.
According to me there is no need to revise the salry since it was initially accepted by the candidate bcoz this may raise problems in future when people may start referring to this situation & some may want to take advantage of the same. Instead I think the suggestion given by Swastik at the end is right promise her verbally for a salary revision on quarterly basis based on the performance.
Regards,
Pooja
From India, Pune
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