Dear Karan:
We are following an policy here that whenever a candidate is not working properly or company wants to chuck them out they should first drop a mail to me before 7 days that this is the issue we are following here and if same will continue then we can discontinue him, by this we become aware and we can be prepared before also we can suggest the candidate that he/she need to improve their performance.
Also we provide free replacement only when the candidate is not working properly or he/she left without proper information, however if their performance was better and the issue was with the company we cannot replace it.
Also you can put such candidate as in black mark list, contrary with such companies you mention the agreement that you can provide only three free replacement, and suggest them to put one year bond with at least fresher to avoid the problems.
And select only those fresher who are highly motivated and enthusiastic to work else this issue will last for long period of time.
Regards
Madhusudan Dadhich
From United States, West Orange
We are following an policy here that whenever a candidate is not working properly or company wants to chuck them out they should first drop a mail to me before 7 days that this is the issue we are following here and if same will continue then we can discontinue him, by this we become aware and we can be prepared before also we can suggest the candidate that he/she need to improve their performance.
Also we provide free replacement only when the candidate is not working properly or he/she left without proper information, however if their performance was better and the issue was with the company we cannot replace it.
Also you can put such candidate as in black mark list, contrary with such companies you mention the agreement that you can provide only three free replacement, and suggest them to put one year bond with at least fresher to avoid the problems.
And select only those fresher who are highly motivated and enthusiastic to work else this issue will last for long period of time.
Regards
Madhusudan Dadhich
From United States, West Orange
Hi karan,
You must have signed agreement with Client. What is the period of that agreement? Both the parties (client & your company) have to follow terms and conditions as per agreement. Knowing that, due to lack of training and other issues candidates are leaving company, so you may think to renewal of contract when it is due, however free replacement has to be provided until the contract is existed.
Regards,
Milind Halbe
From India, Pune
2You must have signed agreement with Client. What is the period of that agreement? Both the parties (client & your company) have to follow terms and conditions as per agreement. Knowing that, due to lack of training and other issues candidates are leaving company, so you may think to renewal of contract when it is due, however free replacement has to be provided until the contract is existed.
Regards,
Milind Halbe
From India, Pune
You seem to have a very serious problem. A company policy of providing "replacements" within 90 days, as such you have a legal as well as a moral obligation to conform to the terms of your own policy. However, if you modify the policy by reducing the time from 90 days to 30 days, for example, there is the possibility of losing a client. So what is it to be: a) Keep the 90 day rule, and keep the client, or; b) change the rule and possibly lose a client as well as put a black mark on the organization's reputation in the marketplace, or: c) revise your selection process to determine if the candidate truly wants a career with the client, or; d) revise your candidate contgract to include a provision to the effect that "if the candidate leaves the employ of the client within 90 days, (s)he will reimburse the agency up to XX% of earnings during the period of employment."
While it may not stop newbies from leaving, it will give them pause to consider whether or not they want the position. It is also incumbent upon the client to provide full disclosure about the terms, conditions and expectations prior to making an offer, and then allow the candidate some time to decide.
Just some thoughts.
PALADIN
From United States,
While it may not stop newbies from leaving, it will give them pause to consider whether or not they want the position. It is also incumbent upon the client to provide full disclosure about the terms, conditions and expectations prior to making an offer, and then allow the candidate some time to decide.
Just some thoughts.
PALADIN
From United States,
Your thread post for "Replacement Again" has been moved in to this existing thread to enable users and seniors to answer your query at set. Regards.
From India, Visakhapatnam
From India, Visakhapatnam
Dear Raj,
According to Hewitt survey 2004 ,Employees do not leave Organisations , they leave their immediate Manager ! Poor training inputs , lower salaries are just incidental to the core reason ! Organisations do not experience a drastic change in their work culture overnight ! While even the Managers will not change his behaviour either hence find a good job for him outside or wait for his transfer ( on a lighter mode !)
You will have to honour your agreement , as there is no way out .Alternatively , look out for a candidate who is the right fit for the job /Organisation ( not high potential).....a person who is bit smart n intelligent , with ok Comprehnsion levels & who is in dire need of a job , other factors like ....plain graduate with high 2nd class ,..stays close to the Co....a somewhat "B" / "C " category candidate ! Hope this works for you n your agency , this time ! Overall just understand the culture, Organisation set-up, managers 'calibre and the right fitment of the position and place the new candidate !
All the best the third time !
Santosh
From India, Mumbai
According to Hewitt survey 2004 ,Employees do not leave Organisations , they leave their immediate Manager ! Poor training inputs , lower salaries are just incidental to the core reason ! Organisations do not experience a drastic change in their work culture overnight ! While even the Managers will not change his behaviour either hence find a good job for him outside or wait for his transfer ( on a lighter mode !)
You will have to honour your agreement , as there is no way out .Alternatively , look out for a candidate who is the right fit for the job /Organisation ( not high potential).....a person who is bit smart n intelligent , with ok Comprehnsion levels & who is in dire need of a job , other factors like ....plain graduate with high 2nd class ,..stays close to the Co....a somewhat "B" / "C " category candidate ! Hope this works for you n your agency , this time ! Overall just understand the culture, Organisation set-up, managers 'calibre and the right fitment of the position and place the new candidate !
All the best the third time !
Santosh
From India, Mumbai
Dear Friend
Read this condition
If a candidate placed by us, leaves the job of his/her own within a period of Three months from the date of first candidate join, then we replace candidate with no extra cost as per availability of candidate.
From India, Pune
Read this condition
If a candidate placed by us, leaves the job of his/her own within a period of Three months from the date of first candidate join, then we replace candidate with no extra cost as per availability of candidate.
From India, Pune
Hi Samvedan,
If 90 Days Free Replacement is viewed as Irrational, then 180days (a norm with some companies) must be mediocre-by your standards.
Is Guarantee Period, a Standard Practice of the Agencies or the Client's Insecurity over Losing its Employees and the Recruitment Fees ???
Why would Agencies want to Flex Muscle by Issuing a Guarantee Period, knowing that talented resources are scarce???
Agencies comply with Client Needs.
Client's are always looking for the best bid, Lower Pricing, Extended Guarantee Period. Maximum Payment Releases and other requisites.
So inorder to survive in the business, we (startups) need to acknowledge the proposal from the client or lose contract to Recruitment Stalwarts.
Yes, once you become a company of repute, then you yourself are too strong to Lay Down Terms to the clients.
We are similar to the Clubs in the Bottom Half of the Football League Table, who toil for Every Single Point, to stay off relegation. Once we know that we cant win over, we work for a Draw.
In this case we drew level. We bid them adieu in a pleasant way.
Thank You So Much Sir.
Thanks Karan Dass
From India, Mumbai
If 90 Days Free Replacement is viewed as Irrational, then 180days (a norm with some companies) must be mediocre-by your standards.
Is Guarantee Period, a Standard Practice of the Agencies or the Client's Insecurity over Losing its Employees and the Recruitment Fees ???
Why would Agencies want to Flex Muscle by Issuing a Guarantee Period, knowing that talented resources are scarce???
Agencies comply with Client Needs.
Client's are always looking for the best bid, Lower Pricing, Extended Guarantee Period. Maximum Payment Releases and other requisites.
So inorder to survive in the business, we (startups) need to acknowledge the proposal from the client or lose contract to Recruitment Stalwarts.
Yes, once you become a company of repute, then you yourself are too strong to Lay Down Terms to the clients.
We are similar to the Clubs in the Bottom Half of the Football League Table, who toil for Every Single Point, to stay off relegation. Once we know that we cant win over, we work for a Draw.
In this case we drew level. We bid them adieu in a pleasant way.
Thank You So Much Sir.
Thanks Karan Dass
From India, Mumbai
Hi Belgaum,
Cant Help but Giggle at these Smart Lines of yours, as one of my client has a Clause for all recruitment vendors that Free Replacement must be done within 4 Weeks, else the amount will be deducted from future invoices.
Whatever We can write is our Policy, but we need to be Big Enough to Impose them on others. Fantastic if you have the same going with your clients.
So eager to get this into my dossier now, but "As per availability of candidate" are a bit too strong potion for my clients, now.
Thanks a Ton.
Karan Dass
From India, Mumbai
Cant Help but Giggle at these Smart Lines of yours, as one of my client has a Clause for all recruitment vendors that Free Replacement must be done within 4 Weeks, else the amount will be deducted from future invoices.
Whatever We can write is our Policy, but we need to be Big Enough to Impose them on others. Fantastic if you have the same going with your clients.
So eager to get this into my dossier now, but "As per availability of candidate" are a bit too strong potion for my clients, now.
Thanks a Ton.
Karan Dass
From India, Mumbai
RESPONSE:
Perhaps this response is not necessary at all!
I have merely stated my view point. There is no need for anyone to accept it!
Personally, when the client SELECTS a candidate (Agency role is restricted to provising the resume`), when the the Agency has NO control over the employer-employee relations post the candidate joining employment, I fail to appreciate the Organization compelling to succumb to its diktats and demand lower professional charges, free replacements and what have you! In my book it is WRONG, UNETHICAL and should be stopped, despite the fact that, "might is right" controlling the interactions in most spheres of the society. A hundred wrongdoings may make a practice but that cannot make it right! Yes, if I want to be in the game, I must follow the rules whatever they may be-fair, unfair, gentle, brutal, professional or dictatorial, If I do not agree to the rules of the game, I better not play and that's what I tell myself always!
Please, I was not commenting your particular experience but was addressing the general reality.
I only felt that we are all obliged to make this world a little more sensible place and not let the brutes rule the society. That's all
Regards
samvedan
March 21, 2013
-----------------------
From India, Pune
Perhaps this response is not necessary at all!
I have merely stated my view point. There is no need for anyone to accept it!
Personally, when the client SELECTS a candidate (Agency role is restricted to provising the resume`), when the the Agency has NO control over the employer-employee relations post the candidate joining employment, I fail to appreciate the Organization compelling to succumb to its diktats and demand lower professional charges, free replacements and what have you! In my book it is WRONG, UNETHICAL and should be stopped, despite the fact that, "might is right" controlling the interactions in most spheres of the society. A hundred wrongdoings may make a practice but that cannot make it right! Yes, if I want to be in the game, I must follow the rules whatever they may be-fair, unfair, gentle, brutal, professional or dictatorial, If I do not agree to the rules of the game, I better not play and that's what I tell myself always!
Please, I was not commenting your particular experience but was addressing the general reality.
I only felt that we are all obliged to make this world a little more sensible place and not let the brutes rule the society. That's all
Regards
samvedan
March 21, 2013
-----------------------
From India, Pune
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Toll Free Number.doc
1001-beauty-tip s-free-giveaway .pdf
Free-Guidebook. zip