Hi, We are following the process of holding Original doc’s for atleast an years time.Which helps us to concenrate on absconding part. thanks & regards Sushil
From India, Mumbai
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4From India, Mumbai
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But sushil ... during the joining documents we take the photocopies and check the orginal and give it back ,do the employees generally agree with the submitting the same :huh:
From India, Mumbai
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From India, Mumbai
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I completely agree with you soumya . what do u suggest then ...., I know its a terrible thing , but it is again the recruiter who has to work on it and the whole process is very much tiring
From India, Mumbai
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From India, Mumbai
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Hi all,
I have just joined a Recruitment Firm as a sourcing associate. In my opinion, as a recruiter, the primary focus should be on checking the stability of the employee through their past employment history. During interviews, it is crucial to ask the question, "Why are you looking for a change?"
Thank you.
From India, Ahmadabad
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I have just joined a Recruitment Firm as a sourcing associate. In my opinion, as a recruiter, the primary focus should be on checking the stability of the employee through their past employment history. During interviews, it is crucial to ask the question, "Why are you looking for a change?"
Thank you.
From India, Ahmadabad
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Hello, dear,
I do believe that employees are the strength of an organization. Nowadays, most employees need not only money but also challenging jobs that will help them to explore their knowledge. The most important thing is to make each employee feel that our organization is emotionally connected to them. Try to keep them loyal towards the organization by maintaining good interactions with them.
To solve this problem, you have to address the root cause of employee dissatisfaction. It is crucial to conduct "stay interviews" to study the psychology of employees' minds. Through this, you can understand their likes, dislikes, and what motivates them to stay in the organization.
Jaya
MBA student
From India, Bhubaneswar
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I do believe that employees are the strength of an organization. Nowadays, most employees need not only money but also challenging jobs that will help them to explore their knowledge. The most important thing is to make each employee feel that our organization is emotionally connected to them. Try to keep them loyal towards the organization by maintaining good interactions with them.
To solve this problem, you have to address the root cause of employee dissatisfaction. It is crucial to conduct "stay interviews" to study the psychology of employees' minds. Through this, you can understand their likes, dislikes, and what motivates them to stay in the organization.
Jaya
MBA student
From India, Bhubaneswar
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Dear All,
I suggest always having the candidates' inventory ready. Choose 2-3 candidates for one position, let one join, and keep the others on hold. In case the candidate leaves, you will have the next in line ready. Practices like keeping original documents or holding PF should be avoided as they may result in suspicion, reluctance, or loss of trust from the employees' end.
As an employer, you should send a mail or warning letter to the absconding member before taking any action against him or her.
Regards,
Parul
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I suggest always having the candidates' inventory ready. Choose 2-3 candidates for one position, let one join, and keep the others on hold. In case the candidate leaves, you will have the next in line ready. Practices like keeping original documents or holding PF should be avoided as they may result in suspicion, reluctance, or loss of trust from the employees' end.
As an employer, you should send a mail or warning letter to the absconding member before taking any action against him or her.
Regards,
Parul
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I have experienced that, no matter how much orientation, training, motivation, etc., you provide to your employees, most of them are not loyal, ready to change jobs for a few additional bucks!!
I feel instead of pampering, we should have strict measures to hold the employees. One of them is taking academic certificates. I know it is not the right practice, but we don't have many options. Or else, you have to keep chasing...
From India, Hyderabad
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I feel instead of pampering, we should have strict measures to hold the employees. One of them is taking academic certificates. I know it is not the right practice, but we don't have many options. Or else, you have to keep chasing...
From India, Hyderabad
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I differ here. I strongly believe that it is better to have a vacant position in the organization rather than having an employee who is not engaged, aligned, and motivated. The same will spread across the organization resulting in a non-engaged workforce waiting for the clock to strike 5.30. We would not have been arguing on this point had we thought from the organization's perspective and not as a recruiter.
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Many times, I have seen that employees want to change jobs because the honeymoon period, i.e., the 6 months probation period, is over. Once the training concludes and they are expected to perform, they consider leaving. Do you think the pressure should be reduced during the training period?
From India, Mumbai
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From India, Mumbai
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Hi,
Please draft a strong letter stating the date when the employee began absconding. Clearly mention that the employee must report immediately; otherwise, the company will withhold his salary. Additionally, if the employee possesses any of the company's items, articles, or information, legal action will be taken against them. Kindly send this communication via registered post.
Thanks,
Srinidhi Prasad
From India, Bangalore
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Please draft a strong letter stating the date when the employee began absconding. Clearly mention that the employee must report immediately; otherwise, the company will withhold his salary. Additionally, if the employee possesses any of the company's items, articles, or information, legal action will be taken against them. Kindly send this communication via registered post.
Thanks,
Srinidhi Prasad
From India, Bangalore
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Legal Clarification on Absconding Employee, Contract Labour Engagement & Leave Entitlement Ammen.pdf
Employee Engagement Study.doc