I believe there is 2 sides to this story.
I also have employees coming and asking for being relieved in 10 days. If it is possible I do relieve them (they don't even have to pay a fee) and give them all the papers they need.
And I can also be in a position where I need somebody to join in 10 days. If so I simply state it to the employee and then it is up to him to do what he feels comfortable about.
But I would never make it a normal scenario that I would ask people to join in 10 days.
From India, Delhi
5I also have employees coming and asking for being relieved in 10 days. If it is possible I do relieve them (they don't even have to pay a fee) and give them all the papers they need.
And I can also be in a position where I need somebody to join in 10 days. If so I simply state it to the employee and then it is up to him to do what he feels comfortable about.
But I would never make it a normal scenario that I would ask people to join in 10 days.
From India, Delhi
Hi Randi, I can agree, we can take this step in some exceptional cases but cannot make it a habit. Deepali
From India, Chandigarh
From India, Chandigarh
"Trading on Offer Letter" is not new. Well, different people can have different views on this...there is no right or wrong answer. What may work with me might not work with others? The practice that we have in our company is that we don't quote the CTC or Offered salary in Offer Letter. Instead, we mention that "You will be joining us on XYZ date on the package as discussed and mutually agreed upon".
Secondly, we do have this practice of "Blacklisting" the people who take offer from us but don't join. In Future, we don't consider such people for any opening in our company or any other company in our group. This helps.
Regards
Sanjeev Sharma
From India, Mumbai
Secondly, we do have this practice of "Blacklisting" the people who take offer from us but don't join. In Future, we don't consider such people for any opening in our company or any other company in our group. This helps.
Regards
Sanjeev Sharma
From India, Mumbai
Hi Sanjeev, My question is still there, Being an HR Manager in a BPO what would you do if you are in such a situation? Deepali
From India, Chandigarh
From India, Chandigarh
Thanks Randi for your comments...I always wanted to do something about this " offer shopping" I'd call it, which has spread among IT professionals like madness.
I'll be happy for you guys if my simple initiative would help you check this problem as it did for me.
Warm wishes from
binzy
From India, Bangalore
I'll be happy for you guys if my simple initiative would help you check this problem as it did for me.
Warm wishes from
binzy
From India, Bangalore
Deepali....I said earlier also that but might work with me...might not work with other. What might work in my company...might not work in other companies.
Even, in BPO industry it is important to know...what level you are talking about...Entry Level; Middle Management or Seniors.
For Middle and Senior Management...the solution that I gave. earlier and the practice that I have...still stands and works. For entry level...its more about Brand Name and type of comfort. The Policies and Procedures that we have in HR...attracts or retain people.
If someone is Absonding or fail to join....to me that means that there was something wrong in Interview Process.
Think about it.
Regards
Sanjeev Sharma
From India, Mumbai
Hi Deepali,
I work with Human Resources of a start up firm in India which is a Chicago bases MNC. To counter the same problem, we are not mentioning the salary on the offer letter. We just mention "Your salary would be as discussed on date". We have never faced any problems. We have had candidates joining from outstations till date. This has surely minimized the same problem.
Please do try it out and i am sure you would see good results.
Regards,
Sajal
From India, Bangalore
I work with Human Resources of a start up firm in India which is a Chicago bases MNC. To counter the same problem, we are not mentioning the salary on the offer letter. We just mention "Your salary would be as discussed on date". We have never faced any problems. We have had candidates joining from outstations till date. This has surely minimized the same problem.
Please do try it out and i am sure you would see good results.
Regards,
Sajal
From India, Bangalore
I agree with Bhawna Suggestions, we have been following the same thing in our organisation.Selected candidates negotiate with their previous employer or other companies for higher rise than given by us Deepali you can try sending the offer via mail on shortlisting the candidates on his/her personal e-mail , please do not mention the CTC figures in the mail and you can request him/her to submit an acknowledged copy of his /her resignation letter from previous employer. The detailed offer letter can be issued on his/her joining subject to submission of resignation letter .
Also you need to comminicate and convince the candidate the purpose of the same and give him assurance of your offer.
The above will help you to know how serious the candidate is as far as your offer is concerned and will keep a check on the problem.
For any further queries, do revert me back on
Regards,
Sumit
Do try to adopt this policy, we have been able to curb the problem upto 99% by this.
Also you need to comminicate and convince the candidate the purpose of the same and give him assurance of your offer.
The above will help you to know how serious the candidate is as far as your offer is concerned and will keep a check on the problem.
For any further queries, do revert me back on
Regards,
Sumit
Do try to adopt this policy, we have been able to curb the problem upto 99% by this.
Hi deepali,
The issue which you are facing is common problem encountered by most of the corporate and SMEs in India.
As we all are aware there is a scarcity of skilled/talented manpower and looking towards to economic growth, this issue will increase day by day.
In earlier days, The Employer was the king but now the new slogan has emerged which is "Employee is the king". :o
Feasible solutions to your problem are - conduct salary survey of competitors as well as same size of the organization. Do not reveal salary details in the offer letter as such many times candidates use offer letter as negotiation tool for higher salary increment and position. Always keep 2-3 shortlisted candidates as stand by for finalization and for your safer side. :arrow:
Let me share psyche of active job seeker - Whenever candidates decide to have change in job, they will go for 3-4 offer simultaneously and out of 3-4 offers, they selected best one to suit their financial need as well as career growth. In current scenario, there are ample of opportunities available to talented manpower. The available manpower is enormous but talent availability is less. This is my observation.
Thanks & Regards,
Dev :)
From Singapore, Singapore
The issue which you are facing is common problem encountered by most of the corporate and SMEs in India.
As we all are aware there is a scarcity of skilled/talented manpower and looking towards to economic growth, this issue will increase day by day.
In earlier days, The Employer was the king but now the new slogan has emerged which is "Employee is the king". :o
Feasible solutions to your problem are - conduct salary survey of competitors as well as same size of the organization. Do not reveal salary details in the offer letter as such many times candidates use offer letter as negotiation tool for higher salary increment and position. Always keep 2-3 shortlisted candidates as stand by for finalization and for your safer side. :arrow:
Let me share psyche of active job seeker - Whenever candidates decide to have change in job, they will go for 3-4 offer simultaneously and out of 3-4 offers, they selected best one to suit their financial need as well as career growth. In current scenario, there are ample of opportunities available to talented manpower. The available manpower is enormous but talent availability is less. This is my observation.
Thanks & Regards,
Dev :)
From Singapore, Singapore
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