Sunita
1.Ask the candidate how long it will take to give relieving letter from current employer, if not pls analyse/get the reason. then you inform to your boss about the situation.
2.Even though if you recruit him nothing wrong get a written statement form him detaily ,but pls communicate it to your superior.
3.Relieving letter is for our company standard/future verification/NOC form their previous employer.
Regards
Rams
From India, Madras
31.Ask the candidate how long it will take to give relieving letter from current employer, if not pls analyse/get the reason. then you inform to your boss about the situation.
2.Even though if you recruit him nothing wrong get a written statement form him detaily ,but pls communicate it to your superior.
3.Relieving letter is for our company standard/future verification/NOC form their previous employer.
Regards
Rams
From India, Madras
Dear Sunitha,
Your short listed resource need not tell his employer that he is joining in other organization he can very well inform them he is pursuing for higher education and he need to be relieved and he is ready to pay the notice period. on receiving the proof from him for the payment of notice period you may reimburse
Bagavathi123
From India, Hosur
Your short listed resource need not tell his employer that he is joining in other organization he can very well inform them he is pursuing for higher education and he need to be relieved and he is ready to pay the notice period. on receiving the proof from him for the payment of notice period you may reimburse
Bagavathi123
From India, Hosur
appoint him as a probationer (temporary ) and give him some time to submit the letter.Meanwhile watch his performance
From India, New Delhi
From India, New Delhi
Hi Sunita,
Hiring a person without relieving letter might be the need of the hour but there are few things to be considered,
1. this person cannot work through out his life in your company
2. He might leave your company say, in another 2 to 5 yrs time
3. Will he not face any issues with the company that hires him at that point...
4. No company (in the days to come) (as the market is ramping up...) would take a person with relieving letter ( they would check the experience history of the person)
5. Its not advisable for anyone to relieve without relieving letter.
They might face issue thereafter...
So kindly enquire if you could buy his notice period,if you are soo much in need of this resource else.. wait until he gets his relieving letter and get him (certainly buying option is always open)..
Regards,
Priya
From India, Madras
Hiring a person without relieving letter might be the need of the hour but there are few things to be considered,
1. this person cannot work through out his life in your company
2. He might leave your company say, in another 2 to 5 yrs time
3. Will he not face any issues with the company that hires him at that point...
4. No company (in the days to come) (as the market is ramping up...) would take a person with relieving letter ( they would check the experience history of the person)
5. Its not advisable for anyone to relieve without relieving letter.
They might face issue thereafter...
So kindly enquire if you could buy his notice period,if you are soo much in need of this resource else.. wait until he gets his relieving letter and get him (certainly buying option is always open)..
Regards,
Priya
From India, Madras
Is Quite Funny & Painful that how we Change rules & go against Ethics whenever we need
On One side, we are very stringent to relieve our employees.
At that time, we speak about relieving letter, notice period etc.,
When it comes to others, we go to extremes to do anything.
The problem here is the root is not yet analysed.
Please as HR Professionals Let us follow at least minimal Ethics.
Members why no one was able to give ur thoughts in the way I have mentioned
From India, Coimbatore
On One side, we are very stringent to relieve our employees.
At that time, we speak about relieving letter, notice period etc.,
When it comes to others, we go to extremes to do anything.
The problem here is the root is not yet analysed.
Please as HR Professionals Let us follow at least minimal Ethics.
Members why no one was able to give ur thoughts in the way I have mentioned
From India, Coimbatore
We are not going against the ethics as the employee is yet to join our org..........I have done this R & D in order to know how to deal with the situation incase it arises.....there is always a very thin line of difference between ethical and unethical decisions as it all about perception.
May be it's time to frame yet another policy to address this issue.
From India, Hyderabad
May be it's time to frame yet another policy to address this issue.
From India, Hyderabad
Dear Sunita,
Please find my Replies to ur Queries
Recently I was given the challenge of recruiting a person for an upcoming project in a very short span of time, which I did it.
Please Do not say that as a Challenge, it is our Basic Job
The only concern that I have as of now is that, the resource who was offered has expressed his inability to get a relieving letter from his current employer as the notice period served is very short.
Not only for you, For Everyone this is the Concern. Wat Condition ur Organisation, the Same condition is the Organisation, where the Person is currently Working
My Manager wants him badly cos he is really suitable for the project.Now as a HR what is the right thing to do .... should I recruit him without his relieving letter????
When the Manager can find the new person is really suitable for the project, what he did with the resources he having with him now, When he able to say that the new person is suitable, why he is unable to find the same type of suitable person from the current human resources fro his team. Wat is Managerial Abilities
or should I clearly tell my management that it is against the HR policies.....???
U have to Say the Truth. Please understand everyone will have their day. another employee who wants to leave u, will surely point this incident. wat will u do at that time. Please Think
Incase I recruit him without his relieving letter what are the consequences I should be facing as a HR..............
Never Go Against Ethics...He will still continue over there. At any time, if he takes away any information, wat proof u have my friend. think again
Please advice me on this.............
I am here not to advice only to Suggest my Thoughts.......................................... .........................................
Please think before you take a Decision as Human Resource Professional
From India, Coimbatore
Please find my Replies to ur Queries
Recently I was given the challenge of recruiting a person for an upcoming project in a very short span of time, which I did it.
Please Do not say that as a Challenge, it is our Basic Job
The only concern that I have as of now is that, the resource who was offered has expressed his inability to get a relieving letter from his current employer as the notice period served is very short.
Not only for you, For Everyone this is the Concern. Wat Condition ur Organisation, the Same condition is the Organisation, where the Person is currently Working
My Manager wants him badly cos he is really suitable for the project.Now as a HR what is the right thing to do .... should I recruit him without his relieving letter????
When the Manager can find the new person is really suitable for the project, what he did with the resources he having with him now, When he able to say that the new person is suitable, why he is unable to find the same type of suitable person from the current human resources fro his team. Wat is Managerial Abilities
or should I clearly tell my management that it is against the HR policies.....???
U have to Say the Truth. Please understand everyone will have their day. another employee who wants to leave u, will surely point this incident. wat will u do at that time. Please Think
Incase I recruit him without his relieving letter what are the consequences I should be facing as a HR..............
Never Go Against Ethics...He will still continue over there. At any time, if he takes away any information, wat proof u have my friend. think again
Please advice me on this.............
I am here not to advice only to Suggest my Thoughts.......................................... .........................................
Please think before you take a Decision as Human Resource Professional
From India, Coimbatore
Well Said Peer, thats true...
Its always better to go by ethics, not Minimal Ethics...
If we bend the policy once, then we would be expected to bend it again and again.. until it breaks...
finally we ourselves will forget the policy... policy is the frame work... let us always stick to our framework... If we cannot, then lets change the policy...
Lets help our employees by abiding our cherished framework...
Let us not take a short cut to find a solution rather though it costs us, lets go by ethics...
Try to pay for the notice period and get that employee.....if he worth that much.... think twice...
Prior to that.. Pls do a cross ref by calling this person for a different post from a diff number to find if the person is giving the right info.
Try to get the persons offer letter and find out the accepted notice period with his company and ask him to send you his resignation letter that he would have forwarded and verify the date of his request.
If you find everything to be true go ahead and pay for his proper relieving and get him, if you have any bond in practise with your company, pls exercise to a certain extent if you are not so confident.
Regards,
Priya
From India, Madras
Its always better to go by ethics, not Minimal Ethics...
If we bend the policy once, then we would be expected to bend it again and again.. until it breaks...
finally we ourselves will forget the policy... policy is the frame work... let us always stick to our framework... If we cannot, then lets change the policy...
Lets help our employees by abiding our cherished framework...
Let us not take a short cut to find a solution rather though it costs us, lets go by ethics...
Try to pay for the notice period and get that employee.....if he worth that much.... think twice...
Prior to that.. Pls do a cross ref by calling this person for a different post from a diff number to find if the person is giving the right info.
Try to get the persons offer letter and find out the accepted notice period with his company and ask him to send you his resignation letter that he would have forwarded and verify the date of his request.
If you find everything to be true go ahead and pay for his proper relieving and get him, if you have any bond in practise with your company, pls exercise to a certain extent if you are not so confident.
Regards,
Priya
From India, Madras
Dear Sunita
I strongly feel that you should clear all the formalities and execute that Mr. Right. This is in order to bang up the last nail in coffin.
It is coz, to avoid and alert any future conflicts and issues and action that will generate in future with the non-availability of documents from Mr. Right.
Do follow the company policy and try to convince your boss in this issue.
From India, Mumbai
I strongly feel that you should clear all the formalities and execute that Mr. Right. This is in order to bang up the last nail in coffin.
It is coz, to avoid and alert any future conflicts and issues and action that will generate in future with the non-availability of documents from Mr. Right.
Do follow the company policy and try to convince your boss in this issue.
From India, Mumbai
Dear Peer,
I have not taken any decision about the resource as of now......... so whatever you have suggested is all about the consequences incase I hired without his relieving documents.All that I wanted from learned members like you is the solution cos its little tricky situation, anyway I sincerely thank you for all your suggestions.
From India, Hyderabad
I have not taken any decision about the resource as of now......... so whatever you have suggested is all about the consequences incase I hired without his relieving documents.All that I wanted from learned members like you is the solution cos its little tricky situation, anyway I sincerely thank you for all your suggestions.
From India, Hyderabad
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