Hi,
I am a HR Executive working with Pharma MNC. It's very interesting to see that discussion is in exting mode.
Nobody can rule out the importance of relieving letter even if the HR practices are becoming modern day by day.
In my opinion, relieving letter is the certificate from previous employer that the specific employee has completed all the duties, paid all the dues like if any loan taken & there were no issues against him.
We never encourage this kind of practice in our company.
With Regards,
Deepak
From India, Raipur
I am a HR Executive working with Pharma MNC. It's very interesting to see that discussion is in exting mode.
Nobody can rule out the importance of relieving letter even if the HR practices are becoming modern day by day.
In my opinion, relieving letter is the certificate from previous employer that the specific employee has completed all the duties, paid all the dues like if any loan taken & there were no issues against him.
We never encourage this kind of practice in our company.
With Regards,
Deepak
From India, Raipur
Interesting Topic
Many times during a recruitment process, if we find a ideal candidate for your organization and as a HR person u that the if candidate resign from his/her present company then that company will try to negotiate with the employee and may able to retain him.
So at that time we have to ask the candidate to join immediately.
And it candidate is having good job knowledge, fits well in your vacancy than relieving or experience letter do not have any relevance
From India, Delhi
1Many times during a recruitment process, if we find a ideal candidate for your organization and as a HR person u that the if candidate resign from his/her present company then that company will try to negotiate with the employee and may able to retain him.
So at that time we have to ask the candidate to join immediately.
And it candidate is having good job knowledge, fits well in your vacancy than relieving or experience letter do not have any relevance
From India, Delhi
hi shilpa,
in my view the relieving letter has not at all lost its importance. May be for some junior positions you would have noticied casual practice, but for key positions, the relieving letter is a prerequisite. We follow this sincerely. We do not issue the appointment letter until the relieving letter from the past employer is not produced. and in the meantime we ask the candidate to submit copy of his resignation with acceptance letter if he needs time to receive the relieving letter from his employer.
It is a very important document in the checklist of recruitment and selection and must not be ignored.
From India, New Delhi
in my view the relieving letter has not at all lost its importance. May be for some junior positions you would have noticied casual practice, but for key positions, the relieving letter is a prerequisite. We follow this sincerely. We do not issue the appointment letter until the relieving letter from the past employer is not produced. and in the meantime we ask the candidate to submit copy of his resignation with acceptance letter if he needs time to receive the relieving letter from his employer.
It is a very important document in the checklist of recruitment and selection and must not be ignored.
From India, New Delhi
Hi folks,
First of all I would like to say thanks to Shilpa for initiating such a wonderful topic.
I think all other friends have already given their views on this. I am working as an HR in IT Co. in Bangalore and till now I never faced this sort of problem. We strictly collect all the documents from the guys who will join us and we initiate BGC before the guy join us so that by the time the guy join we'll get the BGC report.
If the guy is in the notice period then we'll try to buy his/her notice period and if his/her employer is not ready to relieve him/her then definitely we'll wait till s/he gets relieved. I think this is the best practice than just blindly recruiting some one who doesn’t submit any of their documents. It is not only a bad practice along with this we are giving an opportunity to the guys who can habituate this practice and might apply the same technique even with us.
These days’ fake documents are working well than the originals so I suggest all the HR friends to be careful while recruiting and these kinds of guys can pollute the organization culture and environment.
These kinds of practices we can find mostly in the small companies who have just started or who are in desperation to get some one for the project. HR folks ensure that you recruit the right person at the right place if you are not sure of getting like this then you can groom some one internally for that position by providing training. That works well we do the same practice in our org.
Let’s see what other friends have to say about this.
Best Regards,
Kalyan. :D
From India, Bangalore
First of all I would like to say thanks to Shilpa for initiating such a wonderful topic.
I think all other friends have already given their views on this. I am working as an HR in IT Co. in Bangalore and till now I never faced this sort of problem. We strictly collect all the documents from the guys who will join us and we initiate BGC before the guy join us so that by the time the guy join we'll get the BGC report.
If the guy is in the notice period then we'll try to buy his/her notice period and if his/her employer is not ready to relieve him/her then definitely we'll wait till s/he gets relieved. I think this is the best practice than just blindly recruiting some one who doesn’t submit any of their documents. It is not only a bad practice along with this we are giving an opportunity to the guys who can habituate this practice and might apply the same technique even with us.
These days’ fake documents are working well than the originals so I suggest all the HR friends to be careful while recruiting and these kinds of guys can pollute the organization culture and environment.
These kinds of practices we can find mostly in the small companies who have just started or who are in desperation to get some one for the project. HR folks ensure that you recruit the right person at the right place if you are not sure of getting like this then you can groom some one internally for that position by providing training. That works well we do the same practice in our org.
Let’s see what other friends have to say about this.
Best Regards,
Kalyan. :D
From India, Bangalore
Hello All,
Now that we have got many views and suggestions, we should wrap up this topic here to start some fresh one. I would like to raise another similar topic on reference check. Please check for this new topic under subject "Employee Verification/ Back Ground Check"
Hope to get good suggestions from all of you over there.
Amit Goyal
From India, Delhi
Now that we have got many views and suggestions, we should wrap up this topic here to start some fresh one. I would like to raise another similar topic on reference check. Please check for this new topic under subject "Employee Verification/ Back Ground Check"
Hope to get good suggestions from all of you over there.
Amit Goyal
From India, Delhi
Dear Friends,
Indeed a very debatable topic. I have observed that the contracting / temping companies use this modus operandi to get their resources on board faster with their clients.
There has been instances which I came to know that these consultancies / agencies force the candidates to abscond from their current companies. There needs to be a check / request from the end client's side on these resources for their documents. But again, there is a rumour that an IT company in Bangalore even gives out a fake experience letter from their side to avoid these issues :( God save the crusaders of this cause
So it clearly depends on the urgency and the criticality of the project that forces these decisions.
Your thoughts please
From India, Bangalore
Indeed a very debatable topic. I have observed that the contracting / temping companies use this modus operandi to get their resources on board faster with their clients.
There has been instances which I came to know that these consultancies / agencies force the candidates to abscond from their current companies. There needs to be a check / request from the end client's side on these resources for their documents. But again, there is a rumour that an IT company in Bangalore even gives out a fake experience letter from their side to avoid these issues :( God save the crusaders of this cause
So it clearly depends on the urgency and the criticality of the project that forces these decisions.
Your thoughts please
From India, Bangalore
Hai
Yah i will agree with you that there are some agencies which provide the fake experiance to the candiatates and they will give the referance numbers of that institues for verification.
So while validating we should be in able to check which is Original and which one is fake project by probing then different types of question.
test
In order to avoid this it is better to keep a Written test of all the technical skills what we have decided to ask.
Let us c some more suggestions from our members
Regards
Shilpa
From India, Bangalore
Yah i will agree with you that there are some agencies which provide the fake experiance to the candiatates and they will give the referance numbers of that institues for verification.
So while validating we should be in able to check which is Original and which one is fake project by probing then different types of question.
test
In order to avoid this it is better to keep a Written test of all the technical skills what we have decided to ask.
Let us c some more suggestions from our members
Regards
Shilpa
From India, Bangalore
Hi All,
A very interesting discussion indeed and very valuable sugesstions from all, anyways one question still remains unanswered.. how to really stress on the relieving letters of the new joinees when the HOD's want them to join immediately. I have observed this in my own company, we are into constructions and often there are many civil engineers who come absconding their previous company. They simply say that their compani is not relieving them. also the HOD's want the new joinees to join very quickly so that their work is done faster.
But tomorrow if anything wrong happens.. HR is blamed but not the HOD's. there were cases where candidates who join like this turned out to be spies from another competitor company and they join here to smuggle the trade secrets, business strategies and other confidential info to their parent company.
Request all the memebers to give their valuable advise to prevent the above problem.
regards,
Harsha.
From India
A very interesting discussion indeed and very valuable sugesstions from all, anyways one question still remains unanswered.. how to really stress on the relieving letters of the new joinees when the HOD's want them to join immediately. I have observed this in my own company, we are into constructions and often there are many civil engineers who come absconding their previous company. They simply say that their compani is not relieving them. also the HOD's want the new joinees to join very quickly so that their work is done faster.
But tomorrow if anything wrong happens.. HR is blamed but not the HOD's. there were cases where candidates who join like this turned out to be spies from another competitor company and they join here to smuggle the trade secrets, business strategies and other confidential info to their parent company.
Request all the memebers to give their valuable advise to prevent the above problem.
regards,
Harsha.
From India
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.
Death while in service letter for pf death claim.docx