Dear Members,
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.
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.
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????
or should I clearly tell my management that it is against the HR policies.....???
Incase I recruit him without his relieving letter what are the consequences I should be facing as a HR..............
Please advice me on this.............
From India, Hyderabad
3Recently I was given the challenge of recruiting a person for an upcoming project in a very short span of time, which I did it.
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.
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????
or should I clearly tell my management that it is against the HR policies.....???
Incase I recruit him without his relieving letter what are the consequences I should be facing as a HR..............
Please advice me on this.............
From India, Hyderabad
The resource says that upon knowing the fact his employer may not give me his relieving letter, so there is very less change so there is no option of buying the notice time.........
From India, Hyderabad
From India, Hyderabad
Hi Sunitha,
If the candidate is that much important to your up coming project,give him some time to submit his releiving letter.But be clear when u give him time.
you can get a copy of his offer letter and payslip for our evidence that he is an employee of that concern.
get a written statement signed from the candidate stating that his offer will be declined if there is a delay in submitting the releiving letter.
Regards,
Shanthy Jagathesan
From India, Madras
If the candidate is that much important to your up coming project,give him some time to submit his releiving letter.But be clear when u give him time.
you can get a copy of his offer letter and payslip for our evidence that he is an employee of that concern.
get a written statement signed from the candidate stating that his offer will be declined if there is a delay in submitting the releiving letter.
Regards,
Shanthy Jagathesan
From India, Madras
Thanks Shanti for your sharing your thoughts abt this issue.......... I would like to ask you abt the consequences faced incase we hire this resource with the relieving letters.
From India, Hyderabad
From India, Hyderabad
Sunita Go ahead and recruit him without reliving letters, consequence you wont face any, because it is need of company
From India, Pune
From India, Pune
Dear Sunita Another option I may not be sure but you can hire him as fresher if possible, provided his service in the previous organisation is less. All the best Lydia
From India, Madras
From India, Madras
1. 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.
First of all congrats for closing the position.
2. 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.
In this case you can have his appointment letter and his salary slips for last 3 months. which can serve for the purpose proof of his employment and salary.
3. Now as a HR what is the right thing to do ....
Saving project is also a part of HR duty i think.
4. should I recruit him without his relieving letter????
Take the other documents and keep a note of the situation why he is not able to get relieving letter. Or get it signed from him the reason and the situation.
5. Incase I recruit him without his relieving letter what are the consequences I should be facing as a HR..............
If management is involved then, no such consequences.
From India
First of all congrats for closing the position.
2. 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.
In this case you can have his appointment letter and his salary slips for last 3 months. which can serve for the purpose proof of his employment and salary.
3. Now as a HR what is the right thing to do ....
Saving project is also a part of HR duty i think.
4. should I recruit him without his relieving letter????
Take the other documents and keep a note of the situation why he is not able to get relieving letter. Or get it signed from him the reason and the situation.
5. Incase I recruit him without his relieving letter what are the consequences I should be facing as a HR..............
If management is involved then, no such consequences.
From India
Dear Sunita, Please do not hire him without any proof that he has requested to the previous company for providing releaving letter. It is agaisnt the HR policies. Best REgards Sajid Ansari-Delhi
From India, Delhi
From India, Delhi
Decide the Path ,
U want to go by Ethics
or
U want to go by Need
If u go by ethics, there will be difficulties now, but later thing will be much better
If you go by need, u have to violate the rule, u will sent a wrong message to other employees,
The Same will set a wrong example for future recruits.
U need fish for Life Long not for only one Day.
Sit & Understand, why the Manager needs him that much early.
analyse if anyone in the organisation has the capability to the same.
Do a Root Cause analysis.
Understand where the need is the Person or the Project to be completed.
If that Person can only do the work, Please buy his Notice Period.
Never take any person without Relieving Letter.
Tow Sayings come to my thoughts now
1) All dogs will have a Day
2) There are 20 other ways to do a thing
From India, Coimbatore
U want to go by Ethics
or
U want to go by Need
If u go by ethics, there will be difficulties now, but later thing will be much better
If you go by need, u have to violate the rule, u will sent a wrong message to other employees,
The Same will set a wrong example for future recruits.
U need fish for Life Long not for only one Day.
Sit & Understand, why the Manager needs him that much early.
analyse if anyone in the organisation has the capability to the same.
Do a Root Cause analysis.
Understand where the need is the Person or the Project to be completed.
If that Person can only do the work, Please buy his Notice Period.
Never take any person without Relieving Letter.
Tow Sayings come to my thoughts now
1) All dogs will have a Day
2) There are 20 other ways to do a thing
From India, Coimbatore
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