Our services company located in Northeast India mostly hires FRESHERS. Now we are starting to get experienced candidates applying.
If a candidate has 2 years of experience, and earning 30,000 in their last job, but is now applying for a different role in our company. What is the probationary pay you would suggest? Similar to their previous salary, or use our probationary slab of 8,000 to 15,000 that we have for freshers for a 1-month trial?
From India, Shillong
If a candidate has 2 years of experience, and earning 30,000 in their last job, but is now applying for a different role in our company. What is the probationary pay you would suggest? Similar to their previous salary, or use our probationary slab of 8,000 to 15,000 that we have for freshers for a 1-month trial?
From India, Shillong
Dear Member, Probation is Type of Appointment. Fixation of salary depends upon Candidate Qualification, previous Experience, Skill, Performance in the Interview, Suitability facor
From India, New Delhi
610From India, New Delhi
Dear Naziren,
In my opinion, offering an experienced candidate who is currently earning ₹30,000 a probationary pay of ₹8,000 to ₹15,000, even for a different role, may not be the best approach. This significant pay reduction could lead to dissatisfaction and a lack of motivation, making it harder to retain the candidate. I would suggest maintaining a reasonable salary closer to their current compensation during the probation period, which could be set at 6 months. After confirmation, you can stick to your company's existing Performance Management System (PMS) and policies, without offering a hike immediately after the probation. This would ensure the candidate feels valued while aligning with your company’s policy.
From India, Karimnagar
In my opinion, offering an experienced candidate who is currently earning ₹30,000 a probationary pay of ₹8,000 to ₹15,000, even for a different role, may not be the best approach. This significant pay reduction could lead to dissatisfaction and a lack of motivation, making it harder to retain the candidate. I would suggest maintaining a reasonable salary closer to their current compensation during the probation period, which could be set at 6 months. After confirmation, you can stick to your company's existing Performance Management System (PMS) and policies, without offering a hike immediately after the probation. This would ensure the candidate feels valued while aligning with your company’s policy.
From India, Karimnagar
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