Dear All, I am from one of the leading Engineering firm whose employee size is 400 based at hyderabad. Recently we released an offer to the candidate who is in chennai. He agreed and accepted an offer what we made and he arrived to hyderabad for joining and stayed in company's guest house for one day. the very next day he vacated the guest house with out intimating us. we did not take his joining formalities. i tried contacting him, he was unavailable on his mobile( not responding to our calls). we are having his signed offer letter which is the only weapon for proceeding for further process. i need your inputs on what grounds my company can take an action against the candidate. your early response is highly appreciable.
Thanks and Regards,
Akhila
From India, Hyderabad
2Thanks and Regards,
Akhila
From India, Hyderabad
Dear Prashant,
Thank you for your reply, The predetermined job got affected because of his unavialablity and cost incurred on him( one day rent for guest house). he used company guest house for guest house with out joining with us for his personal works. kindly suggest us
Regards,
Akhila
From India, Hyderabad
Thank you for your reply, The predetermined job got affected because of his unavialablity and cost incurred on him( one day rent for guest house). he used company guest house for guest house with out joining with us for his personal works. kindly suggest us
Regards,
Akhila
From India, Hyderabad
With reference to your explanation do you think lodging a case for recovery of One day rent from deserted candidate will help & is profitable yes then surely you should lodge a complaint. Else leave it.
From India, Pune
From India, Pune
Dear Prashant,
I am not looking out for money recovery just i need formal mail draft to cancel his offer and to give him a lesson not to repeat this same pracitse with any other company in future.
Thanks & Regards
Akhila
From India, Hyderabad
I am not looking out for money recovery just i need formal mail draft to cancel his offer and to give him a lesson not to repeat this same pracitse with any other company in future.
Thanks & Regards
Akhila
From India, Hyderabad
Dear A Reddy,
Before your steps to teach him a lesson try to ascertain the Hospitality arranged by your company to him. Inquire about during his day's stay what was his attitude and behavior with the people whom he met in GH. However, you are dealing with a gentlemen with whom your company had the interview and selected him for job. Definitely he might have observed /sniffed the the situation of your company. You better obtain the Profile back and go through thoroughly and decide what to do. Consult the interview panel and find out the assessment record. This will help you in dealing with such a people in future.
Good Luck
Hrkpati
From India, Guwahati
Before your steps to teach him a lesson try to ascertain the Hospitality arranged by your company to him. Inquire about during his day's stay what was his attitude and behavior with the people whom he met in GH. However, you are dealing with a gentlemen with whom your company had the interview and selected him for job. Definitely he might have observed /sniffed the the situation of your company. You better obtain the Profile back and go through thoroughly and decide what to do. Consult the interview panel and find out the assessment record. This will help you in dealing with such a people in future.
Good Luck
Hrkpati
From India, Guwahati
Greetings Akhila,
The situation you have explained is being faced by several industries. On one hand the employees desert their employment and leave without proper intimation. On the other hand we find companies giving offer letters and not offering employment as promised in the offer letter. During the course of campus interviews some educational institutions do not permit candidates who are already been given offer letters to attend interviews with other employers who come to the campus. As a result the candidate who has the offer letter is left stranded when the company which gave him the offer letter does not offer him employment as promised.
You can write to him stating that the offer letter given to him stands cancelled as he failed to join on the date mutually accepted. In future you can incorporate a clause in your offer of employment that in case an employee does not join on a pre agreed date the offer will stand cancelled.
Your advise to the employee in writing, in my opinion will be futile. May be during the interview process you need to ascertain his real interest, This is easier said than done but not impossible. Probing the candidate thoroughly during the interview process will yield some result.
a) You have worked in Chennai all along, what is the reason for your accepting to join us in Hyderabad?
Reason for this question: The candidate is from Chennai, and had prior experience, a cursory glance of his past employment career will through some light. If he had not moved out of Chennai, his probability of moving to a newer location is quite remote unless is without employment.
b) Have you attended any interviews in the recent past?
Reason for this question : If he had attended any interviews at the time you were interviewing him, particularly in Chennai, the probability of his joining you if he received an offer from the other employer in Chennai is bleak.
c) Assuming you get an offer from the Chennai based company and you already have an offer from our company? Which one will you choose, considering the fact Chennai is your home town>
Reason for this question: The salary increase offered by your company when compared to the offer he probably received from yet another employer presumably in Chennai even if it was relatively lesser will also be a cause.
d) As you are the only son on whom your parents are dependent on, is it possible that your parents will discourage you from taking up this employment? If no, do you have plans to bring them to Hyderabad so that they are comfortable?
Reason for this question If he were the only son and if he was emotionally attached to his parents then the likely hood of his taking up employment in Hyderabad is unlikely.
Generally, at the time of interview the candidate will not expect these questions and the chances of his giving you the real information is possible. Moreover, if he does not give you a convincing reply, then you can make your own judgement.
In my opinion, companies are in a haste to fill up vacancies and seldom do they probe the chances of the candidate staying in the company long enough. I do not mean that the candidate needs to serve you for his lifetime but the duration of his stay must be long enough.
Jobsites, Consultants who do not follow ethics (picking up candidates placed by them in one organisation to other for monetary benefits) are generally the causes for high attrition, in my opinion.
If companies are cautious in offering positions to candidates who have stayed long enough in their past employments, then this phenomenon of rapid migration will come down.
From India, Madras
The situation you have explained is being faced by several industries. On one hand the employees desert their employment and leave without proper intimation. On the other hand we find companies giving offer letters and not offering employment as promised in the offer letter. During the course of campus interviews some educational institutions do not permit candidates who are already been given offer letters to attend interviews with other employers who come to the campus. As a result the candidate who has the offer letter is left stranded when the company which gave him the offer letter does not offer him employment as promised.
You can write to him stating that the offer letter given to him stands cancelled as he failed to join on the date mutually accepted. In future you can incorporate a clause in your offer of employment that in case an employee does not join on a pre agreed date the offer will stand cancelled.
Your advise to the employee in writing, in my opinion will be futile. May be during the interview process you need to ascertain his real interest, This is easier said than done but not impossible. Probing the candidate thoroughly during the interview process will yield some result.
a) You have worked in Chennai all along, what is the reason for your accepting to join us in Hyderabad?
Reason for this question: The candidate is from Chennai, and had prior experience, a cursory glance of his past employment career will through some light. If he had not moved out of Chennai, his probability of moving to a newer location is quite remote unless is without employment.
b) Have you attended any interviews in the recent past?
Reason for this question : If he had attended any interviews at the time you were interviewing him, particularly in Chennai, the probability of his joining you if he received an offer from the other employer in Chennai is bleak.
c) Assuming you get an offer from the Chennai based company and you already have an offer from our company? Which one will you choose, considering the fact Chennai is your home town>
Reason for this question: The salary increase offered by your company when compared to the offer he probably received from yet another employer presumably in Chennai even if it was relatively lesser will also be a cause.
d) As you are the only son on whom your parents are dependent on, is it possible that your parents will discourage you from taking up this employment? If no, do you have plans to bring them to Hyderabad so that they are comfortable?
Reason for this question If he were the only son and if he was emotionally attached to his parents then the likely hood of his taking up employment in Hyderabad is unlikely.
Generally, at the time of interview the candidate will not expect these questions and the chances of his giving you the real information is possible. Moreover, if he does not give you a convincing reply, then you can make your own judgement.
In my opinion, companies are in a haste to fill up vacancies and seldom do they probe the chances of the candidate staying in the company long enough. I do not mean that the candidate needs to serve you for his lifetime but the duration of his stay must be long enough.
Jobsites, Consultants who do not follow ethics (picking up candidates placed by them in one organisation to other for monetary benefits) are generally the causes for high attrition, in my opinion.
If companies are cautious in offering positions to candidates who have stayed long enough in their past employments, then this phenomenon of rapid migration will come down.
From India, Madras
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