Hello,
In past few months i m facing this problem may times , so wanna ur help over it .
Sometimes when ppl are selected they take there offer letter and never come again to join. this time one of out station candidate make waited us for around two months like this and even then also didn't joined. first she was saying her company is not reliving her then she told i made with an accident so extent my joining. then also she dnt joined(can't be ignored reason) .
how can we make sure tht a person will join after accepting the offer letter.
From India, Jaipur
2In past few months i m facing this problem may times , so wanna ur help over it .
Sometimes when ppl are selected they take there offer letter and never come again to join. this time one of out station candidate make waited us for around two months like this and even then also didn't joined. first she was saying her company is not reliving her then she told i made with an accident so extent my joining. then also she dnt joined(can't be ignored reason) .
how can we make sure tht a person will join after accepting the offer letter.
From India, Jaipur
Hi Swati,
What you can do in your organisation is that , You need to ask for the original academic certificates submitted to you before you give any kind of offer letter or Job Confirmation letter to any of the employee . Well i faced the similar problem in my organisation and now that i have applied there is no such problem now.
From India, New Delhi
What you can do in your organisation is that , You need to ask for the original academic certificates submitted to you before you give any kind of offer letter or Job Confirmation letter to any of the employee . Well i faced the similar problem in my organisation and now that i have applied there is no such problem now.
From India, New Delhi
dear swati
the suggestion given by sogani is illegal and taking custody of someone original
document is criminal offence. who will join such a company,who ask for original documents.
yes the person does not get job anywhere will join such a company.
yes,i understand your problem.this will happen and legally you can not take any action.
i can suggest u some points only.
1.donot give more time in offer,try as early as individual can join.
2.never write salary in offer letter because they negotiate with present employer
regards
j s malik
From India, Delhi
the suggestion given by sogani is illegal and taking custody of someone original
document is criminal offence. who will join such a company,who ask for original documents.
yes the person does not get job anywhere will join such a company.
yes,i understand your problem.this will happen and legally you can not take any action.
i can suggest u some points only.
1.donot give more time in offer,try as early as individual can join.
2.never write salary in offer letter because they negotiate with present employer
regards
j s malik
From India, Delhi
Dear Swati,
Please issue always offer letter & get confirmed on joining date.
In offer letter there should be point about submission of a copy resign letter which he/she has given to the current organisation.
This will leads to the sincerity of the candidate.
Dont give long time(maximum 45 days)one month for notice period which has to be served in organisation and another 15 days for shifting etc...
ask to the candidate about the experience letter which he/she received from the old organisation(incase he/she did't received then ask for a copy applied for experience certificate).
Never hold any origination documents from the candidates,you can keep photocopies of all documents at the time of issuing of offer letter.
Get inquire about candidates from two references taken from candidates and also do inquiry from your end whether he/she is working or not?
Best Regards
Sajid Ansari-delhi
From India, Delhi
Please issue always offer letter & get confirmed on joining date.
In offer letter there should be point about submission of a copy resign letter which he/she has given to the current organisation.
This will leads to the sincerity of the candidate.
Dont give long time(maximum 45 days)one month for notice period which has to be served in organisation and another 15 days for shifting etc...
ask to the candidate about the experience letter which he/she received from the old organisation(incase he/she did't received then ask for a copy applied for experience certificate).
Never hold any origination documents from the candidates,you can keep photocopies of all documents at the time of issuing of offer letter.
Get inquire about candidates from two references taken from candidates and also do inquiry from your end whether he/she is working or not?
Best Regards
Sajid Ansari-delhi
From India, Delhi
Hello sir,
I'm very happy to know your reply ....cuz i got the job offer from MUTHOOT GROUP 1 year back.
they wanted me to submit my 10th or 12th original marksheet
one surety..any family friend
50000/- fine in case i leave the job before completing my 1 year.
thanks for lettin me know that submitting the original documents is a criminal offence.
From India, Pune
I'm very happy to know your reply ....cuz i got the job offer from MUTHOOT GROUP 1 year back.
they wanted me to submit my 10th or 12th original marksheet
one surety..any family friend
50000/- fine in case i leave the job before completing my 1 year.
thanks for lettin me know that submitting the original documents is a criminal offence.
From India, Pune
Hi I am sneha working as it recruiter but now i am trying for generalist profile plz help me out .I dont mind working as fresher in generalist profile
From India, Kochi
From India, Kochi
hello ,
candidates are giving email verification by mail tht they will join .with the date mention in offer letter. we hv to give at least one month notice as nowadays every company has one month notice period. :(.
original documents we dnt prefer to keep
From India, Jaipur
candidates are giving email verification by mail tht they will join .with the date mention in offer letter. we hv to give at least one month notice as nowadays every company has one month notice period. :(.
original documents we dnt prefer to keep
From India, Jaipur
i am looking for a fresher post as a HR generalist. please help (openings in mumbai preferable)
From India, New Delhi
From India, New Delhi
Hi Swathi,
The replys posted by Mr. RSK and Mr. Sajid Ansan are quite impressive they gave some vailuable points i am sure if you follow their words you will overcome some of your problem.
Best Regards
Karthik
From India, Hyderabad
The replys posted by Mr. RSK and Mr. Sajid Ansan are quite impressive they gave some vailuable points i am sure if you follow their words you will overcome some of your problem.
Best Regards
Karthik
From India, Hyderabad
Hi!! All HR Folks!!
Let's accept the fact that this has become a very common practice in almost all the fields across the industry and as HR representatives, what we need to do is get ourselves prepared for such moves in advance & act smartly before we lose valuable time in the whole process. I have adopted below strategy to face such cases-
1. Inserted the language " Subsequent to ------, we are pleased to offer -------------, subject to your joining our organisation on or before___________". This will give the option in our hands to withdraw the offer in case we feel that the candidate is not serious about the job or is extending the same just because he is waiting for some other better option to mature. Simultaneously candidate will also feel the pressure of dates and will not try to play in case he has already resigned in the existing company.
2. Ask for the copy of Resignation letter (exact mail or receipt on Hard copy) submitted in existing organsiation, within two three days of acceptance of offer letter.
3. Always identify two candidates for a position and prioritise them as ONE & TWO based on interview feedback. Suppose Offer Advanced to ONE does not mature than immediately give offer to TWO, this will reduce the lead time in filling the vacancy. This is a very important step and no harm in identifying more than Two people also, if it is not a very highly skilled position. Otherwise in General there is hardly much difference between ONE & TWO.
4. Cross verify in the existing organisation either through COnsultant or myself about the resignation in the existing organsiation.
5. Keep the User department & our bosses updated on the status, this will allow them to be prepared for Contingency. This also sometimes reduces the pressure on HR.
Hope these simple methods will help you to cope up with this situation.
Regards
Salil Sharma
099102 47001
From India, Delhi
Let's accept the fact that this has become a very common practice in almost all the fields across the industry and as HR representatives, what we need to do is get ourselves prepared for such moves in advance & act smartly before we lose valuable time in the whole process. I have adopted below strategy to face such cases-
1. Inserted the language " Subsequent to ------, we are pleased to offer -------------, subject to your joining our organisation on or before___________". This will give the option in our hands to withdraw the offer in case we feel that the candidate is not serious about the job or is extending the same just because he is waiting for some other better option to mature. Simultaneously candidate will also feel the pressure of dates and will not try to play in case he has already resigned in the existing company.
2. Ask for the copy of Resignation letter (exact mail or receipt on Hard copy) submitted in existing organsiation, within two three days of acceptance of offer letter.
3. Always identify two candidates for a position and prioritise them as ONE & TWO based on interview feedback. Suppose Offer Advanced to ONE does not mature than immediately give offer to TWO, this will reduce the lead time in filling the vacancy. This is a very important step and no harm in identifying more than Two people also, if it is not a very highly skilled position. Otherwise in General there is hardly much difference between ONE & TWO.
4. Cross verify in the existing organisation either through COnsultant or myself about the resignation in the existing organsiation.
5. Keep the User department & our bosses updated on the status, this will allow them to be prepared for Contingency. This also sometimes reduces the pressure on HR.
Hope these simple methods will help you to cope up with this situation.
Regards
Salil Sharma
099102 47001
From India, Delhi
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