If an employee has joined a company through a placement consultancy and leaves the company within 4 days of joining because he was offered a higher pay, is the consultancy at fault? Or is it the company at fault? Should these details have been verified by the company? What should be done in this situation?
In such a scenario, it is important to assess the circumstances surrounding the employee's quick departure. The company should review its recruitment and onboarding processes to ensure that all necessary checks and verifications are conducted before bringing new hires on board. Additionally, the consultancy should also be mindful of recommending candidates who are genuinely interested in the position and committed to staying with the company for a reasonable period.
Effective communication between all parties involved is crucial to address any issues that may arise from this situation and to prevent similar occurrences in the future. It is recommended to have a clear understanding of expectations, responsibilities, and terms of employment to avoid misunderstandings and sudden departures.
From India, Mumbai
24In such a scenario, it is important to assess the circumstances surrounding the employee's quick departure. The company should review its recruitment and onboarding processes to ensure that all necessary checks and verifications are conducted before bringing new hires on board. Additionally, the consultancy should also be mindful of recommending candidates who are genuinely interested in the position and committed to staying with the company for a reasonable period.
Effective communication between all parties involved is crucial to address any issues that may arise from this situation and to prevent similar occurrences in the future. It is recommended to have a clear understanding of expectations, responsibilities, and terms of employment to avoid misunderstandings and sudden departures.
From India, Mumbai
Generally, recruitment agencies are paid for their candidates after 30, 60, or 90 days of joining, depending on the agreement you have with them. This is done to ensure that if the candidate leaves during that period, it is the agency's responsibility to replace him/her at no additional cost.
However, I have had experiences with recruitment agencies that place candidates saying that they just need to work for 2-3 months, and then they will place them somewhere else after the organization pays them. You might want to check with the candidate why they have left and see if there are gaps in what you have told the recruiter and what the recruiter has told them. More often than not, the agencies are under pressure to meet their targets and often lie to the candidate. This is often a major reason for the new joiner leaving within the first 2 weeks.
Unfortunately, at times, the candidate will leave if he is not comfortable with the team he is placed in.
Cheers,
Keith
From India, Thiruvananthapuram
However, I have had experiences with recruitment agencies that place candidates saying that they just need to work for 2-3 months, and then they will place them somewhere else after the organization pays them. You might want to check with the candidate why they have left and see if there are gaps in what you have told the recruiter and what the recruiter has told them. More often than not, the agencies are under pressure to meet their targets and often lie to the candidate. This is often a major reason for the new joiner leaving within the first 2 weeks.
Unfortunately, at times, the candidate will leave if he is not comfortable with the team he is placed in.
Cheers,
Keith
From India, Thiruvananthapuram
Hi,
Few people have the tendency to appear for interviews in multiple organizations for different positions, and at times, they succeed in getting multiple offers simultaneously. I know one person who is a Chartered Accountant and was recruited for my company. While working for a month or so, HR conducted a background verification for this person from another company. When they spoke to this person, a very interesting thing was revealed. It was his hobby to apply for different positions in different organizations at the same time with modified CVs matching each position he applied for. He justified it as a measure to judge his capabilities to acquire a job in any position. In a very famous BPO, he even did not disclose his professional qualification to get a call center job, and he got it but left after one week. For such people, neither the recruitment agency nor the HR can be blamed for wrong recruitment. However, precautions can be taken by checking the previous experience and the tenure to assess the stability of a candidate, provided he/she does not belong to the above category. Furthermore, before making any offer to any candidate, a background verification/last employer verification is imperative to minimize such incidents.
All the best,
Gopal
From India, Jaipur
Few people have the tendency to appear for interviews in multiple organizations for different positions, and at times, they succeed in getting multiple offers simultaneously. I know one person who is a Chartered Accountant and was recruited for my company. While working for a month or so, HR conducted a background verification for this person from another company. When they spoke to this person, a very interesting thing was revealed. It was his hobby to apply for different positions in different organizations at the same time with modified CVs matching each position he applied for. He justified it as a measure to judge his capabilities to acquire a job in any position. In a very famous BPO, he even did not disclose his professional qualification to get a call center job, and he got it but left after one week. For such people, neither the recruitment agency nor the HR can be blamed for wrong recruitment. However, precautions can be taken by checking the previous experience and the tenure to assess the stability of a candidate, provided he/she does not belong to the above category. Furthermore, before making any offer to any candidate, a background verification/last employer verification is imperative to minimize such incidents.
All the best,
Gopal
From India, Jaipur
Hi Keith,
I agree with you here. However, in this case, the placement was not paid anything for the applicant yet. On finding out the reason, it was told that he got a good offer in a big company, and he will be dealing with international clients as well. Regarding the comfort of the applicant, it was just 4 days since he had joined. He was not even placed in any team until now. He was doing individual study, yet if these things happen only for having received a big offer.
Mr. Gopal,
Even I have seen people applying for interviews at the same time. They even negotiate with another company using one company's offer letter.
Thank you for your replies, and I will consider all those things mentioned here that I have been missing out.
Thanks, Keith. Thanks, Mr. Gopal!!
From India, Mumbai
I agree with you here. However, in this case, the placement was not paid anything for the applicant yet. On finding out the reason, it was told that he got a good offer in a big company, and he will be dealing with international clients as well. Regarding the comfort of the applicant, it was just 4 days since he had joined. He was not even placed in any team until now. He was doing individual study, yet if these things happen only for having received a big offer.
Mr. Gopal,
Even I have seen people applying for interviews at the same time. They even negotiate with another company using one company's offer letter.
Thank you for your replies, and I will consider all those things mentioned here that I have been missing out.
Thanks, Keith. Thanks, Mr. Gopal!!
From India, Mumbai
first and foremost you should provide the correct pay scale on basis of their employee ability.
From India, Mumbai
From India, Mumbai
Hi,
In this type of situation, neither the placement agency nor the organization is at fault. If any person gets a high pay, then it is obvious that he/she will go for the higher pay. If the employee was recruited with the help of a placement agency, then according to the terms and conditions, the process will be completed.
The organization gives a minimum time period to the agencies. If it is not completed, then the manpower is replaced by another.
Here, HR plays a very important role by verifying the actual situation. In this scenario, HR should find the core reason behind the employee leaving the organization and act on that.
From India, Pune
In this type of situation, neither the placement agency nor the organization is at fault. If any person gets a high pay, then it is obvious that he/she will go for the higher pay. If the employee was recruited with the help of a placement agency, then according to the terms and conditions, the process will be completed.
The organization gives a minimum time period to the agencies. If it is not completed, then the manpower is replaced by another.
Here, HR plays a very important role by verifying the actual situation. In this scenario, HR should find the core reason behind the employee leaving the organization and act on that.
From India, Pune
Please check the agreement signed by you. Usually, they will mention that if the employee leaves within three months, they would give a replacement. Employee leaving within a short period for better prospects is becoming common these days. I think we as HR need to do something about this. Any suggestions?
From India, Bangalore
From India, Bangalore
Hello,
Let me first state that there is a word in English, "ethics," which is losing its meaning, for which all of us have to be blamed since we have not been taught properly.
Now coming to the subject:
- It is not a question of who is right or wrong.
- The consultancy people will register each and every candidate who comes to them or is referred to them. So, they are doing their business. As someone has pointed out, the payment is to be given after 2-3 months, and there would be one more clause in the agreement (always an agreement is a must). Suppose the candidate leaves, the replacement would be given free of charge.
- Also, it is the duty of HR to check the candidate's background, history, and if possible, contact the previous employer or its HR (unofficially) to know more about the candidate.
- In fact, within the city, HR people know each other (there is a forum, circle), and they will be able to know about the employees.
- But nowadays, HR is keeping aloof from the employees. That is another reason we do not have proper information.
- Ultimately, the candidates have chosen what they want. Let the company look forward to a better candidate instead of post-mortem and learning lessons from such incidents.
Dr. Nagaraj
From India, Bangalore
Let me first state that there is a word in English, "ethics," which is losing its meaning, for which all of us have to be blamed since we have not been taught properly.
Now coming to the subject:
- It is not a question of who is right or wrong.
- The consultancy people will register each and every candidate who comes to them or is referred to them. So, they are doing their business. As someone has pointed out, the payment is to be given after 2-3 months, and there would be one more clause in the agreement (always an agreement is a must). Suppose the candidate leaves, the replacement would be given free of charge.
- Also, it is the duty of HR to check the candidate's background, history, and if possible, contact the previous employer or its HR (unofficially) to know more about the candidate.
- In fact, within the city, HR people know each other (there is a forum, circle), and they will be able to know about the employees.
- But nowadays, HR is keeping aloof from the employees. That is another reason we do not have proper information.
- Ultimately, the candidates have chosen what they want. Let the company look forward to a better candidate instead of post-mortem and learning lessons from such incidents.
Dr. Nagaraj
From India, Bangalore
Look, I work for an MNC that is involved in sourcing candidates and payroll services. It is never our endeavor to source candidates who would eventually quit. It is not in our interest because there is a replacement clause which states that for a specific period of time, in the event that our candidate leaves within that period, we have to source another without any fees to replace them. So, what this situation practically does is increase our costs without adding any value. Additionally, MNCs generally focus on their long-term gains, and in this age of cut-throat competition, we cannot entertain such short-term gains.
Why I am sharing this with you is that it is important to understand who you are partnering with. A placement agency will never consider such aspects. There are many big players in the market who have to consider various variables, which may not receive any attention from placement agencies. Therefore, please choose an option that will benefit you in the future. A right partner will leverage your competencies, and you will not have to worry about such issues.
From India, Delhi
Why I am sharing this with you is that it is important to understand who you are partnering with. A placement agency will never consider such aspects. There are many big players in the market who have to consider various variables, which may not receive any attention from placement agencies. Therefore, please choose an option that will benefit you in the future. A right partner will leverage your competencies, and you will not have to worry about such issues.
From India, Delhi
Thank you all for sharing your thoughts. I personally believe that we need to mature a bit in this situation and consider the resources' perspective as well. It's common for a resource to seek the best offer, whether it's directly or through a recruitment firm. I think that's what happened in the scenario mentioned earlier.
Regarding background checks, there's no need to call anyone. You can simply check Google, Facebook, LinkedIn, etc., to gather information about the resource. By making unnecessary calls, you only make things more difficult for everyone and risk spreading rumors. Nowadays, references are usually shared only after the final offer to avoid such unnecessary inquiries. In my experience, calling rarely provides more information than what can be found on social media platforms.
We should strategize on how to prevent these situations. We can learn a lot from how U.S. employers treat new employees compared to our practices. Let's reflect on this and plan accordingly. There is much we can learn from the approaches in the U.K. and the U.S. regarding this matter.
From India, Mumbai
Regarding background checks, there's no need to call anyone. You can simply check Google, Facebook, LinkedIn, etc., to gather information about the resource. By making unnecessary calls, you only make things more difficult for everyone and risk spreading rumors. Nowadays, references are usually shared only after the final offer to avoid such unnecessary inquiries. In my experience, calling rarely provides more information than what can be found on social media platforms.
We should strategize on how to prevent these situations. We can learn a lot from how U.S. employers treat new employees compared to our practices. Let's reflect on this and plan accordingly. There is much we can learn from the approaches in the U.K. and the U.S. regarding this matter.
From India, Mumbai
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