Dear All !
How would you approach candidature of your ex-employee for reemployment? Would you consider the same positively or negatively? And why?
If the top management asks for your opinion (not case specific) as reemployment in general, what would you opine?
Thanks !
From India, New Delhi
29How would you approach candidature of your ex-employee for reemployment? Would you consider the same positively or negatively? And why?
If the top management asks for your opinion (not case specific) as reemployment in general, what would you opine?
Thanks !
From India, New Delhi
Hi Hiten,
I am new to this community, just joined today. I would say, we can consider reemployement of an ex if the employee is deserving. ie if the person is hard working, got good credentials. It helps bcoz the person would be knowing about the company, culture & ethos, job profile etc. So training such a person wouldnt be difficult also.
I suggest it should be taken positively.
Cheers,
Sowjanya
From India, Bangalore
I am new to this community, just joined today. I would say, we can consider reemployement of an ex if the employee is deserving. ie if the person is hard working, got good credentials. It helps bcoz the person would be knowing about the company, culture & ethos, job profile etc. So training such a person wouldnt be difficult also.
I suggest it should be taken positively.
Cheers,
Sowjanya
From India, Bangalore
One of the main criterias on which my decision would be based would be the reason behind his leaving the company earlier. Regards, Santosh Verma.
From India, Bangalore
From India, Bangalore
Currently I am working with the same organisation with whom I had given a resignation one yr ago,, and now joined after one yr, its three months now,,,...
MMMM cant tell about the company ,,, as in my old company I knew the environment, am an excellent performer,, hardworking, having some contracts in top management .. top management favours me,, so i cld get back here , otherwise cant tell where i would have been,,, may Be what i think is u shld give a chance to X employee,, provided he fulfils my conditions...
From India, Pune
MMMM cant tell about the company ,,, as in my old company I knew the environment, am an excellent performer,, hardworking, having some contracts in top management .. top management favours me,, so i cld get back here , otherwise cant tell where i would have been,,, may Be what i think is u shld give a chance to X employee,, provided he fulfils my conditions...
From India, Pune
By my conditions i meant my qualities , situation ,,, he shld know the environment, be an excellent performer,, hardworking, having some contracts in top management .. top management favours him,
From India, Pune
From India, Pune
Hi,
It all depends on the ex employees behavior. If he left the company with proper notice and in a professional way and also from performance wise if candidate is good then definitly we should hire the candidate. Because it would have positive impact on the present employees.
Joining back of a ex employees is a green signal that our present company is far better than other companies.
But on the other hand if an ex employee left company with our proper notice then we should consider him at any cost. As this would indicate that company is urgent need of resources and it is unable to get from market.
And this case ex employee will over estimate himself.
So it all depened upon case to case.
Thanks,
Rajesh Chhikara
Manager - HR
EarlySail Software Pvt Ltd
From India, New Delhi
It all depends on the ex employees behavior. If he left the company with proper notice and in a professional way and also from performance wise if candidate is good then definitly we should hire the candidate. Because it would have positive impact on the present employees.
Joining back of a ex employees is a green signal that our present company is far better than other companies.
But on the other hand if an ex employee left company with our proper notice then we should consider him at any cost. As this would indicate that company is urgent need of resources and it is unable to get from market.
And this case ex employee will over estimate himself.
So it all depened upon case to case.
Thanks,
Rajesh Chhikara
Manager - HR
EarlySail Software Pvt Ltd
From India, New Delhi
Hi Rajesh !
Thanks for your comments, I appreciate.
Now let us take a case where an above average employee left your organisation (for example a sales representative or a QC Chemist). He left after giving stipulated notice also. Now after a year or so he applies to you. since his performance was above average, his conduct and interpersonal relation were good also. In this scenario you would consider him / her. But at the same time you have other sales representatives or Qc chemist with you who are performing average or above average. The new candidate by virtue of his changing job will in all probability would have risen to salary level higher than the other members of your team. His inclusion is likely to create disturbance in your pay levels. Certainly this would be Win - lose situation (employee returning - employee with you)
How would you deal with it? And if you decide to hire him back, what 'Value addition'you will look for in the candidate?
Thanks !
From India, New Delhi
Thanks for your comments, I appreciate.
Now let us take a case where an above average employee left your organisation (for example a sales representative or a QC Chemist). He left after giving stipulated notice also. Now after a year or so he applies to you. since his performance was above average, his conduct and interpersonal relation were good also. In this scenario you would consider him / her. But at the same time you have other sales representatives or Qc chemist with you who are performing average or above average. The new candidate by virtue of his changing job will in all probability would have risen to salary level higher than the other members of your team. His inclusion is likely to create disturbance in your pay levels. Certainly this would be Win - lose situation (employee returning - employee with you)
How would you deal with it? And if you decide to hire him back, what 'Value addition'you will look for in the candidate?
Thanks !
From India, New Delhi
Hi Hitesh
You can consider your ex-employee for reemployment based on his past records in your organization.
You can have a word with the group that he was working for and / or the TL he was reporting to and find out whether he was a critical resource / productive person / etc...
Based on these few points you can definitely look hiring him / her again
You should discuss all your point of views with your director / supervisor in HR and the respective vertical which you are looking at hiring the person
I hope this would answer some of your questions
Thanks and regards
Ankita
You can consider your ex-employee for reemployment based on his past records in your organization.
You can have a word with the group that he was working for and / or the TL he was reporting to and find out whether he was a critical resource / productive person / etc...
Based on these few points you can definitely look hiring him / her again
You should discuss all your point of views with your director / supervisor in HR and the respective vertical which you are looking at hiring the person
I hope this would answer some of your questions
Thanks and regards
Ankita
Hiu Hiten ,
If one applies for reempoloyement it doesnot mean that we have to select him. We can put our own condidtions and if he agrees to those conditions then only we can go for that candidate.
First of all we need to see whether there is a suitable vacancy open for him. 2ndly we can let him know what we can offer him particular amount as salary, if he agrees to that then its fine otherwise there is no need to give him extra ordinary raise.
Though it may be quite possible that he might have learned some new tricks and might have gained some extra knowledge which other employees in company does not have , then in that case we can offer him some premium.
Atlast i would say it would involve a lot if subjectivity to take decision on this issue and its better to invlove top people and direct managers while taking this decision.
Thanks,
Rajesh Chhikara
Manager-HR
EarlySail Software Pvt Ltd
From India, New Delhi
If one applies for reempoloyement it doesnot mean that we have to select him. We can put our own condidtions and if he agrees to those conditions then only we can go for that candidate.
First of all we need to see whether there is a suitable vacancy open for him. 2ndly we can let him know what we can offer him particular amount as salary, if he agrees to that then its fine otherwise there is no need to give him extra ordinary raise.
Though it may be quite possible that he might have learned some new tricks and might have gained some extra knowledge which other employees in company does not have , then in that case we can offer him some premium.
Atlast i would say it would involve a lot if subjectivity to take decision on this issue and its better to invlove top people and direct managers while taking this decision.
Thanks,
Rajesh Chhikara
Manager-HR
EarlySail Software Pvt Ltd
From India, New Delhi
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