Dear Seniors,
A candidate was selected in the month of November, and he resigned from his previous employer on Nov 5th. We have insisted that he join within a month. His notice period is 3 months as per their company rules, but he said he can negotiate. Now, their Project Head sent him an email stating that as per rules, it is 90 days from the date of raising the resignation email. He has emailed me asking for my response. Please guide on the best alternative ways he can convince their management so that he can join us as soon as possible due to our immediate requirement. What can I suggest to him?
Thank you.
From India, Bangalore
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8A candidate was selected in the month of November, and he resigned from his previous employer on Nov 5th. We have insisted that he join within a month. His notice period is 3 months as per their company rules, but he said he can negotiate. Now, their Project Head sent him an email stating that as per rules, it is 90 days from the date of raising the resignation email. He has emailed me asking for my response. Please guide on the best alternative ways he can convince their management so that he can join us as soon as possible due to our immediate requirement. What can I suggest to him?
Thank you.
From India, Bangalore
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As per your details, I understand that you are in need of a candidate. However, I think you are keeping that candidate in trouble as well as making them break the rules of another company. Do you think this is good? You still have the option of choosing another candidate who can join immediately.
From India, Madras
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From India, Madras
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Thanks for your valuable suggestions I dont mean to break any of the company Rules infact he himself wants to me suggest the best possible ways in this regard
From India, Bangalore
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From India, Bangalore
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I can understand; he might also be afraid of losing the job offer you made to him. Firstly, try to convince him that you're not going to revoke the offer and that you'd respect the notice period that he has to serve. At the same time, he can try to convince his management to relieve him as early as possible. Ask him to convince his employers that he doesn't wish to run away, but it is also about the new commitments that he's made. He is bound to the old employment, so he wouldn't break the promises there as well, but he would genuinely be obliged if they could accommodate his genuine case.
Hope it helps. :-)
From India, Mumbai
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Hope it helps. :-)
From India, Mumbai
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Hello HUMAN RESOURCE PRACTICES,
Have you checked out if the Notice Period can be bought out?
Frankly, either you or the Company [your client I guess] HR should have delved a bit deeper during the Interview itself on how this candidate proposed to negotiate his NP—since the current situation is, by and large, very common for any resignation. To put it differently, this situation should have been anticipated.
Buying out the NP is only possible if the candidate can hand over his work within the lower NP he proposes to ask for—for which he/she needs to do some groundwork even before he/she resigns formally, since the next step will be the Date of relieving obviously.
Asking for the adjusting of leaves AT THIS STAGE may not be the right way for the candidate to handle the issue—since adjustment comes into the picture ONLY AFTER the informal/formal acceptance of the resignation.
Looking at this from another angle, there is also a chance that the candidate MAY be faking this scenario—for all you know, he/she may have negotiated with his current company for a raise using the Offer—when the negotiation should have been for relieving. I have seen guys doing this. In fact, there are candidates who specifically attend interviews just to get their market value to negotiate a Raise—sort of 'blackmail' I guess.
Regards,
TS
From India, Hyderabad
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Have you checked out if the Notice Period can be bought out?
Frankly, either you or the Company [your client I guess] HR should have delved a bit deeper during the Interview itself on how this candidate proposed to negotiate his NP—since the current situation is, by and large, very common for any resignation. To put it differently, this situation should have been anticipated.
Buying out the NP is only possible if the candidate can hand over his work within the lower NP he proposes to ask for—for which he/she needs to do some groundwork even before he/she resigns formally, since the next step will be the Date of relieving obviously.
Asking for the adjusting of leaves AT THIS STAGE may not be the right way for the candidate to handle the issue—since adjustment comes into the picture ONLY AFTER the informal/formal acceptance of the resignation.
Looking at this from another angle, there is also a chance that the candidate MAY be faking this scenario—for all you know, he/she may have negotiated with his current company for a raise using the Offer—when the negotiation should have been for relieving. I have seen guys doing this. In fact, there are candidates who specifically attend interviews just to get their market value to negotiate a Raise—sort of 'blackmail' I guess.
Regards,
TS
From India, Hyderabad
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