Hello Seniors,
We are a BPO company, and I am the only HR here. So far, we have been handling recruitment through databases and referrals. Now, I need to set up a new team of 10 agents for which I am consulting a vendor. Due to cost constraints, we have asked the vendor to charge the candidate and not the company. This is okay with him, but he insists that since the candidate may not pay him once he joins, we should deduct from the candidate's salary and pay him.
How do I execute this? What agreement do I need to prepare? How can we ensure that this information is communicated to the candidate? Should this be included in the offer letter or appointment letter? I would like to make this process as transparent as possible. I have not dealt with vendors before. Please help.
Pavan Aundhekar
From India, Mumbai
Acknowledge(0)
Amend(0)
12We are a BPO company, and I am the only HR here. So far, we have been handling recruitment through databases and referrals. Now, I need to set up a new team of 10 agents for which I am consulting a vendor. Due to cost constraints, we have asked the vendor to charge the candidate and not the company. This is okay with him, but he insists that since the candidate may not pay him once he joins, we should deduct from the candidate's salary and pay him.
How do I execute this? What agreement do I need to prepare? How can we ensure that this information is communicated to the candidate? Should this be included in the offer letter or appointment letter? I would like to make this process as transparent as possible. I have not dealt with vendors before. Please help.
Pavan Aundhekar
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Pavan,
Please don't make things difficult for yourself. Once you have decided not to pay the vendor and have clearly communicated this to the vendor, let the vendor handle it himself. Do not include these clauses in the appointment letter.
If you want to help the vendor, what you can do is, once you select the candidate, you can send the offer letter (not the appointment letter) through the vendor. This would assist the vendor in convincing the candidate to pay him. The candidate can cross-check with you to verify its authenticity. You can also mention your contact number on the offer letter. If the candidate is unable to pay immediately but is willing to pay upon receiving the first salary, let the vendor collect a cheque from the candidate. Discuss all these details verbally with the vendor. Avoid putting them in writing. I am confident the vendor can manage it.
All the best.
Regards, Alex Praveen.
From India, Secunderabad
Acknowledge(0)Amend(0)
Please don't make things difficult for yourself. Once you have decided not to pay the vendor and have clearly communicated this to the vendor, let the vendor handle it himself. Do not include these clauses in the appointment letter.
If you want to help the vendor, what you can do is, once you select the candidate, you can send the offer letter (not the appointment letter) through the vendor. This would assist the vendor in convincing the candidate to pay him. The candidate can cross-check with you to verify its authenticity. You can also mention your contact number on the offer letter. If the candidate is unable to pay immediately but is willing to pay upon receiving the first salary, let the vendor collect a cheque from the candidate. Discuss all these details verbally with the vendor. Avoid putting them in writing. I am confident the vendor can manage it.
All the best.
Regards, Alex Praveen.
From India, Secunderabad
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Labr laws for Vendor compliance Management.pdf
2-RECRUITMENT PROCESS-2.doc
Performance Management Process - Power Point Presentation.pp t