Dear All,
Iam Raj, working as associate in human resource department, and our company is an startup, we select candidates and we offer the same pay what they expect, after selecting the candidate immediately we send offer letter with prescribed joining date , the candidates accepts the same by sending reply to my offer mail, later on joining date candidate either switch off the mobile or they don't pick calls . finally they don't join on prescribed date, then we be in immense pressure and start looking for other candidates with 0% assurance of them joining us, we had this issues many times past, kindly help me out with this issues
From India, Chennai
1Iam Raj, working as associate in human resource department, and our company is an startup, we select candidates and we offer the same pay what they expect, after selecting the candidate immediately we send offer letter with prescribed joining date , the candidates accepts the same by sending reply to my offer mail, later on joining date candidate either switch off the mobile or they don't pick calls . finally they don't join on prescribed date, then we be in immense pressure and start looking for other candidates with 0% assurance of them joining us, we had this issues many times past, kindly help me out with this issues
From India, Chennai
dear friend,
this is a problem need be looked into for the benefit of the recruitment/selecting of an employee to the organisation you are working for, since the industry on which the startup is you are looking into not known I could not see the fact. the way you are selecting have the merits, also, the candidate may have his/her own reservations hidden in his mind, which need be unlocked, mean time have you tacked some of the candidate you have selected joined in other organisation showing you offer letter and pay with higher income for his benefit? please work out you will get best among the available human resource...
From India, Arcot
this is a problem need be looked into for the benefit of the recruitment/selecting of an employee to the organisation you are working for, since the industry on which the startup is you are looking into not known I could not see the fact. the way you are selecting have the merits, also, the candidate may have his/her own reservations hidden in his mind, which need be unlocked, mean time have you tacked some of the candidate you have selected joined in other organisation showing you offer letter and pay with higher income for his benefit? please work out you will get best among the available human resource...
From India, Arcot
RESPECTED Mr.GOPINATH VARAHAMURTHI SIR,
Thank you soo much for this valuable suggestion and let me answer for your question sir
Question: mean time have you tacked some of the candidate you have selected joined in other organisation showing you offer letter and pay with higher income for his benefit?
Answer: Yep, i tracked few of them and i got to know they got placed into some MNC companies or other startups, Still i do agree that candidates use our offer letter to claim more pay from other companies , is this becoz we give offer letter before one or two months of date of joining of the candidates , so they have enough time to go for interview with other companies with offer in hand , how to sort this issue sir ?
From India, Chennai
Thank you soo much for this valuable suggestion and let me answer for your question sir
Question: mean time have you tacked some of the candidate you have selected joined in other organisation showing you offer letter and pay with higher income for his benefit?
Answer: Yep, i tracked few of them and i got to know they got placed into some MNC companies or other startups, Still i do agree that candidates use our offer letter to claim more pay from other companies , is this becoz we give offer letter before one or two months of date of joining of the candidates , so they have enough time to go for interview with other companies with offer in hand , how to sort this issue sir ?
From India, Chennai
Dear Friend,
In present scenario lot of companies facing same issues. For some enhancement or else employees changes their mind frequently. So, you can take fully assurance from candidates about joining and inquiry candidates job status & his intention before issuing offer letter. And also you can apply undertaking system before issuing offer letter.
Besides that you don't have mention Salary Package in Offer Letter .
From India, Bhubaneswar
In present scenario lot of companies facing same issues. For some enhancement or else employees changes their mind frequently. So, you can take fully assurance from candidates about joining and inquiry candidates job status & his intention before issuing offer letter. And also you can apply undertaking system before issuing offer letter.
Besides that you don't have mention Salary Package in Offer Letter .
From India, Bhubaneswar
Yes it happens with all the industries & the uncertainty is more in IT/ITES industries.
As Gopinath advised while interviewing it is the TA responsibilities to assess the candidate. But still there may be little failures.
Organisation Branding plays vital roles to avoid such scenarios
From India, Bangalore
As Gopinath advised while interviewing it is the TA responsibilities to assess the candidate. But still there may be little failures.
Organisation Branding plays vital roles to avoid such scenarios
From India, Bangalore
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