When HR Makes A Call - CiteHR
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Haii my name obin millan from cochin...
I got a job offer from Cochin hospital..
I did not know how to calculate PF & ESI..
I never use that in my previous experience .
So that , I Kindly request you to give me the instructions of normal ESI & PF rates , rules and regulaions of ESI & PF.
How to calculate & how it works...
I seeking your good reply messages ,(LINKS) tips & instructions .
Thank you so much...
have a nice day..
- obin millan -

_______
Mr Girdhar
please check the replies once again ,
i just asked the question once and kept quiet ,
after that what happened i am not intrested ,,,
i mentioned in the begining of the question ,
"" i am a non HR guy ,,,so i seek HR's advice ""
but why you all are fighting , is at the top of my head.
regards
Attri

Hi Nischal
Recruitment cycle differs from company to company. In certain organizations the process of recruitment will be slow for which the HR cannot be blamed. There might be some reasons for the same like what Poornima have already explained in detail. Even I have come across situations like that where the short listed person will refuses the offer at the last movement and we will be contacting the other candidates who have been rated 2nd or 3rd immediately to close the position. This happens in many concerns.
So you ask your friend to attend the interview but don’t ask for high CTC which might end up in loosing the opportunity.
And Mr. Ravi – If you say that all the HR are crooks, then why still you are working in the same profession. So kindly think twice before commenting on others.

I do very much agree that there is a whole lot of background processes that go into staff recruitment. Sometimes it takes my recruitment team more than 2 months to recruit for a particular position. Reason being that organisations just like individuals like to keep their options very open. Also, in as far as recruitment is concerned, the right person for the right job should take precedence. Having that in mind, even if it is going to take 5 months to recruit for the right person then so be it. As a lot of resources goes into employing staff. So what if he/ she was not the first preference? Is it still not a job?

I say whover it is should go in and prove why he/ she should have been the first option instead of the second. Employment culture is about proving yourself Ravishank and not making unnecessary demands when you have not proved your worth. Consider also that most likely this organisation has a salary structure in place so high demands will mean you loosing out and someone else getting in. Ravishank is wrong. That is a very unprofessional advice you have given Ravishank! Are you telling attri_nishchal's friend to demand a high package and walk out when most likely he/she may be desperate for a job or this is actually the job that is going to tap into his untried capabilities as a worker?

Hmmmm........think about it for a minute right there. I say the person should go for it if still looking for employment and see how it goes.

Hai All,
The fact is that in some instances we try to hire the first shortlisted candidate but if he gets a better offer or if his current organisation has offered him a better salary and retained him then it is usual that we call up the second shortlisted candidate. The purpose of the HR department is to hire the right candidate at the right time at the right price. So it will be unprofessional to demand a high CTC as suggested by one colleague. If you consider HR professionals are crooks then the person who is demanding a higher CTC just because he has been called after 2 months is a worse crook. Please note that each company has got certain CTC for each level and no company goes out of the way to entice or lure a prospective employee into the organisation by paying beyond the stipulated CTC. No professional HR guy will upset the apple cart by doing such acts. This is a common forum so I suggest that you guys think before responding off the cuff.
M.V.KANNAN
Head - HR & Admn

I agree with Dinesh.....
Ravishank, one can not generalised all HR prof. are same or management crooks....
However, its important to find what the HR philosopy and culture of the company...as my experience is the company can be JV of MNC and indian company...by name etc...but HR can be just a name sake function....."HR" word they may have just take to glorify the corporate image...can still have a mind set of extended admin..or personnel or IR dept...may be..and in such cases the culture of of corporate office gets disturbed....

i understand Ravishank may be wrong in his wording ,,,
but what about Purnima ??
"" are you skillfull ....""" ,, """ why sitting without job for 2 months "" is this justified to write
till you know the whole situation .
i means its not me who is idle ,,,its for my friend who is also not idle ....doing good with the grace
of God.
If by any chance a guy like me sitting overseas have extended a hand for seeking help
back home from you guys ,,,,,
then will you give me these sort of intense comments ,,,,
i expect you all are management gurus ,,,,with aleat an MBA degree ,,,,,,so behave ,,,,,
if you read the first comment of this post ,,,
and then Purnima's comment ,,,,
its shocking .....where i have criticised HR ,,,she say ""both of you """
i wonder ,,,the resumes of the guys which were being reviewd by her..
rest is upto you ,,,
regards
Nishchal Attri

Hi Purnima
I also worked as HR Head in my organisation.I do agree with you bcoz most of time we HR people had some restructions to get new employee on board.Directors suddenly ordered to hold any position at any stage and people said that the HR persons made delay.
The circus we hr people done to manage the management and the employees,nobody can understand.
Most of the time different types of audits and visits make us helpless to make decision regarding any post or candidature.
Any way, glad to read your opinion.
Regards
Ravi Kulkarni

Dear all,
I just went through the whole discussion and can easily interpret that here we are trying to play a blame game. As mentioned above, there are many factors that can cause a delay in return call from HR.
One of them can also be that even though you might be thought of as possible candidate for the post and would have been looked as a buffer. This all depends on how well you were evaluated in the initital HR interviews. Recruiters task is to create a pipeline of candidates (as uncertainity is involved in terms of who will join and who will not). Apart from this, the project itself may get postponed for few months from the stipulated time and this also can cause possible delays.
Blaming recruitment process for this will not be apt. You need to live with the process to believe it.
Regards,
Jay Nair

Dear,
i would suggest before deciding anything on company´s behalf first check wether they are a domestic company looking employees for there new unit or they are international company looking employee for there indian unit.
its a general procedure now a days that they collect information online, from recritement company´s etc.. then they call short list & wait once they are ready to strt the units they call for final rounds. and it really needs time. like in my case i knew the company everything was final my name was selected but it still took them six months just because the unit was started.
so u have to know the story from both the sides before deciding anything like higher ctc or quitting.
last but not the least for RAVI i dont feel if somebody is stupid enoughf to paly games of keeping expected new joiness on hold, we r more stupid to call them CROOKS. i dont want to hurt u but we should be always polite for which hr people is always known DIPLOMATIC ANSWERS


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