Hi friends, One of my friends was interviewed (technical) telephonically by an MNC two months ago. My friend was hoping for the next round as he had a really good interview, but no communication was made to him. Now, all of a sudden, after 2 months, the HR called and asked him to appear for a personal interview.
I am not an HR expert, but I think in these 2 months, they might have searched for a more suitable candidate. However, the results were not promising, so I believe my friend is the closest candidate suited for this job. Although he still has to appear for a personal interview.
Please share what the expert HR professionals in this forum think?
Regards
From Korea
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2I am not an HR expert, but I think in these 2 months, they might have searched for a more suitable candidate. However, the results were not promising, so I believe my friend is the closest candidate suited for this job. Although he still has to appear for a personal interview.
Please share what the expert HR professionals in this forum think?
Regards
From Korea
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Dear Nischal, please ask your friend to investigate the market position of that company. Inquire about the brand reputation, how the company is perceived in the job market, etc. If possible, suggest that he speak with current and former employees as well. This will provide him with a better understanding of the company's culture.
It is noteworthy that there was no communication from the company for two months. The lack of communication is somewhat surprising and should be taken note of.
For Ravishank: Please exercise caution before making sweeping statements like "All HR people are management crooks so beware." Such stereotyping does not bode well.
Okay...
[Dinesh V Divekar]
From India, Bangalore
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It is noteworthy that there was no communication from the company for two months. The lack of communication is somewhat surprising and should be taken note of.
For Ravishank: Please exercise caution before making sweeping statements like "All HR people are management crooks so beware." Such stereotyping does not bode well.
Okay...
[Dinesh V Divekar]
From India, Bangalore
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Understanding HR Delays in Recruitment
You two are quite over-criticizing the situation. The scenario you mentioned is indeed true; after one interview, HR might make a call after 2 or 4 months. There are many processes and decisions that need to be completed before bringing any candidate on board. Candidates often interpret this as HR delaying the situation. But my question is, when the HR department is tasked with recruiting new employees, why should they delay the process?
Evaluating HR Decisions
The second point is that you mentioned HR made a call after 2 months and 4 months in both cases. Mr. Ravishankar is suggesting his friend Mr. Nischal demand a high CTC or quit. My question to both of you is, "Are you both so knowledgeable and skillful that any company should recruit you just like that? If yes, then why were you both sitting without a job for so many months?"
Corporate Recruitment Realities
When you enter the corporate world, you will understand the thousands of activities that are carried out before a company recruits any candidate. It might take as little as 1 week or as long as 2 months.
I also accept that, in some cases, what you have mentioned can be true. But it's not the same all the time. You should be thankful that the opportunity came back to you because the company finds you capable enough to work with.
Regards
From India, Mumbai
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You two are quite over-criticizing the situation. The scenario you mentioned is indeed true; after one interview, HR might make a call after 2 or 4 months. There are many processes and decisions that need to be completed before bringing any candidate on board. Candidates often interpret this as HR delaying the situation. But my question is, when the HR department is tasked with recruiting new employees, why should they delay the process?
Evaluating HR Decisions
The second point is that you mentioned HR made a call after 2 months and 4 months in both cases. Mr. Ravishankar is suggesting his friend Mr. Nischal demand a high CTC or quit. My question to both of you is, "Are you both so knowledgeable and skillful that any company should recruit you just like that? If yes, then why were you both sitting without a job for so many months?"
Corporate Recruitment Realities
When you enter the corporate world, you will understand the thousands of activities that are carried out before a company recruits any candidate. It might take as little as 1 week or as long as 2 months.
I also accept that, in some cases, what you have mentioned can be true. But it's not the same all the time. You should be thankful that the opportunity came back to you because the company finds you capable enough to work with.
Regards
From India, Mumbai
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I would say that it's dependent on the situation. There could be many reasons that affect the situation intentionally or unintentionally. It might be that the position got closed and they didn't find the exact match, and they want to replace the current one from another. It might be that there is a need for a larger team or to expand the current team size. It might be that the position got frozen or put on hold. So many reasons could be there. If you are still looking for a job change, then it's up to you whether you want to apply for the same or not. Stay positive.
I partially agree with "Ms. Purnima" that no one has the right to blame HR in this regard, as I already mentioned there could be many reasons behind that situation.
An important thing I would like to say is that this is a vicious circle: companies need employees, and employees need companies. So, we all have to respect each other's work.
Regards
From India, New Delhi
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I partially agree with "Ms. Purnima" that no one has the right to blame HR in this regard, as I already mentioned there could be many reasons behind that situation.
An important thing I would like to say is that this is a vicious circle: companies need employees, and employees need companies. So, we all have to respect each other's work.
Regards
From India, New Delhi
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The Role of HR in Recruitment
A position arises in an organization based on the requirements provided by the technical team, marketing, consulting team, etc. HR will post the advertisement, use the criteria, and then shortlist candidates for an interview. There are multiple instances where the requirement itself is closed due to a non-committing client, project closure, etc. How can anyone hold HR responsible for that?
Response to Ravishank's Statement
I strongly resent that statement of Ravishank. I don't think Mr. Ravishank has any right to comment on an HR person like that when he himself advises people to demand a high salary and then walk out. How professional is a person who exploits the situation and calls others crooks? Let the readers in this forum decide about that.
From India, Madras
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A position arises in an organization based on the requirements provided by the technical team, marketing, consulting team, etc. HR will post the advertisement, use the criteria, and then shortlist candidates for an interview. There are multiple instances where the requirement itself is closed due to a non-committing client, project closure, etc. How can anyone hold HR responsible for that?
Response to Ravishank's Statement
I strongly resent that statement of Ravishank. I don't think Mr. Ravishank has any right to comment on an HR person like that when he himself advises people to demand a high salary and then walk out. How professional is a person who exploits the situation and calls others crooks? Let the readers in this forum decide about that.
From India, Madras
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Mr. Ravishank, my apologies if I have said anything offensive. However, you could have mentioned the complete situation, that you are currently employed somewhere but are looking for a new job. It is a common tendency among freshers to blame company processes or specific departments when faced with rejection. That's why I assumed earlier that you were unemployed.
Understanding the Recruitment Process
If you are genuinely against HR, then I cannot assist you further. In our previous conversation, I also explained that various factors influence the recruitment cycle. Let me illustrate this with an example: suppose you attended an interview in a company. The department head interviewed you and asked you to wait for HR to follow up regarding further proceedings. Similarly, they might have interviewed other candidates as well. In the candidate ranking, you might be in the 2nd position. Therefore, HR will first contact the 1st ranked person to complete all formalities, which can take anywhere from a week to a month. Sometimes, candidates decline job offers at the last moment, leading to the 2nd ranked candidate being contacted. If even the 2nd candidate declines, then the 3rd will be considered, or fresh interviews will be conducted. This is an internal process that HR handles. Do you expect HR personnel to provide explanations to all candidates about internal proceedings?
Advice for Aspiring HR Professionals
I doubt you work in HR; otherwise, you would have understood this process. Instead of being critical, try to analyze the situation, as it will benefit you in the future. There may come a time in your career when you have to keep a candidate on hold because, as an HR professional, you wouldn't want to lose a good, capable candidate for your organization.
The comments you made are from a candidate's perspective. Therefore, I urge you to understand your own profession rather than placing blame on it.
From India, Mumbai
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Understanding the Recruitment Process
If you are genuinely against HR, then I cannot assist you further. In our previous conversation, I also explained that various factors influence the recruitment cycle. Let me illustrate this with an example: suppose you attended an interview in a company. The department head interviewed you and asked you to wait for HR to follow up regarding further proceedings. Similarly, they might have interviewed other candidates as well. In the candidate ranking, you might be in the 2nd position. Therefore, HR will first contact the 1st ranked person to complete all formalities, which can take anywhere from a week to a month. Sometimes, candidates decline job offers at the last moment, leading to the 2nd ranked candidate being contacted. If even the 2nd candidate declines, then the 3rd will be considered, or fresh interviews will be conducted. This is an internal process that HR handles. Do you expect HR personnel to provide explanations to all candidates about internal proceedings?
Advice for Aspiring HR Professionals
I doubt you work in HR; otherwise, you would have understood this process. Instead of being critical, try to analyze the situation, as it will benefit you in the future. There may come a time in your career when you have to keep a candidate on hold because, as an HR professional, you wouldn't want to lose a good, capable candidate for your organization.
The comments you made are from a candidate's perspective. Therefore, I urge you to understand your own profession rather than placing blame on it.
From India, Mumbai
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Hi,
I do agree that since this is an HR forum, no one has the right to blame HR or use bad language towards HR people or management. The HR forum is meant for sharing views, ideas, and good professional experiences, not for blaming.
Regards,
Kala.
From India, Mumbai
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I do agree that since this is an HR forum, no one has the right to blame HR or use bad language towards HR people or management. The HR forum is meant for sharing views, ideas, and good professional experiences, not for blaming.
Regards,
Kala.
From India, Mumbai
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In this regard, I would like to address that it is not a matter of joke or fun to hire a candidate without any prior discussion with the management of a company or the concerned department. In the recruitment cycle, numerous processes are involved, so I believe that it might have taken this much time.
Yes, I agree that a 2-month wait is quite lengthy, but sometimes the situation may not allow the company to hire a new candidate immediately.
Ms. Poornima is correct.
Thank you.
From India, Bhubaneswar
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Yes, I agree that a 2-month wait is quite lengthy, but sometimes the situation may not allow the company to hire a new candidate immediately.
Ms. Poornima is correct.
Thank you.
From India, Bhubaneswar
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hi jaya can u plz provide me some kind of questionnaries on employeed saticfaction survey process or some similar process
From India, Bhopal
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From India, Bhopal
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Hi Nischal, recruitment cycles differ from company to company. In certain organizations, the recruitment process can be slow, and the HR department cannot be blamed for this. There might be reasons for the delay, as Poornima has already explained in detail. I have also encountered situations where the shortlisted candidate refuses the offer at the last moment, and we have to contact the other candidates who were rated second or third to fill the position. This happens in many organizations.
So, ask your friend to attend the interview, but advise them not to demand a high CTC, as it might result in losing the opportunity.
And Mr. Ravi – if you say that all HR professionals are crooks, then why are you still working in the same profession? Kindly think twice before commenting on others.
From India, Madras
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So, ask your friend to attend the interview, but advise them not to demand a high CTC, as it might result in losing the opportunity.
And Mr. Ravi – if you say that all HR professionals are crooks, then why are you still working in the same profession? Kindly think twice before commenting on others.
From India, Madras
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I do very much agree that there are a whole lot of background processes that go into staff recruitment. Sometimes, it takes my recruitment team more than two months to recruit for a particular position. The reason is that organizations, just like individuals, like to keep their options very open. Also, 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 five months to recruit the right person, then so be it, as a lot of resources go into employing staff. So what if he/she was not the first preference? Is it still not a job?
I say whoever 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 organization has a salary structure in place, so high demands will mean you losing out and someone else getting in. Ravishank is wrong. That is 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.
From Ghana, Accra
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I say whoever 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 organization has a salary structure in place, so high demands will mean you losing out and someone else getting in. Ravishank is wrong. That is 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.
From Ghana, Accra
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The fact is that in some instances, we try to hire the first shortlisted candidate. Still, if he receives a better offer or if his current organization has offered him a better salary and retained him, then it is usual for us to call up the second shortlisted candidate. The purpose of the HR department is to hire the right candidate at the right time and at the right price. Therefore, it would be unprofessional to demand a high cost to the company (CTC), as suggested by one colleague. If you consider HR professionals as unethical, then the person demanding a higher CTC just because he has been called after 2 months is even more unethical. It is important to note that each company has a specific CTC for each level, and no company goes out of its way to entice or lure a prospective employee into the organization by paying beyond the stipulated CTC. A professional HR practitioner would not upset the apple cart by engaging in such actions. This is a public forum, so I suggest that you all think carefully before responding off the cuff.
Regards,
M.V.KANNAN Head - HR & Admn
From India, Madras
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Regards,
M.V.KANNAN Head - HR & Admn
From India, Madras
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I understand Ravishank may be wrong in his wording, but what about Purnima? "Are you skillful..." "Why sitting without a job for 2 months?" Is this justified to write until you know the whole situation?
I mean it's not me who is idle; it's for my friend who is also not idle, doing well with the grace of God. If by any chance a guy like me sitting overseas has extended a hand for seeking help back home from you guys, will you give me these sorts of intense comments?
I expect you all are management gurus with at least an MBA degree, so behave. If you read the first comment of this post and then Purnima's comment, it's shocking where I have criticized HR; she says "both of you." I wonder about the resumes of the guys which were being reviewed by her.
Rest is up to you.
Regards, Nishchal Attri.
From Korea
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I mean it's not me who is idle; it's for my friend who is also not idle, doing well with the grace of God. If by any chance a guy like me sitting overseas has extended a hand for seeking help back home from you guys, will you give me these sorts of intense comments?
I expect you all are management gurus with at least an MBA degree, so behave. If you read the first comment of this post and then Purnima's comment, it's shocking where I have criticized HR; she says "both of you." I wonder about the resumes of the guys which were being reviewed by her.
Rest is up to you.
Regards, Nishchal Attri.
From Korea
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Dear all,
I have gone through the entire discussion, and it is evident that we seem to be engaging in a blame game here. As mentioned earlier, several factors can cause a delay in receiving a return call from HR. One of these factors could be that, even if you were considered a potential candidate for the position, you may have been viewed as a backup option. This is contingent upon how well you performed in the initial HR interviews. The recruiters' responsibility is to establish a pool of candidates, given the uncertainty of who will ultimately accept an offer. Furthermore, project timelines may be extended by a few months beyond the originally scheduled timeframe, contributing to potential delays.
Blaming the recruitment process for such delays may not be appropriate. It is essential to trust and understand the process.
Regards,
Jay Nair
From India, Bangalore
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I have gone through the entire discussion, and it is evident that we seem to be engaging in a blame game here. As mentioned earlier, several factors can cause a delay in receiving a return call from HR. One of these factors could be that, even if you were considered a potential candidate for the position, you may have been viewed as a backup option. This is contingent upon how well you performed in the initial HR interviews. The recruiters' responsibility is to establish a pool of candidates, given the uncertainty of who will ultimately accept an offer. Furthermore, project timelines may be extended by a few months beyond the originally scheduled timeframe, contributing to potential delays.
Blaming the recruitment process for such delays may not be appropriate. It is essential to trust and understand the process.
Regards,
Jay Nair
From India, Bangalore
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I would suggest before deciding anything on the company's behalf, first check whether they are a domestic company looking for employees for their new unit or an international company looking for employees for their Indian unit. It's a general procedure nowadays that they collect information online, from recruitment companies, etc. Then they shortlist and wait until they are ready to start the units; they call for final rounds. 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 starting.
So, you have to know the story from both sides before deciding anything like a higher CTC or quitting.
Last but not least, for RAVI, I don't feel if somebody is stupid enough to play games of keeping expected new joiners on hold, we are more stupid to call them crooks. I don't want to hurt you, but we should always be polite, for which HR people are always known for diplomatic answers.
Regards
From India, Dhanbad
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So, you have to know the story from both sides before deciding anything like a higher CTC or quitting.
Last but not least, for RAVI, I don't feel if somebody is stupid enough to play games of keeping expected new joiners on hold, we are more stupid to call them crooks. I don't want to hurt you, but we should always be polite, for which HR people are always known for diplomatic answers.
Regards
From India, Dhanbad
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One reason could be that the MNC first conducted telephonic interviews for all suitable candidates. As it is an MNC, a lot of candidates would have applied for that particular post. Therefore, telephonic interviews were conducted for all those suitable candidates, and the company is now calling the shortlisted candidates for a personal interview. Another reason could be that the hiring decision for the particular post was put on hold for some reason. When HR got the green light, they then contacted your friend. Whatever the reason, it is always advisable to go well-prepared for the interview.
Regards,
Swati Verma
From India, Delhi
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Regards,
Swati Verma
From India, Delhi
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I would suggest before deciding anything on the company's behalf, first check whether they are a domestic company looking for employees for their new unit or an international company looking for employees for their Indian unit.
It's a general procedure nowadays that they collect information online, from recruitment companies, etc. Then they shortlist candidates and wait. Once they are ready to start the units, they call for final rounds. 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 starting.
So, you have to know the story from both sides before deciding anything like a higher CTC or quitting.
Last but not least, for RAVI, I don't feel if somebody is stupid enough to play games of keeping expected new joiners on hold, we are more stupid to call them CROOKS. I don't want to hurt you, but we should always be polite, for which HR people are always known for diplomatic answers.
Pinky
More at https://www.citehr.com/252767-when-h...#ixzz0ngp4d4qA
From India, Dhanbad
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It's a general procedure nowadays that they collect information online, from recruitment companies, etc. Then they shortlist candidates and wait. Once they are ready to start the units, they call for final rounds. 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 starting.
So, you have to know the story from both sides before deciding anything like a higher CTC or quitting.
Last but not least, for RAVI, I don't feel if somebody is stupid enough to play games of keeping expected new joiners on hold, we are more stupid to call them CROOKS. I don't want to hurt you, but we should always be polite, for which HR people are always known for diplomatic answers.
Pinky
More at https://www.citehr.com/252767-when-h...#ixzz0ngp4d4qA
From India, Dhanbad
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HR People are Crooks?
What a nerve for this individual! I see a boastful and conceited person behind such a statement. And he may still be living in the past when people had to "suck up" to managers and HR managers in particular. Come back to earth. Live in the 21st Century.
I have been in HR Management for over 30 years and have risen to the level of a Strategic partner with corporate, national, and international scope and growth. This I have achieved by valuing people and contribution, adding value to people through sensible human resources practices.
For a moment sit back and think... could this particular scenario have been like this: Interview concluded, candidates shortlisted in the order of: (A) Best suited Lowest Pay (B) Best suited Medium pay (C) Best suited High Pay
Imagine you are called back for the second interview... you are the person (C) Best suited High Pay
What is your opinion of the HR person now?
In many organizations, the HR person is a "service provider" to other managers. They have to match each candidate as required by the user department, and that too within the constraints of budget, etc.
So don't shoot the messenger.
From Saudi Arabia, Riyadh
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What a nerve for this individual! I see a boastful and conceited person behind such a statement. And he may still be living in the past when people had to "suck up" to managers and HR managers in particular. Come back to earth. Live in the 21st Century.
I have been in HR Management for over 30 years and have risen to the level of a Strategic partner with corporate, national, and international scope and growth. This I have achieved by valuing people and contribution, adding value to people through sensible human resources practices.
For a moment sit back and think... could this particular scenario have been like this: Interview concluded, candidates shortlisted in the order of: (A) Best suited Lowest Pay (B) Best suited Medium pay (C) Best suited High Pay
Imagine you are called back for the second interview... you are the person (C) Best suited High Pay
What is your opinion of the HR person now?
In many organizations, the HR person is a "service provider" to other managers. They have to match each candidate as required by the user department, and that too within the constraints of budget, etc.
So don't shoot the messenger.
From Saudi Arabia, Riyadh
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Hi,
Even I call some candidates after a 1 or 2-month gap. Sometimes the situations are like this. Maybe the position was filled, and it is open again, so HR will call those who were telephonically passed at that time but were not asked for a personal round as the position closed at that time.
From India, Gurgaon
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Even I call some candidates after a 1 or 2-month gap. Sometimes the situations are like this. Maybe the position was filled, and it is open again, so HR will call those who were telephonically passed at that time but were not asked for a personal round as the position closed at that time.
From India, Gurgaon
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I totally agree with Pournima. She has explained the process very well. The most important thing is to receive an opportunity, even if you are not jobless but looking for a better place, right? Beginning your career in HR, how can you talk about HR people like this? If you know everything, then you should understand everything and help people make the right decision for their career and not misguide them.
Before asking for a high salary, one should know their own capabilities and ask themselves if they are worth that, or else they will make a fool of themselves and lose a good opportunity.
"You'll never understand the reason until you look deep enough into the cut to see the emotional pain that put it there."
Thanks & Regards,
Supriya
From India, Mumbai
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Before asking for a high salary, one should know their own capabilities and ask themselves if they are worth that, or else they will make a fool of themselves and lose a good opportunity.
"You'll never understand the reason until you look deep enough into the cut to see the emotional pain that put it there."
Thanks & Regards,
Supriya
From India, Mumbai
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When a person receives a call after a gap of 2 months, there may be numerous reasons, but I feel the most important thing is that he has received the call again. So, take it as a positive thing. If he is really interested in the job profile, then he should attend the interview.
Sometimes, it happens that the management makes a decision to recruit a person for a certain position, but due to various reasons, the vacancy may be put on hold. In that case, such things can happen. Therefore, it is not always true that somebody was appointed, left, and now they are searching for that position again. I believe that to get an idea about the situation, a person should attend the interview. After all, attending an interview for a good job profile will not go to waste.
From India, Pune
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Sometimes, it happens that the management makes a decision to recruit a person for a certain position, but due to various reasons, the vacancy may be put on hold. In that case, such things can happen. Therefore, it is not always true that somebody was appointed, left, and now they are searching for that position again. I believe that to get an idea about the situation, a person should attend the interview. After all, attending an interview for a good job profile will not go to waste.
From India, Pune
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Well done, Purnima! I truly appreciate Purnima's point of view. A true HR professional who has been handling recruitments very well knows how the entire structure flows. She is absolutely correct that a position might take a week, and a position might be delayed for a month. Candidates presume that the delay is from the HR side, which, in general, is not. There can be many reasons for the delay.
It was truly shocking to read that HR professionals are considered management crooks. I humbly request people who have such perceptions against the HR profession to understand the true meaning of "HUMAN RESOURCE."
Regards,
Shailja
From India, Gurgaon
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It was truly shocking to read that HR professionals are considered management crooks. I humbly request people who have such perceptions against the HR profession to understand the true meaning of "HUMAN RESOURCE."
Regards,
Shailja
From India, Gurgaon
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I agree with what Purnima said above. Friends, we need to understand the functionality of any department first and the route it follows. There are several procedures, rules, and regulations through which any company operates, and the same applies to the HR department, which is somewhat different from others.
I believe there is no point in blaming HR for such delays. Sometimes positions are put on hold, and sometimes last-minute backouts occur, leading to the restart of the recruitment process. Purnima's suggestions above are true and fair.
Thanks & Regards,
Roshan Pratihast
Manager (HR & Compliance)
SDPC, New Delhi
Email: [Email Removed For Privacy Reasons]
From India, Chandigarh
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I believe there is no point in blaming HR for such delays. Sometimes positions are put on hold, and sometimes last-minute backouts occur, leading to the restart of the recruitment process. Purnima's suggestions above are true and fair.
Thanks & Regards,
Roshan Pratihast
Manager (HR & Compliance)
SDPC, New Delhi
Email: [Email Removed For Privacy Reasons]
From India, Chandigarh
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Hi, this is Ganesh, working in the HR Department. One thing we have to understand here is that the final decision will be taken by the management, not by the HR person, regarding whether to appoint or not. As disclosed by some of our friends, it is true that there are many procedures involved in the recruitment process. Your friend received a call from HR after two months to attend a personal interview. It is up to him whether to attend or not. If the job is truly required, he should attend; otherwise, there is no need to go for the interview.
In a small company, the recruitment process will be completed in one week. For a middle-level company, it may take 15 - 30 days based on their procedures. In a corporate-level company, it may take 1-2 months. We can't specify the exact reason for this timeline. Since your friend received a call after two months, it is understood that your friend is capable. He might be in the first list or the second list. Please think in a positive way and advise him to attend the interview. Before joining, ask him to find out the details about the organization.
Regards,
Ganesh
From India, Mumbai
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In a small company, the recruitment process will be completed in one week. For a middle-level company, it may take 15 - 30 days based on their procedures. In a corporate-level company, it may take 1-2 months. We can't specify the exact reason for this timeline. Since your friend received a call after two months, it is understood that your friend is capable. He might be in the first list or the second list. Please think in a positive way and advise him to attend the interview. Before joining, ask him to find out the details about the organization.
Regards,
Ganesh
From India, Mumbai
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Hi,
Please inform your friend that if he is interested, he can attend a personal interview; otherwise, he should remain silent. I kindly request not to use this site for these unrelated issues, as this platform is essential for HR professionals to discuss important HR-related matters.
From India, Bangalore
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Please inform your friend that if he is interested, he can attend a personal interview; otherwise, he should remain silent. I kindly request not to use this site for these unrelated issues, as this platform is essential for HR professionals to discuss important HR-related matters.
From India, Bangalore
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It depends on a case-by-case basis. In both cases, there could be many reasons for such a significant delay, such as the position being put on hold, recruitment freeze, no suitable match, and non-availability of the interviewer.
Please refrain from using such language on this type of forum.
From India, Amritsar
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Please refrain from using such language on this type of forum.
From India, Amritsar
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Hi Ravishanker! See, the discussion has no teeth. They delayed probably because:
a. They were looking for more suitable candidates but did not find any. If they found someone, they were asking for a CTC far more than the company's budget in the situation.
b. Someone joined and left.
c. The hiring plan was dropped for the meantime as the company was looking/waiting for something (Quarter results, top management approval, revision of HR policy, implementation of new pay structure, process reengineering...).
So, there can be so many reasons. How can we discuss things like this? This is like college students discussing tricks to get a higher package or Mr. Marx talking about how bad these HR/management guys are.
From India, New Delhi
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a. They were looking for more suitable candidates but did not find any. If they found someone, they were asking for a CTC far more than the company's budget in the situation.
b. Someone joined and left.
c. The hiring plan was dropped for the meantime as the company was looking/waiting for something (Quarter results, top management approval, revision of HR policy, implementation of new pay structure, process reengineering...).
So, there can be so many reasons. How can we discuss things like this? This is like college students discussing tricks to get a higher package or Mr. Marx talking about how bad these HR/management guys are.
From India, New Delhi
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Understanding the Hiring Process: A Case Study
Now we can stop this very debate. Yes, it has been a mistake, and this chap (Ravi) should learn something from it. Well, for Nischal, waiting might be rewarding in some cases. It all depends on the company structure and system how long it takes to close a position. For an HR, it is always the priority to close a position if the right candidate with the right profile is found. There is no reason why an HR should delay a selection process unnecessarily. So, please tell your friend to do a little research about the company in such a case. He or she should not lose the opportunity if it is a good assignment, only to resent later on.
Warm Regards,
Bina
From India, Delhi
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Now we can stop this very debate. Yes, it has been a mistake, and this chap (Ravi) should learn something from it. Well, for Nischal, waiting might be rewarding in some cases. It all depends on the company structure and system how long it takes to close a position. For an HR, it is always the priority to close a position if the right candidate with the right profile is found. There is no reason why an HR should delay a selection process unnecessarily. So, please tell your friend to do a little research about the company in such a case. He or she should not lose the opportunity if it is a good assignment, only to resent later on.
Warm Regards,
Bina
From India, Delhi
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Recruitment Challenges and Considerations
When a company is recruiting any person, there are many formalities to be completed. Sometimes, it may happen that a technical head finds a certain CV interesting and conducts an interview without the knowledge of HR. If the technical head finds the candidate suitable, they direct the CV to HR. It may occur that the position is not budgeted and approved, but the department head wants to recruit the person. In this case, special sanction is required, leading to a delay in the recruitment process.
The company never considers recruiting based on only one candidate and selecting that person. Therefore, it is important to understand the challenges faced by HR and the company in taking the time to recruit before commenting or giving advice.
Additionally, someone suggested negotiating for a higher CTC. When a company hires an individual at a higher salary than existing staff members of the same grade, it must ensure that the new hire's capabilities justify the increased compensation to avoid disrupting the current team.
Always be patient when seeking to join a reputable company and thoroughly research the company profile.
Regards,
Govind Desai
[Email Removed For Privacy Reasons]
From India, Mumbai
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When a company is recruiting any person, there are many formalities to be completed. Sometimes, it may happen that a technical head finds a certain CV interesting and conducts an interview without the knowledge of HR. If the technical head finds the candidate suitable, they direct the CV to HR. It may occur that the position is not budgeted and approved, but the department head wants to recruit the person. In this case, special sanction is required, leading to a delay in the recruitment process.
The company never considers recruiting based on only one candidate and selecting that person. Therefore, it is important to understand the challenges faced by HR and the company in taking the time to recruit before commenting or giving advice.
Additionally, someone suggested negotiating for a higher CTC. When a company hires an individual at a higher salary than existing staff members of the same grade, it must ensure that the new hire's capabilities justify the increased compensation to avoid disrupting the current team.
Always be patient when seeking to join a reputable company and thoroughly research the company profile.
Regards,
Govind Desai
[Email Removed For Privacy Reasons]
From India, Mumbai
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Well, there are examples in hiring where the appointment letters were handed out 3 months after hiring by HR. I think HR works within a certain framework. It's quite normal to take 30-45 days to close issues.
Somesh
From India, Jamshedpur
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Somesh
From India, Jamshedpur
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some hr are so irresponsible that they tell some company name at the time of interview and after joining we have to work for their sister concern . so plz beware of these irresponsible hr people.
From India, Bangalore
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From India, Bangalore
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Whatever Mr. Ravi Shankar said about HR and management, that's very bad. I personally believe that Mr. Ravi Shankar doesn't have much knowledge about the background process for hiring a candidate. It's a humble request from Mr. Ravi Shankar not to use such kind of word which makes an issue.
From India
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From India
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Well, having received the call after two months does suggest that they have found you suitable, but you need not assume that you are the only one. It is fair to assume that there are others also in the race. As such, do not demand more than what you yourself think you are worthy of.
Be positive; there may be a hundred reasons for the late response depending upon the size of the organization, work quantum, and the labyrinthine process involved.
Good luck.
Regards,
Rajendra.
From India, Pune
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Be positive; there may be a hundred reasons for the late response depending upon the size of the organization, work quantum, and the labyrinthine process involved.
Good luck.
Regards,
Rajendra.
From India, Pune
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Hi friends, as per my opinion, Nishchal, since you got a second chance from that MNC company, you should try and give your best because, at times, even well-qualified candidates get rejected. Regarding salary, ask for a normal hike even though you have not been working there for a long time and there is a break in your career. Give your best.
Thanks,
Shilpa Singh
From India, Delhi
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Thanks,
Shilpa Singh
From India, Delhi
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Oh comeon guys... everybody has the right to express ,in his own way ,,, may be Ravi was harsh ,,,dosen’t mean take him out of the forum ,,,,
From Korea
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From Korea
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Please tell what the expert HRs in this forum think?
As this was the question that came from your end, and I guess this thread is all about this post, so my reply to this is, YES, you are right. The company might have given an offer to a better candidate, and he might have rejected it for some reason. So now the company has called the second-best candidate. OR maybe the management might have held the position for some time. It's a positive sign, and your friend should appear there with full enthusiasm and a positive approach. My best wishes are with your friend. About salary, it all depends on your friend's expectations and the company's decision. This is my opinion as an HR Professional, now it's up to you. :)
Regards
From India, Delhi
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As this was the question that came from your end, and I guess this thread is all about this post, so my reply to this is, YES, you are right. The company might have given an offer to a better candidate, and he might have rejected it for some reason. So now the company has called the second-best candidate. OR maybe the management might have held the position for some time. It's a positive sign, and your friend should appear there with full enthusiasm and a positive approach. My best wishes are with your friend. About salary, it all depends on your friend's expectations and the company's decision. This is my opinion as an HR Professional, now it's up to you. :)
Regards
From India, Delhi
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Now, since you have mentioned in one of your threads that your friend is already working, it's all about checking and finding out whether this new company would actually help him in his career in the long run. As a working professional, whether in HR or non-HR roles, you should consider how this company is going to help you grow. Also, it shouldn't matter at all whether you are getting a call after 2 months or 6 months. That's how corporates work, my dear. It's all about opportunity. Grab it or leave it.
From India, Pune
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From India, Pune
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Hi Avik Roy, I would like to know if the statement "your position" being on hold after a very good interview means the candidate is indirectly rejected by the company or if they still have any hope of receiving a call for further rounds of interviews. I would also be grateful if you could discuss the various reasons why a position is generally kept on hold.
Looking forward to your valuable replies.
Kind Regards, Avik Roy Kolkata
From India, Delhi
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Looking forward to your valuable replies.
Kind Regards, Avik Roy Kolkata
From India, Delhi
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