Cite.Co is a repository of information and resources created by industry seniors and experts sharing their real world insights. Join Network
Hi
i am working in one outsourcing company as Hr executive here i am the concerned person for joining formalities .How to receiving the employees,how to talk to employees while collecting offer letter and how to deal this situation can you explain clearly .
Thanks&regards
Ramesh

From India, Bangalore
Yes there is no stop for this menace…I strongly feel the increased notice period by most of the organizations has given way to this menace… the job onlookers will accept one offer, resign from the current organization, and as he/she has ample time to before they join the new employer… will start negotiating with other organizations, will collect at least 3 offers before they decide on the organization they would like to join…
May be the companies should re-think on lengthy notice periods…
Aruna

From India, Bangalore
YOU MAY TRY;
1. INSTEAD ISSUING A OFFER LETTER, YOU BETTER ISSUE A LETTER OF INTENT AS UNDER.
LETTER OF INTENT
Date:
Sir,
Please refer to the interview had with us on _____________, the Management is pleased to offer appointment with us as _____________ and you will be posted you at _________________ Dist.
Please also note that a detailed appointment order will be given to you at the time of joining, mentioning particulars of monthly salary and other terms & conditions of service as agreed to in the interview.

We look forward to you to join us at the earliest, before one month.
For Sri Chakra Cement Limited.
Joint Managing Director

CC to concerned
2. WAIT FOR REASONABLE TIME (15 DAYS) AND ISSUE A LETTER OF WITHDRAWAL OF OF LETTER OF INTENT.
YAGNIAH K
MANAGER-HR
SRI CHAKRA CEMENT LIMITED
HYDERABAD
09703219177

From India, Hyderabad
Hello all,
Would you please guide me whether we can take any action on the candidate who accepted to join with us but not joined and we have waited for the same candidate for more than 2 months to serve his notice without recruiting any other candidate?

From India, Hyderabad
if candidate accept offer letter ask him to submeet his orignal documet till joining.

I hope below mentioned solutions prove to be a good help, Best of luck :)
1)The simple solution for this is to analyze and measure the candidate's level of interest and passion towards your job during interviews and then issue an offer letter.
2)I recommend that along with offer letter (if you are not having other candidate options on the list) there must be a conditional statement signed by candidate ensuring his join and stay for an agreed period of time by both parties.
3) If you really want that candidate to join and stay then offer him a salary package that will surely attract him .
4)Keep the contract signing date close enough to reduce the risk.
Remember smart organizations always are ready with a backup and do not rely on someone

From Pakistan, Islamabad
Hello all,
This thread is very rich with contributions and comments on members' opinions. We add a few points which integrate three perspectives: (1) Features of a valid offer (b) Management values concerning employees and (3) Talent policy
Features of any valid offer provide useful clues. In the course of business, we make offers to other parties (non-HR departments). You would agree that employment is also a contract. Some of the generally accepted features of a valid offer are:
1. The offer must be communicated to the other party - you have done this, of course.
2. The offer must be made with a view to obtain the consent of the offeree: Are you including all content based on which the offeree can decide whether to accept or reject your offer? Missing information creates a 'smoke screen', which also creates trust issues.
3. The offer must have its terms definite and clear: I can comment better on this if I read your offer document.
To this, let's add the perspective of management values and philosophy. How do you view your employees? Do you really believe that they are stakeholders that matter, and the source of your organization's capability, which will give your organization a competitive advantage?
This question can be answered better when in sync with your talent attraction and retention policy. Do you really want talented people?
If not, then you have to make do with whoever will take the chance of first joining and then discovering (sometimes against their better judgment) the salary they will receive. In which case, there is statistically, 50% chance that they will leave. So, anyway, you do not get to retain them for longer, or even if they are there, they may not be committed, involved or engaged. In that case, whatever on-boarding effort you make, may not meet your expected performance milestones. All these elements are relevant, only if your organization is a tightly-knit system geared for performance without slacking.
But a commonsense concern is, if you place yourself in their position, would you act on an offer with missing crucial information in it, if you had a better offer in hand?
Best wishes!

From India, Raurkela
Hi All,
I can suggest 2 recruitment strategies first is bond if personnel is crucial for organisation and second option is recruitment team of organisation should have back up for that position, so that time and cost can be minimized. Nowadays we have many options to hire personnel - social media recruitment. Hiring team can understand personality of personnel and do online/ manual assessment on the basis of position.
Thanks

From India, Delhi

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™