Wrong Commitment By Consultancy - CiteHR
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What does this have to do with this particular topic and thread which is about wrong commitment given by the recruitment consultancy to the employee ?
Thanks every one for your suggestions and guidance following yours suggestions I have settled the issue with my employer, I am happy with the co. and with the bosses. Regards Ravita
Dear Ravita,
you are answering your question your self by mentioning "HE WAS JUST A MEDIATOR FOR WHICH HE WILL BE PAID."
its your fault not consultant's, as most of placement agencies work as a link between company and candidate not as a hiring partners. its company's and candidate's responsibility to clear all points well in advance.
so it better to move on and concentrate on your current role and responsibility.
Prove and establish yourself.
thanks
Sushil
I do agree with you Sunil, n believe that every mistake is a lesson for future. I am back to my work with all my enthusiasm. Thanks for suggesting in a strict manner.
Dear Ravita,
As per query i understand your place, but in future regarding benefits of company you directly discuss with in interview panel members not to consultancy persons.
secondly leave rules for CL and SL (SL who is not eligible for ESI) you avail this immediately from date of joining and for EL/PL only eligible after the confirmation i.e. after completion of probation period of six months.
Seniors make correction if i wrong.
regards,
shriram
9601849985
Dear Seniors,
My organisation is engaged in providing consulting , design and engineering services to architects ,developers & specialist contractors in the field of building envelope (Facades) , light weight structures and special structures.
Pls. guide me to frame HR policies like leave policy, travel policy, mobile policy, recruitment policy, appraisal policy, induction policy, employee welfare policy & compensation policy etc.
Also provide me recent format of appraisal form.
Thanks & Regards,
Varsha
Dear Friend,

After reading the full text. I understand there is a mis understanding between you and the consultant. i will explain you in waht ways nu.

1. Consultant is the person who is acting as a mediator between the company & the job seekers.

2. either consultant can approach the job seeker or job seeker can approach the consultant.

3. But in both the ways the consultant should act as an mediator and consult about the job for the job seekers and logically speaking the consultant must know the in & out of the company which he/she referred to the job seekers but its not in the hand of the consultant, its on the hand of the company must share the information as much as possible. but in the reality the truth is most of the companies are treating the consultants by not providing the enough information even though the information is necessary for the effective recruitment process.

4. And believe it or not, most of the companies they will not share the following information that are mandatory for the effective recruitment process

*Name of the company & the information about the company such as website etc

*Job Description

*CTC range

*Benefits provided by the companies after the employment

*reason for the rejection of the candidates

*reason for the job/candidate they put on hold

*etc

5. So hence go through the points thoroughly that consultant are not allowed by the companies to get more details in such a case hos the consultant can know the leave details.

6. The prime responsibility of the interviewee/ job seeker is to know the more details about the job & company by his own or else should directly ask the employer atleast at the time of interview instead of expecting this from the consultant.

Regards

Senthil Kumar






Hi Ravitha,
And adding some more points here,
Most of the job seekers not asking the employer about the information that is related to the job/ employment due to the following reasons
* Fear due to the unemployment/ not satisfied by the previous job hence looking for the immediate change.
*Not posses the good communication skill to interact with the employer to know about the relevant details required.
* Due to the low self image and try to get in to the job with out analyzing about the company, roles and responsibilities, growth etc.
*Due to the family/ economic condition hesitate to ask and imagine that because it may lead to the rejection of that particular employee (This is not true)
* Taking decision in the short notice and committed to the company before doing some back ground work
So please go through the above points you will realize the fact who gave the wrong committeemen & the who is wrong in the decision making.
Regards
Senthil Kumar
HR of and US MNC
Dear Ravita,
I have gone through your entire case and discussion with in the forum.
1) On the primary hand company has to provide leave benefit to the employee. Terminology may be PL / Leave or Earned Leave.
2) Consultants do not know in the details about the benefits of the company.
3) Further Benefits are company policy decisions.
Learning: -
A) If you like the organisation, do not worry about the benefits.
B) Do not inquire about the benefits to the consultant.
C) Kindly try to handle in diplomatic way, do not argue with the consultant.
D) Do not question about the benefits to the manager / director in New Joined period. Getting suitable & good job is the objective.
E) Do not open matter to the director or other person due to importance is low.
To the Vendors and Consultants always be on softer side and keep above things in mind.
Regards,
Lalit
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