Recruitment/talent Acquisition, Career Counselling
Exhilaration! comes to play when you hear from an employer that you are selected an an offer is to be released. It 's just has been only two days, your perception to give a li'l time to the HR is needed -- As no one is aware of what the MD is upto. He might be travelling or over-involved in meetings & the HR personnel is unable to discuss matter at pace.
It happens every now & then when dealing with offers especially, without the consent of the management HR cannot move forward. Your endurance shall keep you in fortitude. Remember, they will have to fill the position and if hey genuinely did have any issue to extend your offer, they would have not returned your calls.
Await for another 3 days and that keeps you a week there. Tell the HR, then, probably it's time to explain your wits. All the Best!
28th May 2013 From India, Visakhapatnam
28th May 2013 From India, Mumbai
28th May 2013 From India, Chennai
Try other options meanwhile in this week while you follow-up with the HR. A couple of calls in next 2 days should make you understand what are they upto.
Donot be cynical to situation, be an optimist!
28th May 2013 From India, Visakhapatnam
Like Harsh & Sharmila Das mentioned, give them a week's time--and follow it up with a mail.
And again like Harsh mentioned--'In the meantime keep looking for another position'.
What he left UNSAID is this: you MAY NOT have got this job.
I know this could HURT, but that's life. Whether we like it or not, there are many HR professionals who have a wrong/misplaced notion that 'giving bad news should be avoided' & in the process convey absolutely CONTRADICTORY messages across. What they fail to realize is that conveying the BAD news ISN'T as bad as conveying the WRONG news.
Suggest look for other openings & DON'T STOP until you get an Offer IN-HAND. Just get going.
All the Best.
28th May 2013 From India, Hyderabad
29th May 2013 From India, Chennai
While empathizing with your situation, I think you already got suitable suggestions from the members.
Just MOVE ON.
And I think you are wrong when you say "....this hr woman can be so inefficient". It's NOT efficiency that's in question. It's the INABILITY of this lady to say "NO", "SORRY", etc. The nature of such people is, simply put, this: they prefer the OTHER PERSON to stop calling rather than themselves draw the curtains. From the psychology point of view, an apt example of an 'escapist'--but I guess that's beside the point & not OUR problem.
And, frankly, I think you also need to learn WHEN TO DRAW THE LINE in any such situations.
All the Best.
29th May 2013 From India, Hyderabad
29th May 2013 From India, Madras
Came here via another thread and just thought I'd chime in !
Firstly, would like to know from Aishwarya what ultimately happened ? Did she get an offer, has she happily joined or it never really came through and she got a revertal on it or not .....
There are some perspectives here :
a) The candidate side : Good interview , offer expected.
b) HR / Recruiter side : Strong candidate. Let us keep him / her on the hook. If he/she calls, interest and availability will keep on re-validating itself.
c) Top Management Side : What was urgent yesterday doesn't seem so urgent today. Business is a dynamic situation. This is more so when the requirement is not a replacement but more due expansions/ declines.
d) Other issues : Depends. Sometimes efforts are on to retain the present employee. Not a good practice -on both sides - but it happens sometimes.
As far as we are concerned, until there is something firmly in writing- and accepted in writing - there is no offer and acceptance. Till such time the candidate should keep his/her options open. Do not read words - even if told verbally - when not in writing , and from a person not authorized to do so.
On the flip side,why should it be difficult for the Recruiter to say relevant aspects clearly to the Candidate. Well because perhaps life has told them not to. Suppose the offer is released after 2 months. Candidate doesn't join. When inquired he says the " recruiter told him there is going to be a delay / uncertainty " so he moved on. So the hapless HR / recruiter is left holding the buck !
This is how things sometimes are !
Still - and this is where perhaps many HR people lack - even if the situation is clear say after three months and finally the candidate is not going to be issued an offer letter, do you get back to them with clarity and thanking them for their efforts and interest ?
Most don't - even inspite of its possible advantages to their own "brand" and future career prospects. Does the company forbid them , or is it their own lack of foresight ?
Would love to know of practices you as an HR / Recruiter follow .
2nd June 2013 From United States, New York
But what we advice aishwarya is that it is a market of first come first serve and business business even if after 2 months the co offers aishwarya and still she has not got any job means she will accept else if she already joined a new job she may refuse to join or may even leave her new job of 1 month and join this co.
Afterall even candidate needs to look at their needs and wants.
3rd June 2013 From India, Madras
I have all doc needed on joining day except pay slips. When I told hr, she said, get the bank account statement. I told her that it is not possible as my last working year was in 2007. Not only will the salary account be closed, I dont have the account number.
Is it a problem? Also, the company is going through a merger now and all hr records are being shifted to someplace north. Hr can definitely do an employer verification but getting bank statement for salary is out of question. Is it a problem not providing pay slips/statement? Is there any way to circumvent it or overlook? Pl help.
26th June 2013 From India, Chennai