PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Educator, Management Consultant & Trainer
Sales And Marketing
Use factoHR and automate your HR processes
Mobile-first hire to retire HR and Payroll software that automates all HR operations and works as a catalysts for your organisational growth.
AnonymousWhat difference does it make to the candidate? If he is getting a better deal, he will accept that. Your mentioning the said clause or not mentioning will not yield any results.
From Indonesia, Jakarta
ppd24yes, but it might act as a deterrent effect for a lot of candidates.
From India, Noida
I feel instead of mentioning this in writing one should ensure to inform / communicate to the employee verbally that, he shall be barred/ blacklisted from appearing for the interview in yur company for next 2 years. Sounds more resonable. Few things should be kept verbal.
Hope this helps!
From India, Mahesana
pavanharshadInstead what our company follow is we dont give him salary break up salary break up on letter head. I
From India, Thana
Do not write any such command. While you need to keep 2/ 3 shortlisted candidates for the position, I suggest two step methodologies here below::
1) Initiate corrective steps to make your company join. Conduct survey , execute steps needed as systems and culture improvement. There are companies, its remuneration is not big, but work culture , training, HR practices are very good and management is humane and people focused. See a report interview of Tata's concern.
2) You can stop salary negotiation at previous employer or new places by not mentioning any remuneration details. Just share the payable details in length but make it verbal. The appointment letter you can give once he joins along with relieving letter and on submission of other documents say on 3rd or 5th day in presence of his HOD.
From India, Delhi
AnonymousIt depends on the credibility and size of the company. A company like Wipro, Infosys or the like mentioning such clauses in the letter could act as a deterrent. It does not make a difference to the candidate in smaller companies. There is also something known as demand and supply. Even if a candidate is so blacklisted, the company will have no other choice, but to hire him, when there is a demand for such skills. There have been instances where candidates have not reported on the date of joining after confirming their joining. Just like an employer having many choices of candidates to choose from, even candidates have many companies to choose from. Blacklisting will not act as a deterrent to a candidate who has a better offer elsewhere. Instead, building the brand as a good employer which every candidate aspires to work for will help.
From Indonesia, Jakarta