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Anonymous
1

Hi
I am a Recruitment Consultant,placed a Sr.level candidate in a very reputed firm.
I followed the recruitment process like screened Cv and sent to the HR after getting shortlisting detail I arranged candidate's telephonic interview ,he got shortlist in telephonic round and HR asked me via mail to line him up for said date I followed the same and lined him up.Candidate had been given confirmation for his availability via mail and telephone.As scheduled candidate has attended interview then after 2 days he called me to know the feedback of this interview .According to me process was going in flow ....but I was Wrong
After all this done I called to HR to take follow up but he did not attend my calls and dropped mail to me that the Concern person is on leave and no one is shortlisted.
After few days I got to know that interviewed candidate has been joined then I was calling calling ...to the HR but did not bother to answer me I dropped mail to get confirmation then he reverted that yes he has joined but not from your reference his has already shortlisted before telephonic interview you scheduled.
Please suggest what should I do I have already raised mail to ask then if he was shortlisted already then he did not confirm and ask me line him up but he did not reply

From India, Delhi
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Bharat Gera
Principal Hr Consultant
SPKR
Consultant Trainer In Insurance, Adviser
Consultme
Agile Solutionist
Anju Dugar
Hr Consultant

SPKR
32

As consultants, this type of incidents do happen, because our role is limited. HR feels that he is superior and can do anything that suits him. If we raise this as an issue, we will be losing our business, because we are at the receiving end. It also depends on the type of service level agreement that we have entered into.
From India, Bangalore
Venkata Vamsi Krishna Patnaik
199

Yes here SPKR is right. You should have the total terms and conditions laid out in the SLA (agreement) and HR cannot deviate the terms.
When HR includes free replacement clause for absconding employee in a defined period, either way consultant can lay down the terms for not poaching their employee/references

From India, Hyderabad
Bharat Gera
223

Dear Friend,
1. Since you know the candidate and interacted with him, get in touch with him, collect photocopy of offer/appointment letter and raise a bill.
2. Write a mail to HR Head mentioning complete incidence and attaching mails received from HR in connection with the matter.
3. Presuming that you have signed SLA with the company, attach a copy of the agreement also and wait for 2/3 days, if you do not get suitable reply, escalate the matter to CEO of the Company.
4. But first raise the official bill and send that to HR Head through courier/registered letter and preserve the documents.
Warm Regards
Bharat Gera
HR Consultant
9322404765

From India, Thane
consultme
192

Hi Anju,
There are some people like this who think ' I' am very smart' and try to any foul play to make a show to management 'see how much I've saved'. This is a classic case of breach of trust.
Stop doing business with such people. Also not sure how somebody employing this kind of
people and there is no guarantee that this guy will not cheat his own company also.
Maybe to help other consultants, you could pass this information in Recruiters' Association as well.

From India, Bangalore
Anju Dugar
1

Thanks to all for your kind suggestions but there is a twist in situation now candidate is denying that he has not been sourced by me he says that he had already been shortlisted before I lined him up.
Because its a senior position HR & Candidate both are not accepting the truth .Very unethical and unprofessionalism they are showing.
I had escalated the trail mail to CEO but no reply from their end.
Please advice ......
Regards
Anju

From India, Delhi
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