Dear ALL, I have one urgent query please, We have hired one candidate 15+ years of an experienced candidate for a senior position, but in a week time, the team manager felt that this candidate is not worth for his experience as he doesn't know even vocabulary, hence management decided to send him
Hence I wanted to know can I give him relieving letter and send him by asking him to write resignation Letter please,
Kindly advice me on this.
From India, Chennai
Hence I wanted to know can I give him relieving letter and send him by asking him to write resignation Letter please,
Kindly advice me on this.
From India, Chennai
Hi, The primary question here is then why he was hired? I hope he was hired based on his competency and capability right ? I think you need to realign your hiring and selection process.
As he joined a week's time before, please discuss with him and appraise him the situation and obtain resignation letter from him. However obviously he will expect either notice period or notice as per your employment terms which needs to be honoured.
Beyond certain years of experience, especially at senior levels getting a job will also become tough.
From India, Madras
919As he joined a week's time before, please discuss with him and appraise him the situation and obtain resignation letter from him. However obviously he will expect either notice period or notice as per your employment terms which needs to be honoured.
Beyond certain years of experience, especially at senior levels getting a job will also become tough.
From India, Madras
Hi Vidhya
In the absence of knowledge of the terms of engagement of the employee, it is difficult to give an answer simpliciter.
The letter of recruitment given to the employee and accepted by him is an employment contract. Any termination of service will need to be seen in the light of the terms and conditions of his contract of appointment. It is normal to have a condition in the appointment letter that stipulates a probation period and also a rider that during the period of probation this contract can be terminated without giving a notice and also without giving any reason for terminating his employment. You may make use of this clause if it is present in the appointment letter. If not, you will have to give him a letter of termination giving him the agreed number of days notice as per his appointment letter failing which he would be entitled to claim salary for the shortfall in the notice period.
The ideal situation, however, would be to discuss his poor performance with him and about your intention to terminate his services as a consequence and request him to put in his papers for his own good and to avoid a blot in his CV.
Hope this helps
Regards
Venkat
From India, Nasik
In the absence of knowledge of the terms of engagement of the employee, it is difficult to give an answer simpliciter.
The letter of recruitment given to the employee and accepted by him is an employment contract. Any termination of service will need to be seen in the light of the terms and conditions of his contract of appointment. It is normal to have a condition in the appointment letter that stipulates a probation period and also a rider that during the period of probation this contract can be terminated without giving a notice and also without giving any reason for terminating his employment. You may make use of this clause if it is present in the appointment letter. If not, you will have to give him a letter of termination giving him the agreed number of days notice as per his appointment letter failing which he would be entitled to claim salary for the shortfall in the notice period.
The ideal situation, however, would be to discuss his poor performance with him and about your intention to terminate his services as a consequence and request him to put in his papers for his own good and to avoid a blot in his CV.
Hope this helps
Regards
Venkat
From India, Nasik
Well the situation described by you reflects the poor hiring and assessment process of your company.I wonder , what the contract signed by that employee states? If it states that he is at probation for some time and during that probation period company has all the right to say goodbye to him then there is no problem in it,because he agreed to it himself while signing the contract.But if this is not the situation and the company is planning to kick him out before the agreed notice period then according to law and morals you should explain the situation and present convincing reasons to the employee .And offer him to present a resignation letter himself for his and your good.
Before all this (if possible) the concerned authorities and management should give him a chance , discuss the issues and find a way out.May be he is misunderstood or the issues he is facing could be resolved by some help and assistance.
From Pakistan, Islamabad
Before all this (if possible) the concerned authorities and management should give him a chance , discuss the issues and find a way out.May be he is misunderstood or the issues he is facing could be resolved by some help and assistance.
From Pakistan, Islamabad
If a candidate of 15+ years of experience should be declared as not having basic vocabulary, within 1 week's time, I think it may also be better to check on whether there is any kind of clash between the him and the team manager.
The background verification reports can also be checked on whether there has been any fraudulent or suspected fraudulent action in his experience records.
After all these efforts, then based on evidence of non-competency by the team manager, a discussion could be conducted.
From India, Bengaluru
The background verification reports can also be checked on whether there has been any fraudulent or suspected fraudulent action in his experience records.
After all these efforts, then based on evidence of non-competency by the team manager, a discussion could be conducted.
From India, Bengaluru
Hi,
I am 100% sure that it is not candidate fault.You hired one candidate having 15 years experience for your organisation . It totally pointing a interviewer who taken the interview & unable judge the candidates. So, this is my suggestion please rectify your problems..instead of pointing to candidates . I am 100% sure that, A person/ Panel who taken the interview not good at conceptual skill ..
From India, Bengaluru
I am 100% sure that it is not candidate fault.You hired one candidate having 15 years experience for your organisation . It totally pointing a interviewer who taken the interview & unable judge the candidates. So, this is my suggestion please rectify your problems..instead of pointing to candidates . I am 100% sure that, A person/ Panel who taken the interview not good at conceptual skill ..
From India, Bengaluru
CITEMAN NETWORK PASSWORD RESET — this page is not found , Could you solve this problems..
From India, Bengaluru
From India, Bengaluru
Whether the team manager was involved in process of selection? If not, from now involve the team manager / DH for which you organise interview and in selection process.
Now you have no option left as the team manager does not want him. Ask the team manager to give the opinion in writing. Check the conditions in appointment letter issued to the employee. Terminate with notice, if candidate not willing to resign.
From India, Mumbai
Now you have no option left as the team manager does not want him. Ask the team manager to give the opinion in writing. Check the conditions in appointment letter issued to the employee. Terminate with notice, if candidate not willing to resign.
From India, Mumbai
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