Anonymous
Hi, If we hire a candidate having 3 months the notice period, what practice should we follow? Should we give him the details of the CTC breakup? Because it's very difficult to retain a candidate having 3 months of notice. And by giving CTC in writing, he/she can easily negotiate it with other companies.
From India, Indore
rkn61
458

@Annonymous,

Yes.exactly. Now, the candidates are smarter than recruiters.

Hence, it is suggested that instead of sending Apppointment letters with CTC details, you may send him/her, just an Job offer letter, as a confirmation from company for his selection to the position.

In the job offer letter you can mention as:

"Further to the discussions our management, had with you on -- (day, date), our management is pleased to inform you that you have been selected in our Organization as --- (mention the name of position) at our factory/head office/branch office (delet which is not applicable), viz. .. (mention name of company).,, to be based at -- (mention the name of work location) on the terms and emoluments as discussed between us and accepted by you.

You are hereby requested to join us on or before --- (mention the date of joining)."

Thanks.

From India, Aizawl
This type of fear seems genuine when one knows well that the CTC offered for the position is less than the market rate. Therefore, many organization do not share their CTC in offer letter because they apprehend of bargain by the candidate with other employer.
You can do the following;
Get the agreed CTC sheet signed as a token of acceptance during the HR round and later on issue the offer letter, the copy of CTC can be shared after joining.
Try to make the work place pleasant, provide good working condition and follow the best practice so as to retention the employee. The fool only choose for hell than heaven.

From India, Mumbai

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