Hello Everyone,
Hope you all are doing good..!!

Need your guidance, on the below query:

- one candidate joined our company as recruiter last month, and after her one day of joining she found absent from her duties, neither responding to our calls, and suddenly she replied, sorry i can't connect with you right now, i'm facing family issues (relative death), we gave her time.
And after a month passed she text me to rejoin the company again, she seriously showed her interest this time and also assured us she will not neglect her duties this time, 4 days before she joined us again, one day services she provided to us, and again took 2 days leave, and on the 3rd day she sent resignation mail to us.
I trusted her words and understood her situation as well, and gave second chance to her, still she did the same thing, so how can we deal with these type of candidates, so that they can learn from their mistakes, and can i terminate her after getting her resignation mail?

Please help me out required your valuable guidance.

From India, Noida
Dear Colleague,

Despite your being tolerant to her stated predicament, she seems to have taken you for a ride.

If she is still serving notice period and in employment with you, issue her show cause notice giving chronological sequence of her absence/ misbehaviour and ask for written explanation .Till then hold back accepting her resignation.

Based on her explanation received or not received, revert for further advice.


Vinayak Nagarkar
HR and Employee Relations Consultant

From India, Mumbai
Dear member,

If the newly joined employee has sent the resignation email, then process the resignation and remove her from the job with immediate effect. I doubt whether you had issued her the appointment letter. If it is not issued, then the terms of employment do not matter, and the question of serving a notice period does not arise.

You have asked in your post the guidance on the incident. The lesson to be learnt is improvement in the recruitment practices. The newly joined employee has a casual approach toward her career. But then, why this casualness was not detected during the job interview? What kind of tests you had conducted to check her recruitment skills? What questions you had asked to understand her psychology?

Now it is time for you to evaluate her recruitment. Have you maintained the records of the questions asked in the interview and her replies? If the records are available, then it is time to check those records. If you have not maintained any records, then it is high time to start the process of maintaining records.


Dinesh Divekar

From India, Bangalore
Dear friend, You can terminate her but shall not stand good, instead send a letter to serve the Notice Period as per her terms of appointment failing which her services can be terminated.
From India, Mumbai

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