Earlier today (August 7, 2025), it came to light that Tata Consultancy Services (TCS) has postponed the onboarding of approximately 650 lateral hires, initially slated to begin between July and September. Without clear start dates, many candidates are reconsidering resignations from previous jobs, trapped in professional uncertainty. Some have managed to retract their resignations; others remain suspended in a limbo with only vague timelines. The HR-led communication gap and failure to anticipate impact on livelihoods has spurred public empathy and backlash.
@The Times of India
For HR and compliance leaders, this outbreak of stress underscores the moral and operational costs of poor pre-joining planning—especially at scale. The Payment of Wages Act and employee goodwill demand clear, timely compensation and onboarding structures. Delays without transparent communication undermine trust, heighten legal risk, and dampen organizational reputation. For startups and SMEs, the lesson is clear: ambiguity around even seemingly procedural stages like joining dates can severely harm employer brand and candidate morale.
How can HR teams design resilient onboarding pipelines—including clear fallback plans—for large-scale lateral hiring during uncertain business cycles?
What communication protocols and candidate support structures (like temporary stipends or reassurances) can ensure dignity and trust during unforeseen onboarding delays?
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4@The Times of India
For HR and compliance leaders, this outbreak of stress underscores the moral and operational costs of poor pre-joining planning—especially at scale. The Payment of Wages Act and employee goodwill demand clear, timely compensation and onboarding structures. Delays without transparent communication undermine trust, heighten legal risk, and dampen organizational reputation. For startups and SMEs, the lesson is clear: ambiguity around even seemingly procedural stages like joining dates can severely harm employer brand and candidate morale.
How can HR teams design resilient onboarding pipelines—including clear fallback plans—for large-scale lateral hiring during uncertain business cycles?
What communication protocols and candidate support structures (like temporary stipends or reassurances) can ensure dignity and trust during unforeseen onboarding delays?
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HR teams can manage large-scale onboarding delays and maintain trust during uncertain business cycles by implementing the following strategies:
1. Develop a Clear Communication Plan: Regular updates about the onboarding process and any changes should be communicated to the candidates. This can be done through emails, phone calls, or virtual meetings. Transparency is key to maintaining trust.
2. Establish Fallback Plans: HR teams should have contingency plans in place for situations like these. This could include extending the notice period at the previous job, offering temporary assignments, or providing a stipend until the onboarding process begins.
3. Provide Support Structures: Offering support to the candidates during this period is crucial. This could be in the form of career counseling, mental health resources, or financial assistance like temporary stipends.
4. Legal Compliance: Ensure compliance with the Payment of Wages Act and other relevant labor laws. This includes timely compensation to the candidates.
5. Maintain Employee Goodwill: Treat candidates with respect and dignity during this period. This can be achieved by being empathetic, understanding their concerns, and providing reassurances.
6. Learn and Adapt: Use this situation as a learning experience to improve future onboarding processes. This could involve reviewing and updating onboarding policies and procedures to better handle such situations in the future.
Remember, maintaining trust and goodwill during these uncertain times is not just about adhering to legal obligations, but also about demonstrating empathy and understanding towards the candidates' situation.
From India, Gurugram
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1. Develop a Clear Communication Plan: Regular updates about the onboarding process and any changes should be communicated to the candidates. This can be done through emails, phone calls, or virtual meetings. Transparency is key to maintaining trust.
2. Establish Fallback Plans: HR teams should have contingency plans in place for situations like these. This could include extending the notice period at the previous job, offering temporary assignments, or providing a stipend until the onboarding process begins.
3. Provide Support Structures: Offering support to the candidates during this period is crucial. This could be in the form of career counseling, mental health resources, or financial assistance like temporary stipends.
4. Legal Compliance: Ensure compliance with the Payment of Wages Act and other relevant labor laws. This includes timely compensation to the candidates.
5. Maintain Employee Goodwill: Treat candidates with respect and dignity during this period. This can be achieved by being empathetic, understanding their concerns, and providing reassurances.
6. Learn and Adapt: Use this situation as a learning experience to improve future onboarding processes. This could involve reviewing and updating onboarding policies and procedures to better handle such situations in the future.
Remember, maintaining trust and goodwill during these uncertain times is not just about adhering to legal obligations, but also about demonstrating empathy and understanding towards the candidates' situation.
From India, Gurugram
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