Thanks for the replies received so far !!!
Nimesh,
As mentioned by you - " correct pay scale on basis of employee ability ".
I believe this factor of knowing employee ability will come in to picture only after seeing him perform. Just going by market standards and offering huge pay bcz others are, is not what we indulge in. And, when a high pay in huge MNC is offered, nobody will stick to a company of 40 people.
Also, if the applicant thinks he is not offered well as per his ability/capability and any such factors, it is better off for us if they do not join at all and directly reject it.
Viral,
The core reason for leaving is mentioned in my reply to Nimesh above.
Nagaraj,
In a way, i have'nt understood your point. The beginning of your post explains ethics. The end says " at the end ultimately the candidates has choosen what he wants, let the company look forward for a better candidate, instead of post=martem and learning lesson from such incident ".
Where are your ethical issues in the beginning pointing towards.
Major of the replies received so far to my post state about free replacement from consultancy. But, this would not be the answer to the situation. Few have stated about verification and background checks of the resource which could be considered as an option of finding out abt the applicant.
Anyways, this looks like a general trend of backing off after accepting the offer or leaving within a week after joining. Moreover, when a big company offers you lucratively; the applicant opts to move out of company that has only 40 people.
In such cases, why does he not ignore or reject the offer at the beginning if he thinks he is worth for something more ?? My answer would be the resource himself is not confident and therefore surrenders himself to minor problems leading to joining somewhere in a haste.
I pity such people. N good that they leave, atleast one month salary is saved instead of paying such people