Dear All,
How would you approach the candidature of your ex-employee for reemployment? Would you consider the same positively or negatively? And why? If the top management asks for your opinion (not case-specific) as reemployment in general, what would you opine?
Thanks!
From India, New Delhi
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32How would you approach the candidature of your ex-employee for reemployment? Would you consider the same positively or negatively? And why? If the top management asks for your opinion (not case-specific) as reemployment in general, what would you opine?
Thanks!
From India, New Delhi
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Hi Hiten,
I am new to this community, just joined today. I would say we can consider reemployment of an ex-employee if the individual is deserving, i.e., if the person is hardworking and has good credentials. This can be beneficial because the person would be familiar with the company, its culture, ethos, job profile, etc. Consequently, training such a person would not be difficult.
I suggest this approach should be viewed positively.
Cheers,
Sowjanya
From India, Bangalore
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I am new to this community, just joined today. I would say we can consider reemployment of an ex-employee if the individual is deserving, i.e., if the person is hardworking and has good credentials. This can be beneficial because the person would be familiar with the company, its culture, ethos, job profile, etc. Consequently, training such a person would not be difficult.
I suggest this approach should be viewed positively.
Cheers,
Sowjanya
From India, Bangalore
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One of the main criterias on which my decision would be based would be the reason behind his leaving the company earlier. Regards, Santosh Verma.
From India, Bangalore
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From India, Bangalore
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Currently, I am working with the same organization with whom I had submitted my resignation one year ago, and now I have rejoined after one year. It has been three months now.
I can't provide much information about the company. In my previous role, I was familiar with the work environment and proved to be an excellent performer. I am hardworking and have established contracts with the top management, who favor me. Due to this support, I was able to return to this position. Otherwise, I am unsure where I would have ended up. Perhaps, in my opinion, you should consider giving a chance to the former employee X, provided that they meet my conditions.
From India, Pune
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I can't provide much information about the company. In my previous role, I was familiar with the work environment and proved to be an excellent performer. I am hardworking and have established contracts with the top management, who favor me. Due to this support, I was able to return to this position. Otherwise, I am unsure where I would have ended up. Perhaps, in my opinion, you should consider giving a chance to the former employee X, provided that they meet my conditions.
From India, Pune
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By my conditions i meant my qualities , situation ,,, he shld know the environment, be an excellent performer,, hardworking, having some contracts in top management .. top management favours him,
From India, Pune
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From India, Pune
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Hi,
It all depends on the ex-employee's behavior. If he left the company with proper notice and in a professional way and also from a performance-wise perspective, if the candidate is good, then definitely we should hire the candidate. Because it would have a positive impact on the present employees.
The rejoining of an ex-employee is a green signal that our present company is far better than other companies.
But on the other hand, if an ex-employee left the company without proper notice, then we should not consider him at any cost. This would indicate that the company is in urgent need of resources and is unable to find them in the market. In this case, the ex-employee will overestimate himself.
So, it all depends on a case-by-case basis.
Thanks,
Rajesh Chhikara
Manager - HR
EarlySail Software Pvt Ltd
From India, New Delhi
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It all depends on the ex-employee's behavior. If he left the company with proper notice and in a professional way and also from a performance-wise perspective, if the candidate is good, then definitely we should hire the candidate. Because it would have a positive impact on the present employees.
The rejoining of an ex-employee is a green signal that our present company is far better than other companies.
But on the other hand, if an ex-employee left the company without proper notice, then we should not consider him at any cost. This would indicate that the company is in urgent need of resources and is unable to find them in the market. In this case, the ex-employee will overestimate himself.
So, it all depends on a case-by-case basis.
Thanks,
Rajesh Chhikara
Manager - HR
EarlySail Software Pvt Ltd
From India, New Delhi
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Hi Rajesh! Thanks for your comments; I appreciate it.
Now let us consider a scenario where an above-average employee has left your organization (for example, a sales representative or a QC Chemist). They left after giving the stipulated notice as well. After a year or so, they apply to rejoin. Given that their performance was above average and their conduct and interpersonal relations were good, you would likely consider rehiring them. However, you currently have other sales representatives or QC chemists who are performing at an average or above-average level. The returning candidate, due to changing jobs, may have a salary level higher than your existing team members, potentially causing disruption in your pay structure. This situation presents a potential win-lose scenario (employee returning - employees with you).
How would you deal with this situation? If you decide to rehire the candidate, what specific 'value addition' qualities will you look for in them?
Thanks!
From India, New Delhi
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Now let us consider a scenario where an above-average employee has left your organization (for example, a sales representative or a QC Chemist). They left after giving the stipulated notice as well. After a year or so, they apply to rejoin. Given that their performance was above average and their conduct and interpersonal relations were good, you would likely consider rehiring them. However, you currently have other sales representatives or QC chemists who are performing at an average or above-average level. The returning candidate, due to changing jobs, may have a salary level higher than your existing team members, potentially causing disruption in your pay structure. This situation presents a potential win-lose scenario (employee returning - employees with you).
How would you deal with this situation? If you decide to rehire the candidate, what specific 'value addition' qualities will you look for in them?
Thanks!
From India, New Delhi
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Hi Hitesh,
You can consider your ex-employee for reemployment based on his past records in your organization. You can have a word with the group that he was working for and/or the TL he was reporting to and find out whether he was a critical resource/productive person, etc. Based on these points, you can definitely look at hiring him/her again.
You should discuss all your points of view with your director/supervisor in HR and the respective vertical where you are considering hiring the person. I hope this answers some of your questions.
Thanks and regards,
Ankita
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You can consider your ex-employee for reemployment based on his past records in your organization. You can have a word with the group that he was working for and/or the TL he was reporting to and find out whether he was a critical resource/productive person, etc. Based on these points, you can definitely look at hiring him/her again.
You should discuss all your points of view with your director/supervisor in HR and the respective vertical where you are considering hiring the person. I hope this answers some of your questions.
Thanks and regards,
Ankita
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Hi Hiten,
If one applies for reemployment, it does not mean that we have to select him. We can put our own conditions, and if he agrees to those conditions, then only we can go for that candidate. First of all, we need to see whether there is a suitable vacancy open for him. Secondly, we can let him know what we can offer him, a particular amount as salary. If he agrees to that, then it's fine; otherwise, there is no need to give him an extraordinary raise. Though it may be quite possible that he might have learned some new tricks and might have gained some extra knowledge which other employees in the company do not have, then in that case, we can offer him some premium.
Lastly, I would say it would involve a lot of subjectivity to make a decision on this issue, and it's better to involve top people and direct managers while making this decision.
Thanks, Rajesh Chhikara Manager-HR EarlySail Software Pvt Ltd
From India, New Delhi
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If one applies for reemployment, it does not mean that we have to select him. We can put our own conditions, and if he agrees to those conditions, then only we can go for that candidate. First of all, we need to see whether there is a suitable vacancy open for him. Secondly, we can let him know what we can offer him, a particular amount as salary. If he agrees to that, then it's fine; otherwise, there is no need to give him an extraordinary raise. Though it may be quite possible that he might have learned some new tricks and might have gained some extra knowledge which other employees in the company do not have, then in that case, we can offer him some premium.
Lastly, I would say it would involve a lot of subjectivity to make a decision on this issue, and it's better to involve top people and direct managers while making this decision.
Thanks, Rajesh Chhikara Manager-HR EarlySail Software Pvt Ltd
From India, New Delhi
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