In order to choose right candidates, we wish to put them on 20- 30 days skill evaluation test. During this test ( extended interview ), their punctuality, learning speed, skills, temperament etc will be evaluated.
They will be paid mutually agreed conveyance for this period. We wish to do so to avoid appointing wrong applicant and then unnecessary paper work / litigation in termination.
They will be given Appointment Letter only when they pass in evaluation. My question is "
(1) Is it legally tenable ?
(2) What care should be taken in drafting this test so that it cannot be treated as appointment.
(3) What else we can do so that any unsuitable candidate can be terminated without much hassle.
From India, Hyderabad
1They will be paid mutually agreed conveyance for this period. We wish to do so to avoid appointing wrong applicant and then unnecessary paper work / litigation in termination.
They will be given Appointment Letter only when they pass in evaluation. My question is "
(1) Is it legally tenable ?
(2) What care should be taken in drafting this test so that it cannot be treated as appointment.
(3) What else we can do so that any unsuitable candidate can be terminated without much hassle.
From India, Hyderabad
Hi Deepak
Selection procedure is totally @ the discretion of the management and there is not law which can stop you from doing a 20 days evaluation process.
(2) What care should be taken in drafting this test so that it cannot be treated as appointment
In the case ideally you should not give any letter to them which says that you are been assessed for this position, rather then give them a letter saying that this is a training period where in your skills sets and competencies will be assessed and subject to satisfactory results
(3) What else we can do so that any unsuitable candidate can be terminated without much hassle.
The best way to do recruitment is have a assessment center implemented in the team of members who will be assessing this candidates
this is the best too for assessing the candidates it give good assessment provided it is done by professional who are assessment center analyst
for more details you can get in touch
Regards
DEV
From India, Mumbai
Selection procedure is totally @ the discretion of the management and there is not law which can stop you from doing a 20 days evaluation process.
(2) What care should be taken in drafting this test so that it cannot be treated as appointment
In the case ideally you should not give any letter to them which says that you are been assessed for this position, rather then give them a letter saying that this is a training period where in your skills sets and competencies will be assessed and subject to satisfactory results
(3) What else we can do so that any unsuitable candidate can be terminated without much hassle.
The best way to do recruitment is have a assessment center implemented in the team of members who will be assessing this candidates
this is the best too for assessing the candidates it give good assessment provided it is done by professional who are assessment center analyst
for more details you can get in touch
Regards
DEV
From India, Mumbai