Dear Seniors,
I need advice from seniors for one case. Recently, I faced an issue in hiring a senior person (Package is 30L per annum & we are a start-up company). He had a notice period of 3 months. As he had some amount due with the current company, he submitted his resignation after 25 days of our offer being issued. His official notice period ends on 12th November 2024. Now, the current company is releasing him just 4 days before the Diwali Holidays (we declared 11 days). If we onboard him earlier, the company may have the financial burden of paying for the 11 days of Diwali holidays. His current company does not wish to retain him until the last date of his notice period.
Can anyone suggest what decision I should make in this case? I am really confused.
From India, Ahmedabad
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I need advice from seniors for one case. Recently, I faced an issue in hiring a senior person (Package is 30L per annum & we are a start-up company). He had a notice period of 3 months. As he had some amount due with the current company, he submitted his resignation after 25 days of our offer being issued. His official notice period ends on 12th November 2024. Now, the current company is releasing him just 4 days before the Diwali Holidays (we declared 11 days). If we onboard him earlier, the company may have the financial burden of paying for the 11 days of Diwali holidays. His current company does not wish to retain him until the last date of his notice period.
Can anyone suggest what decision I should make in this case? I am really confused.
From India, Ahmedabad
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Suggestion
1) Onboard Post-Diwali Holidays: Since you are a startup and every financial decision counts, it might be wise to stick to the original joining date (post-Diwali) to avoid the additional holiday-related expenses. This way, you can ensure a smoother transition without the extra financial burden.
2) Negotiate with the Candidate: You could consider negotiating with the candidate, offering to onboard him earlier without paying for the 11 holiday days, or finding a middle ground. This way, you maintain financial stability and flexibility.
3) Offer a Compromise Solution: Depending on the urgency, you could propose that the candidate begins working remotely during the holiday period on a reduced or pro-rated salary, ensuring they contribute but without the full financial impact of the holiday.
By analyzing both the financial implications and the candidate's commitment, you can strike a balance that suits your startup's needs while keeping the hiring process smooth.
From India, Surat
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131) Onboard Post-Diwali Holidays: Since you are a startup and every financial decision counts, it might be wise to stick to the original joining date (post-Diwali) to avoid the additional holiday-related expenses. This way, you can ensure a smoother transition without the extra financial burden.
2) Negotiate with the Candidate: You could consider negotiating with the candidate, offering to onboard him earlier without paying for the 11 holiday days, or finding a middle ground. This way, you maintain financial stability and flexibility.
3) Offer a Compromise Solution: Depending on the urgency, you could propose that the candidate begins working remotely during the holiday period on a reduced or pro-rated salary, ensuring they contribute but without the full financial impact of the holiday.
By analyzing both the financial implications and the candidate's commitment, you can strike a balance that suits your startup's needs while keeping the hiring process smooth.
From India, Surat
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