Hai All
I have a one hot topic to be discussed on it...
Now a days the importance of reliving letter , service letter and notice period has become outdated one..
There are many companies which takes a candiatate with out these letter's in urgent.
I read in an article of a magazine that while attending interview in a new company, the candidates inform the HR department that getting Relieving letter and service letter will make them work for 1 or 2 months as per notice period
So some companies, due to urgencies, ask them to join without that and some companies they don't want to buy notice period. So they ask them to join them immediately with out that....
Ok friends .....share your valuable ideas with us
Regrds
Shilpa.U
From India, Bangalore
9I have a one hot topic to be discussed on it...
Now a days the importance of reliving letter , service letter and notice period has become outdated one..
There are many companies which takes a candiatate with out these letter's in urgent.
I read in an article of a magazine that while attending interview in a new company, the candidates inform the HR department that getting Relieving letter and service letter will make them work for 1 or 2 months as per notice period
So some companies, due to urgencies, ask them to join without that and some companies they don't want to buy notice period. So they ask them to join them immediately with out that....
Ok friends .....share your valuable ideas with us
Regrds
Shilpa.U
From India, Bangalore
Dear Shilpa..
Yes, you are very true.. it is really in practice these days..
But in my opinion its a bad practice.. as it leads to the loss of employees in terms of wealth as well as sincerity and respect..
Even companies who do such practice may come under same type of problems.. their employees who been hired by such a way, may leave them in the same manner even in a crucial situation..
Moreover it hampers the candidate career also as they go back to their previous employer, because they loose the faith of employer..
So these practices must be stopped by companies..
Moreover sometimes it has been seen that this is the previous employer who doesn't release their employees if he wish to change.. it also leads the same situation.. so if one has decided to switch, want to go in a systematic way and in no mood to stay with the company.. employer should not force him to remain in the system.. it is only loss of their salary spending over him.. because he will never give his 100% to that organisation in return of that salary..
So lastly will say that this is the practice been raised mostly due to problems creating by company side to relieve the employees.
Regards,
Amit Seth.
From India, Ahmadabad
Yes, you are very true.. it is really in practice these days..
But in my opinion its a bad practice.. as it leads to the loss of employees in terms of wealth as well as sincerity and respect..
Even companies who do such practice may come under same type of problems.. their employees who been hired by such a way, may leave them in the same manner even in a crucial situation..
Moreover it hampers the candidate career also as they go back to their previous employer, because they loose the faith of employer..
So these practices must be stopped by companies..
Moreover sometimes it has been seen that this is the previous employer who doesn't release their employees if he wish to change.. it also leads the same situation.. so if one has decided to switch, want to go in a systematic way and in no mood to stay with the company.. employer should not force him to remain in the system.. it is only loss of their salary spending over him.. because he will never give his 100% to that organisation in return of that salary..
So lastly will say that this is the practice been raised mostly due to problems creating by company side to relieve the employees.
Regards,
Amit Seth.
From India, Ahmadabad
hi shilpa,
I agree with you in some or the other point..........but still you are wrong in most of the ways......
See i am not contracdicting your point what i want to say is that the importance of the relieving letter, notice period & service letter still exist and the practice of issuing them is also prevelant in the current market scenario.......
I am working in a manufacturing industry as an HR Executive and we still ask for revieling letter from the candidate one he joins our company......and not only that even they get us the revieling letter or the notice period or the experience certificate even before asking to them for it...
So, the practice is still in existence the only thing its losing its improtance in the MNCs type of companies where they might have a different philosophy of recruiting........
regards
ankit
From India, Mumbai
I agree with you in some or the other point..........but still you are wrong in most of the ways......
See i am not contracdicting your point what i want to say is that the importance of the relieving letter, notice period & service letter still exist and the practice of issuing them is also prevelant in the current market scenario.......
I am working in a manufacturing industry as an HR Executive and we still ask for revieling letter from the candidate one he joins our company......and not only that even they get us the revieling letter or the notice period or the experience certificate even before asking to them for it...
So, the practice is still in existence the only thing its losing its improtance in the MNCs type of companies where they might have a different philosophy of recruiting........
regards
ankit
From India, Mumbai
hey,
buit dont you think amit, that if we recruit any candidate / person with out the revieling letter than that may create or become a big issue in our company.....
like if you hire one person in your company and then you dont askn for the experience letter or revieling letter then how can you be so sure that the particulatr person has particular number of experience.....
regards
ankit[/quote]
From India, Mumbai
buit dont you think amit, that if we recruit any candidate / person with out the revieling letter than that may create or become a big issue in our company.....
like if you hire one person in your company and then you dont askn for the experience letter or revieling letter then how can you be so sure that the particulatr person has particular number of experience.....
regards
ankit[/quote]
From India, Mumbai
Hai Ankit
I will agree with you
But in many software companies they take candaiates without these letters
I have seen it....
And about what you said ie "how can you be so sure that the particulatr person has particular number of experience..." for this they will show the Appointment Letter where they will mention the joining date....
From India, Bangalore
I will agree with you
But in many software companies they take candaiates without these letters
I have seen it....
And about what you said ie "how can you be so sure that the particulatr person has particular number of experience..." for this they will show the Appointment Letter where they will mention the joining date....
From India, Bangalore
Hi Shilpa and Ankit..
We can't blame someone who is doing such practices.. these are we HR people and consultants who do started such practices.. so to stop such systems we will have to change our attitude towards hiring, we must give them some time to serve the notice period and complete their formalities at their end. Moreover should also help them to complete their exit policies successfully..
And lastly must have some restrict policies to stop such practices..
Regards,
Amit Seth.
From India, Ahmadabad
We can't blame someone who is doing such practices.. these are we HR people and consultants who do started such practices.. so to stop such systems we will have to change our attitude towards hiring, we must give them some time to serve the notice period and complete their formalities at their end. Moreover should also help them to complete their exit policies successfully..
And lastly must have some restrict policies to stop such practices..
Regards,
Amit Seth.
From India, Ahmadabad
I guess it is impossible to lay down a hard and fast rule in this regard. We, HR professionals, can always put our foot down and say 'no relieving letter, no hire'. But we might lose some excellent resources and miss some hiring targets in the bargain. So the solution is perhaps insisting on a relieving letter in all the cases and making an exception in really exceptional cases, where we MUST hire the candidate in question, or the reason advanced by the candidate for not producing the relieving letter appears to be genuine.
It would also be a good practice to have a background check done on such candidates with the help of a screening agency.
From India, Mumbai
It would also be a good practice to have a background check done on such candidates with the help of a screening agency.
From India, Mumbai
Hai
Thanks for your valuable suggestion.
One thing i want to express is .......we have to take care during the background verification time i.e Verification Check
As some many give fake referances
It happened with our own organisation where a candaitate produces fake Appointment letter, salary slip etc....but during background verification the truth came outside
Regards
Shilpa
From India, Bangalore
Thanks for your valuable suggestion.
One thing i want to express is .......we have to take care during the background verification time i.e Verification Check
As some many give fake referances
It happened with our own organisation where a candaitate produces fake Appointment letter, salary slip etc....but during background verification the truth came outside
Regards
Shilpa
From India, Bangalore
hi amit and shilpa,
see i am not going agianst any one of you'll. the only thing i pointed out was that this practice still exist and is a valid one...
Shilpa, as far as you said, even if teh candidate shows the appointment letter, how can one be so sure that he / she is not working for the same company after joining your organisation..b'coz this type of case has happened in our industry (not in our comapny but in other company in our industry)..
there was this candidate who showed his joining letterand after getting the appointment he was working for the new ciompany as well as working for the previous organisation (part time)....in that case the company traced this and found out that his absenteeism was high in both the companies..
Now Amit & SHilpa, what do you say????
regards
ankit...
From India, Mumbai
see i am not going agianst any one of you'll. the only thing i pointed out was that this practice still exist and is a valid one...
Shilpa, as far as you said, even if teh candidate shows the appointment letter, how can one be so sure that he / she is not working for the same company after joining your organisation..b'coz this type of case has happened in our industry (not in our comapny but in other company in our industry)..
there was this candidate who showed his joining letterand after getting the appointment he was working for the new ciompany as well as working for the previous organisation (part time)....in that case the company traced this and found out that his absenteeism was high in both the companies..
Now Amit & SHilpa, what do you say????
regards
ankit...
From India, Mumbai
Hai Ankit
In that case where the employee is working for two companies alternetly.....According to my opinion whther am right or not i dont know...but i will express my opinion....
For that employee we can give a warning my showing the list of leaves he has taken .....and tell him not to take that much of leave ..........
If he continous to do the same thing then we can tell him to resign the job......
Am i right or wrong plz suggest me.....and if you have any other idea then let me know as this sutitaion may occur to anybody
Thanks and Regards
Shilpa.U
From India, Bangalore
In that case where the employee is working for two companies alternetly.....According to my opinion whther am right or not i dont know...but i will express my opinion....
For that employee we can give a warning my showing the list of leaves he has taken .....and tell him not to take that much of leave ..........
If he continous to do the same thing then we can tell him to resign the job......
Am i right or wrong plz suggest me.....and if you have any other idea then let me know as this sutitaion may occur to anybody
Thanks and Regards
Shilpa.U
From India, Bangalore
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