How important is documentation in any corporate?
If the mark sheets of Primary and Secondary Board are not available with the candidate, what should be done if the problem of non-availability is genuine? Is non-availability a solid reason for not hiring? How can we neglect the perseverance and skills of the candidate!
Please suggest!!!!!!!
From India, Delhi
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1If the mark sheets of Primary and Secondary Board are not available with the candidate, what should be done if the problem of non-availability is genuine? Is non-availability a solid reason for not hiring? How can we neglect the perseverance and skills of the candidate!
Please suggest!!!!!!!
From India, Delhi
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How important is documentation in any corporate?
If the mark sheets of primary and secondary boards are not available with the candidate, what should be done? If non-availability is genuine, is non-availability a solid reason for not hiring? How can we neglect the perseverance and skills of the candidate? Please suggest.
Clarification from Transformatix Team:
It is the employer's (read management) prerogative to self-determine the minimum suitability for any particular job opening, which traditionally comprises of:
1. Minimum academic/educational qualification; and
2. Relevant work experience; and
3. Other suitabilities such as the capacity to work independently, work in a team, communication excellence, quick and quality decision-making, interpersonal interaction, respect for co-workers especially women colleagues, and, inter alia, first and foremost an impeccable character (energy and intelligence with a strong sense of ethics and propriety).
In the early days of modernization/industrialization, ability (how well one does what they commit to do) was considered supreme to certificates or testimonials, which remains a legacy of the British Raj. Certificate or testimonial-based shortlisting of a single one over lesser mortals, as it were, is often used to hasten or expedite selection leading to filling up the vacant position.
Having said that, now it is up to your employer/management to decide whether to opt for an output/results-oriented performer or for performance solely based on certificates/testimonials, which is found prescribed in your establishment's codified rules when getting the best who give you their best is your focus/motto. There is nothing wrong when any employer obeys all the applicable laws and is never arbitrary.
Regards, Sharan, Transformatix Performance Solutions
[Email Removed For Privacy Reasons]
From India, Delhi
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If the mark sheets of primary and secondary boards are not available with the candidate, what should be done? If non-availability is genuine, is non-availability a solid reason for not hiring? How can we neglect the perseverance and skills of the candidate? Please suggest.
Clarification from Transformatix Team:
It is the employer's (read management) prerogative to self-determine the minimum suitability for any particular job opening, which traditionally comprises of:
1. Minimum academic/educational qualification; and
2. Relevant work experience; and
3. Other suitabilities such as the capacity to work independently, work in a team, communication excellence, quick and quality decision-making, interpersonal interaction, respect for co-workers especially women colleagues, and, inter alia, first and foremost an impeccable character (energy and intelligence with a strong sense of ethics and propriety).
In the early days of modernization/industrialization, ability (how well one does what they commit to do) was considered supreme to certificates or testimonials, which remains a legacy of the British Raj. Certificate or testimonial-based shortlisting of a single one over lesser mortals, as it were, is often used to hasten or expedite selection leading to filling up the vacant position.
Having said that, now it is up to your employer/management to decide whether to opt for an output/results-oriented performer or for performance solely based on certificates/testimonials, which is found prescribed in your establishment's codified rules when getting the best who give you their best is your focus/motto. There is nothing wrong when any employer obeys all the applicable laws and is never arbitrary.
Regards, Sharan, Transformatix Performance Solutions
[Email Removed For Privacy Reasons]
From India, Delhi
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Documents are no less important than a promissory note. Whether it's in a corporate setting or not, a written document is an undertaking by the drawee (the writer) to meet certain terms and conditions (laid therein) addressed to/for the drawer (the reader/receiver).
The availability of a transcript or any other supporting document will leave the exchange (transaction) in abeyance until such time as they are made available or meet alternative conditions that may have been mutually decided upon.
Regards, Arif ur Rehman.
From Pakistan, Karachi
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The availability of a transcript or any other supporting document will leave the exchange (transaction) in abeyance until such time as they are made available or meet alternative conditions that may have been mutually decided upon.
Regards, Arif ur Rehman.
From Pakistan, Karachi
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