Hello,
Its a wide spread problem with the companies where candidates after accepting offer letter and waiting for them up to 90 days do not join. All the efforts made goes waste and need to start all over again with the recruitment process.
Can anyone suggest good innovative steps or policy where candidate will feel the pinch for not joining and will think twice before accepting the offer which in turn will be a great time saver for the HR?.
From India, Taramani
Its a wide spread problem with the companies where candidates after accepting offer letter and waiting for them up to 90 days do not join. All the efforts made goes waste and need to start all over again with the recruitment process.
Can anyone suggest good innovative steps or policy where candidate will feel the pinch for not joining and will think twice before accepting the offer which in turn will be a great time saver for the HR?.
From India, Taramani
Hello Kalyani,
Below article of Economic times will help you to frame policy for above mentioned subject.
Rejecting a job offer? Get ready to pay penalty - Economic Times
Thanking you,
Regards,
Ashish
From India, Pune
175Below article of Economic times will help you to frame policy for above mentioned subject.
Rejecting a job offer? Get ready to pay penalty - Economic Times
Thanking you,
Regards,
Ashish
From India, Pune
Hi Kalyani,
Don't waste your time on policy and system that will never give you fruits on how to punish someone who did not accept you offer. It's just asking someone to catch the rainbow.
I feel you should rather spend time on making your "offer so irresistible, competitive and attractive for a new candidate to join your company on the day you make him the offer.
Exmaple : 1. Joining Bonus 3 months salary paid in 3 parts over the Year, if joined within 1 week offer. 2. 10% additional Salary rasie if joined with 1 week of offer made. 3. Paying the Notice period to join within one week of offer made and many others. 3. Interest free loan to buy a CAR payable in equal installment by deduction etc etc.
Good Luck.
Ukmitra
From Saudi Arabia, Riyadh
Don't waste your time on policy and system that will never give you fruits on how to punish someone who did not accept you offer. It's just asking someone to catch the rainbow.
I feel you should rather spend time on making your "offer so irresistible, competitive and attractive for a new candidate to join your company on the day you make him the offer.
Exmaple : 1. Joining Bonus 3 months salary paid in 3 parts over the Year, if joined within 1 week offer. 2. 10% additional Salary rasie if joined with 1 week of offer made. 3. Paying the Notice period to join within one week of offer made and many others. 3. Interest free loan to buy a CAR payable in equal installment by deduction etc etc.
Good Luck.
Ukmitra
From Saudi Arabia, Riyadh
There are few things in your hands and on few things you don't have control so better to have a proactive and preventive approach rather than thinking and wasting time for the things that are not in your control.
Mr. Ukmitra has given the really good example. Follow the same and sure it will help you to avoid such situation. not 100% but still some reasonable level
From India, Lucknow
Mr. Ukmitra has given the really good example. Follow the same and sure it will help you to avoid such situation. not 100% but still some reasonable level
From India, Lucknow
Hello Kalyani,
We have to see the both the side of coin
* Employee is refusing to join after accepting the offer
* Employers are refusing the candidates after giving the offer letter for joining due to budget problem or else
If your framing the policy for employee same side give satisfaction that your company will hire the candidate after offer letter.
Seniors please put your lights on this
Thanking you,
Regards,
Ashish
From India, Pune
We have to see the both the side of coin
* Employee is refusing to join after accepting the offer
* Employers are refusing the candidates after giving the offer letter for joining due to budget problem or else
If your framing the policy for employee same side give satisfaction that your company will hire the candidate after offer letter.
Seniors please put your lights on this
Thanking you,
Regards,
Ashish
From India, Pune
The biggest of the issue here is the amount of notice period every company has. 90 days notice period is the root of this problem. Its very big. A notice period in general should be 30 days, as my personal experience says. I do knowledge transfer for 15 - 20 days and remaining time of 70 days, I do time pass or spend my time in searching of jobs.
Its a total waste of time of an employee plus increasing the risk for other organizations.
The notice period should reduce.
You cannot impose a penalty since the root of the problem is the 90 days of notice period.
Reduce it to 30 days, 90% of the problem faced by HR will get resolved.
From India, Mumbai
Its a total waste of time of an employee plus increasing the risk for other organizations.
The notice period should reduce.
You cannot impose a penalty since the root of the problem is the 90 days of notice period.
Reduce it to 30 days, 90% of the problem faced by HR will get resolved.
From India, Mumbai
Thanks all for you inputs.
Ashish - I have already gone through the economic times article. That clause is deterrent and big companies can go with such clause.
Ukmitra - thanks for your suggestion. I will work out on this and will put forward.
From India, Taramani
Ashish - I have already gone through the economic times article. That clause is deterrent and big companies can go with such clause.
Ukmitra - thanks for your suggestion. I will work out on this and will put forward.
From India, Taramani
Most people who are suggesting squeezing the employees are actually HR people from companies who tow the line taken by the top management. These HRs do not care about employees. You want to force someone to join your company even if the person has a better offer in his hand! Why will he do that? DO you provide any guaranty that he will be retained even if there is redundancy? No, right? Then the prospective employee has every right not to join your company.
I am sick of looking at the way employers try to squeeze employees. You are really lucky that India does not have tort laws and there is no mandatory compliance laws related to employee benefits and you take benefit of such a scenario by not paying employees maternity benefits and lying during interviews, painting a rosy picture and trapping them with all kind of company policy gobbledygook. I sincerely hope that that there is change in the labor acts in India that benefits the employees like they do in the West. Then all these HR nonsense will stop completely.
From India, Visakhapatnam
I am sick of looking at the way employers try to squeeze employees. You are really lucky that India does not have tort laws and there is no mandatory compliance laws related to employee benefits and you take benefit of such a scenario by not paying employees maternity benefits and lying during interviews, painting a rosy picture and trapping them with all kind of company policy gobbledygook. I sincerely hope that that there is change in the labor acts in India that benefits the employees like they do in the West. Then all these HR nonsense will stop completely.
From India, Visakhapatnam
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Maiden Steps for Policy Making.doc