Dear Seniors
candidate got selected in the month of NOVEMBER and he resigned from his previous employer on NOV 5th we have insisted him join within a month .His notice period is 3 months as per their company rules but he said he can negotiate but now their Project head sent him a mail saying as per rules it is 90 days from the date of raising resignation mail .He sent me a mail asking for my response.Please guide what are the best alternative ways he can convince their management so that he can join us as soon as possible as we have immediate requirement here?what can I suggest him?
From India, Bangalore
8candidate got selected in the month of NOVEMBER and he resigned from his previous employer on NOV 5th we have insisted him join within a month .His notice period is 3 months as per their company rules but he said he can negotiate but now their Project head sent him a mail saying as per rules it is 90 days from the date of raising resignation mail .He sent me a mail asking for my response.Please guide what are the best alternative ways he can convince their management so that he can join us as soon as possible as we have immediate requirement here?what can I suggest him?
From India, Bangalore
as per your details, i understand that u are more in need of candidate but think you are keeping him that candidate in trouble as well as u are making a candidate to braking the rules of some other company do u think it is good???. still u have other option of going to take some other candidate who can able to join immediately.
From India, Madras
From India, Madras
Your immediate requirement is respected, however, one needs to do proper handover of the responsibilities they have.
I am sure that you selected him for his outstanding performing ability... it might be the same with his previous employer.
No doubt organization allow to adjust pending leaves against notice period or pay off the notice period, but understand the point that if that is not allowed for a particular person, that's perhaps coz he's holding important role in the team and proper handover is required.
If you look at my roles, officially I have to serve just 1 month's notice period, but my seniors wouldn't relieve in the said period, coz my work and my role is critical and would have to do proper handover, rather look out for someone who can take it from here. And i feel privileged that i am holding such importance.
Hope it helped. :-)
From India, Mumbai
I am sure that you selected him for his outstanding performing ability... it might be the same with his previous employer.
No doubt organization allow to adjust pending leaves against notice period or pay off the notice period, but understand the point that if that is not allowed for a particular person, that's perhaps coz he's holding important role in the team and proper handover is required.
If you look at my roles, officially I have to serve just 1 month's notice period, but my seniors wouldn't relieve in the said period, coz my work and my role is critical and would have to do proper handover, rather look out for someone who can take it from here. And i feel privileged that i am holding such importance.
Hope it helped. :-)
From India, Mumbai
Thanks for your valuable suggestions I dont mean to break any of the company Rules infact he himself wants to me suggest the best possible ways in this regard
From India, Bangalore
From India, Bangalore
I can understand, he might also be afraid of losing the job offer you made to him.
Firstly try to convince him that you're not going to revoke the offer and that you'd respect the notice period that he has to serve but at the same time, he can try to convince his management to try to relieve him as early as possible. Ask him to convince his employers that he don't wish to run away but it is also about the new commitments that he've made. He is bound to the old employment and so he wouldn't break the promises there as well, but he would genuinely be obliged if they could accommodate his genuine case.
Hope it helps. :-)
From India, Mumbai
Firstly try to convince him that you're not going to revoke the offer and that you'd respect the notice period that he has to serve but at the same time, he can try to convince his management to try to relieve him as early as possible. Ask him to convince his employers that he don't wish to run away but it is also about the new commitments that he've made. He is bound to the old employment and so he wouldn't break the promises there as well, but he would genuinely be obliged if they could accommodate his genuine case.
Hope it helps. :-)
From India, Mumbai
Hello HUMAN RESOURCE PRACTICES,
Have you checked out IF the Notice Period can be bought-out?
Frankly, either you or the Company [your client I guess] HR should have delved a bit deeper during the Interview itself on how this candidate proposed to negotiate his NP--since the current situation is, by & large, very common for any resignation. To put it differently, this situation should have been anticipated.
Buying-out the NP is only possible if the candidate can hand-over his work within the lower NP he proposes to ask for--for which he/she needs to do some ground-work even before he/she resigns formally, since the next step will be the Date of relieving obviously.
Asking for the adjusting of leaves AT THIS STAGE may not be the right way for the candidate to handle the issue--since adjustment comes into picture ONLY AFTER the informal/formal acceptance of the resignation.
Looking @ this from another angle, there is also a chance that the candidate MAY be faking this scenario--for all you know, he/she may have negotiated with his current company for a raise using the Offer--when the negotiation should have been for relieving. I have seen guys doing this. In fact, there are candidates who specifically attend interviews just to get their market-value to negotiate a Raise--sort of 'blackmail' I guess.
Rgds,
TS
From India, Hyderabad
Have you checked out IF the Notice Period can be bought-out?
Frankly, either you or the Company [your client I guess] HR should have delved a bit deeper during the Interview itself on how this candidate proposed to negotiate his NP--since the current situation is, by & large, very common for any resignation. To put it differently, this situation should have been anticipated.
Buying-out the NP is only possible if the candidate can hand-over his work within the lower NP he proposes to ask for--for which he/she needs to do some ground-work even before he/she resigns formally, since the next step will be the Date of relieving obviously.
Asking for the adjusting of leaves AT THIS STAGE may not be the right way for the candidate to handle the issue--since adjustment comes into picture ONLY AFTER the informal/formal acceptance of the resignation.
Looking @ this from another angle, there is also a chance that the candidate MAY be faking this scenario--for all you know, he/she may have negotiated with his current company for a raise using the Offer--when the negotiation should have been for relieving. I have seen guys doing this. In fact, there are candidates who specifically attend interviews just to get their market-value to negotiate a Raise--sort of 'blackmail' I guess.
Rgds,
TS
From India, Hyderabad
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