Dear All,
An off-roll candidate with 3 years of FMCG experience is keen on joining our organization (on the company's rolls). Being an off-roll employee, he does not have an offer letter, appointment letter, salary slips, or relieving letter. When hiring this candidate or any other off-roll employee, what are the documents that can be considered? Can any other alternate documents be accepted (under HR norms)? If yes, what would they be?
Awaiting your suggestions...
Regards,
Shwetha
From India, Chennai
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An off-roll candidate with 3 years of FMCG experience is keen on joining our organization (on the company's rolls). Being an off-roll employee, he does not have an offer letter, appointment letter, salary slips, or relieving letter. When hiring this candidate or any other off-roll employee, what are the documents that can be considered? Can any other alternate documents be accepted (under HR norms)? If yes, what would they be?
Awaiting your suggestions...
Regards,
Shwetha
From India, Chennai
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Assume the candidate as a contractor or a consultant; you can hire him or her by certifying him/her as a consultant/contractor. With regards to other documents pertaining to the qualification, photo identity, etc., can be collected.
What if a candidate is a fresher? You won't hire? Treat accordingly.
From India, Ahmadabad
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747What if a candidate is a fresher? You won't hire? Treat accordingly.
From India, Ahmadabad
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Three years back, how was the candidate informed , that he needs to join in this role ? How have he been paid so far ? Was the candidate on a vendor payroll? The internal memo can work as a proof
From India, Mumbai
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From India, Mumbai
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Dear Ms. Shwetha Keshav,
Ms. (Cite Contribution) is right! There should have been one "Vendor"; must have put him on the said job -- there also have been some sort of written communication. If not, you may also consider a citation letter from his FMCG Company that he worked for. All the document copies pertaining to that individual can be hoarded for further reference.
From India, Visakhapatnam
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Ms. (Cite Contribution) is right! There should have been one "Vendor"; must have put him on the said job -- there also have been some sort of written communication. If not, you may also consider a citation letter from his FMCG Company that he worked for. All the document copies pertaining to that individual can be hoarded for further reference.
From India, Visakhapatnam
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Dear (Cite Contribution) & Sharmila,
The candidate was paid his salary only in cash (zero documentation). Additionally, he got this job through word of mouth, hence there is no proper offer letter or appointment letter from the distributor. The distributor has also denied the candidate an experience letter.
Will a resignation acceptance mail from the candidate's immediate reporting manager be considered, with the seal of the distributor?
Kindly advise.
Thank you for your suggestions!!!
Shwetha
From India, Chennai
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The candidate was paid his salary only in cash (zero documentation). Additionally, he got this job through word of mouth, hence there is no proper offer letter or appointment letter from the distributor. The distributor has also denied the candidate an experience letter.
Will a resignation acceptance mail from the candidate's immediate reporting manager be considered, with the seal of the distributor?
Kindly advise.
Thank you for your suggestions!!!
Shwetha
From India, Chennai
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Hi Shwetakeshav,
Hiring an off-roll candidate is not a big problem. The issue lies in your thinking. Treat him as a fresher and give him a letter as a trainee for a period of 3 to 6 months. Put a solid check on his work and his commitment towards the work allotted to him. You can regularly review his performance and then decide on giving him a permanent position. Just because he does not have any experience letter, you may lose a good candidate for your organization.
To check his credentials, you can ask for his (1) Original qualification certificates, (2) PAN card, or a reference from 1 or 2 people who know him and hold good positions.
By giving him a chance, you will improve his life and that of his dependents. Take some calculated risks and move forward.
Thanks.
From India, Bangalore
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Hiring an off-roll candidate is not a big problem. The issue lies in your thinking. Treat him as a fresher and give him a letter as a trainee for a period of 3 to 6 months. Put a solid check on his work and his commitment towards the work allotted to him. You can regularly review his performance and then decide on giving him a permanent position. Just because he does not have any experience letter, you may lose a good candidate for your organization.
To check his credentials, you can ask for his (1) Original qualification certificates, (2) PAN card, or a reference from 1 or 2 people who know him and hold good positions.
By giving him a chance, you will improve his life and that of his dependents. Take some calculated risks and move forward.
Thanks.
From India, Bangalore
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Manager is taking into account the 3 years of that candidate's experience and is willing to provide an acceptance to the resignation submitted by him, which can very well be taken into consideration for your records. I understand your concern, as it is good if certain things are possible to collect for future prospects.
In case documents are not available for his tenure, you may always consider him a fresher as long as he is okay.
From India, Visakhapatnam
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In case documents are not available for his tenure, you may always consider him a fresher as long as he is okay.
From India, Visakhapatnam
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I agree with mahesh’s suggestion. We should not loose a good candidate for the sake of document which can be manipulated. Rajender Singh
From India, Chandigarh
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From India, Chandigarh
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Dear Shweta Mam,
The only question to be answered is, do you want his services or not? If you want his expertise, go ahead, pay for it, and hire him on roll. Do not talk of paying him cash, etc. Someone across the wall may hear you and carry out a government raid/audit. Cool, take him if you want him in the org. If he does not perform up to your expected standards after joining the organization, thank him and say goodbye.
Dr. Am
From India, Indore
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The only question to be answered is, do you want his services or not? If you want his expertise, go ahead, pay for it, and hire him on roll. Do not talk of paying him cash, etc. Someone across the wall may hear you and carry out a government raid/audit. Cool, take him if you want him in the org. If he does not perform up to your expected standards after joining the organization, thank him and say goodbye.
Dr. Am
From India, Indore
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