We hired one analyst of R Language (Niche Skill) .We waited for 1 month for his notice to finish. After completion of one month, when he was asked to report on the Client location at the respective time.He didnt went there .Later he just casually messaged us that he is not joining our organization.
The way he acted is very unprofessional.
If he didn't wanted to join, he should have informed us prior the asked date. We invested so much time and waited for whole month.
It has to be stopped with some legal actions.
From India, Mumbai
The way he acted is very unprofessional.
If he didn't wanted to join, he should have informed us prior the asked date. We invested so much time and waited for whole month.
It has to be stopped with some legal actions.
From India, Mumbai
Hi,
This was usually the case when I was working with a private bank. For such candidates, we used to write offer cancellation mails. It is such a pain when they behave so unprofessional and waste company's valueble time.
Next time you should follow up 1 week prior to joining date with all candidates for different positions.
Thanks and Regards,
Akash Sharma
From India, Delhi
23This was usually the case when I was working with a private bank. For such candidates, we used to write offer cancellation mails. It is such a pain when they behave so unprofessional and waste company's valueble time.
Next time you should follow up 1 week prior to joining date with all candidates for different positions.
Thanks and Regards,
Akash Sharma
From India, Delhi
Hi
It is difficult to come to a conclusion basing on the inputs given in this column by the HR who is aggrieved. Was it a contract job or permanent? Did the employee submit his/her documents required and given the employment letter duly acknowledged?
It is not exactly absconding but rather 'failure to report' issue as employee was supposed to report at the site of the Client.
These issues usually happen with the contractual employees as the billing starts only after reporting at the site and taking up the project. Though attrition is painful, it is here to stay in many forms and there is no guaranteed way of keeping your flock together unless the facilities along with the salaries are very impressive.
For you to go legal may not be worthwhile as the documentation part is not known from both the sides.
Keep options open for the eventualities and have plan B in place if it is contract employees and you do not want them on the company payrolls.
Thanks and Regards
From India, Hyderabad
It is difficult to come to a conclusion basing on the inputs given in this column by the HR who is aggrieved. Was it a contract job or permanent? Did the employee submit his/her documents required and given the employment letter duly acknowledged?
It is not exactly absconding but rather 'failure to report' issue as employee was supposed to report at the site of the Client.
These issues usually happen with the contractual employees as the billing starts only after reporting at the site and taking up the project. Though attrition is painful, it is here to stay in many forms and there is no guaranteed way of keeping your flock together unless the facilities along with the salaries are very impressive.
For you to go legal may not be worthwhile as the documentation part is not known from both the sides.
Keep options open for the eventualities and have plan B in place if it is contract employees and you do not want them on the company payrolls.
Thanks and Regards
From India, Hyderabad
Thank you for your insights.
The resource was hired on permanent payrolls and with lucrative salary as well as we gave 30 percent hike.
Also the resource was joining a government client because of which we are suffering a lot.
His documentation was complete with positive background verification .
Also till the last day before joining the resource assured his joining as we were constantly following up .
He had officially accepted Offer Letter with all relevant documentation .
We are going for a legal notice for the losses incurred for the resource unprofessional behavior.
From India, Mumbai
The resource was hired on permanent payrolls and with lucrative salary as well as we gave 30 percent hike.
Also the resource was joining a government client because of which we are suffering a lot.
His documentation was complete with positive background verification .
Also till the last day before joining the resource assured his joining as we were constantly following up .
He had officially accepted Offer Letter with all relevant documentation .
We are going for a legal notice for the losses incurred for the resource unprofessional behavior.
From India, Mumbai
Hi
Yes understood. Make sure you send him a show-cause notice before going for the final legal action. It is unfair on his part to have abandoned your company without any proper explanation and that too at the last minute.
Good luck. If you had put all the info in one place advise would have been that much easy. Anyways it is quite understandable from the employer point of view feeling upset and want to see that the person regrets for his unprofessional attitude.
Thanks and Regards
From India, Hyderabad
Yes understood. Make sure you send him a show-cause notice before going for the final legal action. It is unfair on his part to have abandoned your company without any proper explanation and that too at the last minute.
Good luck. If you had put all the info in one place advise would have been that much easy. Anyways it is quite understandable from the employer point of view feeling upset and want to see that the person regrets for his unprofessional attitude.
Thanks and Regards
From India, Hyderabad
Hello everyone,
It is the hard truth of recruitment process in which dropouts are bound to happen for any organization.
With all due respect, before planning to go legal, was the same mentioned at time of offer letter that not adhering to the joining date can lead to legal action? You have suffered loss, I can understand that but why waste energy and time going legal. The candidate will soon realize the foolish mistake he has done by not reporting on the given date. Wish you success in future hiring. Learning from the candidate's psychology and investing more time in hiring decisions is in my view smarter decision than going legal.
Thanks and Regards,
Akash Sharma
From India, Delhi
It is the hard truth of recruitment process in which dropouts are bound to happen for any organization.
With all due respect, before planning to go legal, was the same mentioned at time of offer letter that not adhering to the joining date can lead to legal action? You have suffered loss, I can understand that but why waste energy and time going legal. The candidate will soon realize the foolish mistake he has done by not reporting on the given date. Wish you success in future hiring. Learning from the candidate's psychology and investing more time in hiring decisions is in my view smarter decision than going legal.
Thanks and Regards,
Akash Sharma
From India, Delhi
one of employee in my office abscond without intimation for that client of her employee is also suffer for this how i can write legal action mail regarding this.
From India, Indore
From India, Indore
Hi,
You can initiate disciplinary action against that employee - following warning and termination process. Provide sufficient opportunity for employee to report back after warning... in case of no response proceed with termination. In case of unionized sector follow proper process.
From India, Madras
You can initiate disciplinary action against that employee - following warning and termination process. Provide sufficient opportunity for employee to report back after warning... in case of no response proceed with termination. In case of unionized sector follow proper process.
From India, Madras
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