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Notice period obstacle
Human Resources » Policies & Samples

Chrm Message From: pthakur Total Posts: 20 Join Date: 07/01/2008
Rank: Executive Post Date: 23/03/2009 11:04:38 Points: 100 Location: United States

Hi All,

In these days of instant and faster services even we need a candidate immediately. We can't wait for notice period days. This notice period days is becoming obstacle in hiring instantly. Regular recruitment process doesn't work here. One thing is by giving joining bonus we can can ensure early joining. But again this doesn't work all the time and business requirements cannot wait for our recruitment process. We need to think of some different model of recruitment, sourcing skills so that business requirements get fulfill immediately.

Any idea, thought on this?

Chrm Message From: sjayesh_84 Total Posts: 16 Join Date: 07/01/2008  
Rank: Executive Post Date: 23/03/2009 11:05:55 Points: 80 Location: United States

If we force any of the candidate to join by breaching thier appointment conditions with thier present employer, then the same may be happen to us? The employee will quit us without notice if he get better offer.

Chrm Message From: dharm Total Posts: 27 Join Date: 07/01/2008  
Rank: Executive Post Date: 23/03/2009 11:07:22 Points: 135 Location: United States

Dear HR Community,

I agree with sjayesh's viewpoint but what to those organization which do not follow this practice. Employees working in critical projects leave in between which results in bad company's image.

Should we have a clause in the experience letter wherein we as an organization has the right to mention that the employee left in between the project & has not completed the assigned work.

Your suggestion required. Pls revert.


Chrm Message From: bindu Total Posts: 59 Join Date: 07/01/2008  
Rank: Manager Post Date: 23/03/2009 11:08:32 Points: 295 Location: United States

My two cents on this.

Cent 1: If your business is such that you need to bring in people in the time span your client takes to blink, hire extra people and keep them on bench before your salesperson goes asking the client for more business.

Cent 2: Agreed that for us in HR, delivery/production is the internal customer and for delivery/production, the client is the external customer. Still we need to establish if someone is actually required as of yesterday when delivery demands someone is required as of yesterday. Many a times we get into that stage of someone being required as of yesterday because someone else did not plan well/manage well/execute well. And many a times our client face needs to learn to negotiate timelines with the client instead of bending backwards to accommodate all whims and fancies of the client.

So we need to look elsewhere for solutions. If we get rid of notice periods the same business guy will come running back to us when someone exits without a handover.


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