Blacklisting of Absconding Employees

[Swapna.N - HR]

Hi all

 

We are facing this issue very often in our concern. Hope you may also would have faced it. Employees join and abscond all of a sudden, sometimes on the 2^nd day itself.

 

I can understand that if someone is a fresher and absconds, but I don’t understand the case of an experienced person like 4 – 8 years experience. We as recruiters put so much effort like hiring time, salary negotiation, wait for them to serve their notice period(mostly 3 months) and other benefits(like work from home,etc).But it all goes to a vain.

 

Please help me out if there is any option of blacklisting an employee which will affect their next employment. Only then I think they can realize. Candidates don’t decide on accepting a offer that easily, they sit browse, check for references.

 

Kindly help me out with your valuables inputs.

 

Thanks & Regards

______________________________________________________________________________________________________________________________________________________________

Visit us on:

Swapna N Human Resources Desk: +91-44-3068-6934 | Mobile :  +91-98846-64634 eNoah iSolution India Private Limited, 3rd & 4th Floor, Elnet Software City, Taramani, Chennai – 600113. India. Web:www.enoahisolution.com @ nsw...@enoahisolution.com

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*****Disclaimer****** Information contained and transmitted by this E-MAIL is proprietary to eNoah iSolution India Private Limited and is intended for use only by the individual or entity to which it is addressed, and may contain information that is privileged, confidential or exempt from disclosure under applicable law. If this is a forwarded message, the content of this E-MAIL may not have been sent with the authority of the Company. If you are not the intended recipient, an agent of the intended recipient or a person responsible for delivering the information to the named recipient, you are notified that any use, distribution, transmission, printing, copying or dissemination of this information in any way or in any manner is strictly prohibited. If you have received this communication in error, please delete this mail & notify us immediately at ithel...@enoahisolution.com

[Kalimuthu]

Swapna,

If we start blacklisting candidates, that will be our full time job.

We can avoid this only if recruiters stop issuing counter offers.

Hope all the recruiters agree with this point.

 

With Thanks & Regards

 

R. Kalimuthu

Mobile: +91 9962202026

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[Vijay Anand]

Three years back i wrote this article in my blog - http://www.hirington.com/2010/12/early-resignation-from-freshers-who-is.html

Some how we have to take a collective effort.

Regards,
Vijay Anand L V

Recruitment Architect - Management Consultant - Strategic Adviser

(Social Media Expert, Recruiter, Trainer, Author, Blogger, Speaker and Founder)

|||  | |  |

Website: www.vijayanand.co.in, Email id : vana...@gmail.com, Mobile : +91 9841696536, Skype : vanandhr

[Venkat]

This is nothing new in da industry. 

my view on this is - 

Black listing may help unless someone takes da effort to check & reasons given & one need to upload da candidate view point also. Coin has two sides. 

when we do ref checks, we have details please call them back & update status to them. 

Next log into Social media & just inform -- she/ he joined our organisation and vanished in thin air, any of you know her / him inform about disappearing act. 

this would leave da person embarrassed & may not attempt second time.   

Sent from venkat

On 20-Mar-2014, at 11:43, "Swapna.N - HR" <nsw...@enoahisolution.com> wrote:

Hi all

 

We are facing this issue very often in our concern. Hope you may also would have faced it. Employees join and abscond all of a sudden, sometimes on the 2^nd day itself.

 

I can understand that if someone is a fresher and absconds, but I don’t understand the case of an experienced person like 4 – 8 years experience. We as recruiters put so much effort like hiring time, salary negotiation, wait for them to serve their notice period(mostly 3 months) and other benefits(like work from home,etc).But it all goes to a vain.

 

Please help me out if there is any option of blacklisting an employee which will affect their next employment. Only then I think they can realize. Candidates don’t decide on accepting a offer that easily, they sit browse, check for references.

 

Kindly help me out with your valuables inputs.

 

Thanks & Regards

______________________________________________________________________________________________________________________________________________________________

<image001.png>          Visit us on:    <image002.png><image003.png><image004.png>

Swapna N Human Resources Desk: +91-44-3068-6934 | Mobile :  +91-98846-64634 eNoah iSolution India Private Limited, 3rd & 4th Floor, Elnet Software City, Taramani, Chennai – 600113. India. Web:www.enoahisolution.com @ nsw...@enoahisolution.com

__________________________________________________________________________________________________________________________________________________________________________________________________________________

 

*****Disclaimer****** Information contained and transmitted by this E-MAIL is proprietary to eNoah iSolution India Private Limited and is intended for use only by the individual or entity to which it is addressed, and may contain information that is privileged, confidential or exempt from disclosure under applicable law. If this is a forwarded message, the content of this E-MAIL may not have been sent with the authority of the Company. If you are not the intended recipient, an agent of the intended recipient or a person responsible for delivering the information to the named recipient, you are notified that any use, distribution, transmission, printing, copying or dissemination of this information in any way or in any manner is strictly prohibited. If you have received this communication in error, please delete this mail & notify us immediately at ithel...@enoahisolution.com

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[Swapna.N - HR]

Yes I do agree.Thanks Kalimuthu

 

Thanks & Regards

______________________________________________________________________________________________________________________________________________________________

Visit us on:

Swapna N Human Resources Desk: +91-44-3068-6934 | Mobile :  +91-98846-64634 eNoah iSolution India Private Limited, 3rd & 4th Floor, Elnet Software City, Taramani, Chennai – 600113. India. Web:www.enoahisolution.com @ nsw...@enoahisolution.com

__________________________________________________________________________________________________________________________________________________________________________________________________________________

 

[Vijay Anand]

Exactly the same thing that Kalimuthu conveyed here, i also wanted to express. I your employees are absconding, some recruiter should have counter offered. Let us black list the recruiter who is counter offering and spoiling your organizational eco system. Like wise if we counter offer the other organization employees for the sake of urgent req in our organization, then we should be black listed first. Candidates are innocent here and we are the one who taught them how to job hop for our professional benefits. Our sin is following us..!!!

Regards,
Vijay Anand L V

Recruitment Architect - Management Consultant - Strategic Adviser

(Social Media Expert, Recruiter, Trainer, Author, Blogger, Speaker and Founder)

|||  | |  |

Website: www.vijayanand.co.in, Email id : vana...@gmail.com, Mobile : +91 9841696536, Skype : vanandhr

[Kannan Sv]

Hi Swapna,

Greetings!!

Blacklisting will definitely not help us. We might/will start listing many of them.

The candidates should be satisfied with the offer at the newly joined company. This is mostly not possible.

Recruiters should stop issuing counter offers to pull the candidates out. This also is never possible.

So, it is better we proceed with these things in the industry.

Yes. We can start building / maintaining a list of such candidates in order to reduce problems. What say?

Regards,

Kannan

Recruitment & Staffing

M: +91-9840823653 | www.serveright.in

--
Regards,

S.V. Kannan

+91 9840823653

[Swapna.N - HR]

Completely agreed Kannan. We can start doing it.

 

Thanks & Regards

______________________________________________________________________________________________________________________________________________________________

Visit us on:

Swapna N

Human Resources Desk: +91-44-3068-6934 | Mobile :  +91-98846-64634 eNoah iSolution India Private Limited, 3rd & 4th Floor, Elnet Software City, Taramani, Chennai – 600113. India. Web:www.enoahisolution.com @ nsw...@enoahisolution.com

__________________________________________________________________________________________________________________________________________________________________________________________________________________

 

From: grai...@googlegroups.com [mailto:grai...@googlegroups.com] On Behalf Of Kannan Sv
Sent: Thursday, March 20, 2014 4:52 PM
To: grai...@googlegroups.com
Subject: Re: Blacklisting of Absconding Employees

 

Hi Swapna,

Greetings!!

Regards,

Kannan

[justin surendran]

Team

I am trying to understand this "Counter Offer" statements.

Sitting in a corporate world, I am forced to think, how does the "Counter Offer" works and how it impacts my business needs.

There were seasons when we meet candidates they say, i have 1 - 3 offers in hand. If you try and venture into their "claims of offer", they state couple of top companies and surely a unkown or a start-up company name. Most of them may not say all different numbers from each one of the offers, but sure to state the range as "50% - 60% more than the current CTC". Will they be interested in sharing their offer letters? No. Is it good for the recruiter to ask? I feel nothing wrong in asking for it. At least to ensure how sure and good this candidate is. If the candidate proves to true, should I offer him? Can I belive in him. He may take my offer and sit with my competitor, another company and trade my offer too?

In the year 2009, during a conference at HYD., the conference room was filled with "Recruiters" from most of the TOP 10 IT companies, corporates, mid-sized IT companies and respected Recruitment Agencies. The debate was just this “Poaching employees from other companies, competitors”

The Moderator asked all those agree "Anti Poaching Agreement" to raise their hands. NONE. No hands went up to agree to this. What does this show? It is bread and butter for us to hire from the Job Market. So what is the Job Market? my employees, your employees are "Job Market" We hire them from somewhere, employ them, train them, provide them a spring-board to leap jump to the next company!!! Isn't it?

It is our duty and responsibility to protect our own "PROPERTIES". Nowhere in the Job Market, it is earnarked as "Prohibited Area", "Private Property", "Touch-Me-Not"

Let us not do "Targetted Poaching". In my conscious it is unethical.

Thanks Friends.

Have a wonderful day!

Regards
D Justin




--------------------------------------------

On Thu, 20/3/14, Vijay Anand <vana...@gmail.com> wrote:

Subject: Re: Blacklisting of Absconding Employees

To: "grai...@googlegroups.com" <grai...@googlegroups.com>
Date: Thursday, 20 March, 2014, 4:12 AM

Exactly the same thing that
Kalimuthu conveyed here, i also wanted to express. I your
employees are absconding, some recruiter should have counter
offered. Let us black list the recruiter who is counter
offering and spoiling your organizational eco system. Like
wise if we counter offer the other organization employees
for the sake of urgent req in our organization, then we
should be black listed first. Candidates are innocent here
and we are the one who taught them how to job hop for our
professional benefits. Our sin is following us..!!!

Regards,
Vijay Anand L V
Recruitment
Architect - Management Consultant - Strategic
Adviser
(Social Media Expert,
Recruiter, Trainer, Author, Blogger, Speaker and
Founder)

|||  | |  |

Website: www.vijayanand.co.in, Email
id : vana...@gmail.com, Mobile
: +91 9841696536, Skype
: vanandhr



On Thu, Mar 20, 2014
at 4:29 PM, Swapna.N - HR <nsw...@enoahisolution.com>
wrote:

Yes I do
agree.Thanks Kalimuthu
 Thanks &
Regards
______________________________________________________________________________________________________________________________________________________________

 
  
       

Visit us on:

Visit us on:
  

 
 
Swapna
NHuman

[justin surendran]

Hi! All,

Good to hear from you all. Happy to share some of my thoughts, experiences and findings on this topic: "Employees join and abscond all of a sudden"

As a Manager I had experienced this in the HR Team itself. Will and can happen in any department, team, any Manager and at any levels.

I showed a bit more attached to this challenge and went a bit deeper inside this challenge. Finding were very interesting and the remedies, very very simple:

1) Interview Panel:
Be it Technical / HR, tell the truth about the job opportunity. There are possibilities of an requirement being modified, changed, get cold... and we may have to place the offered candidate in another relevant project. Be open and truthful to the candidate, take his acceptance and give him time to think of the "career opportunity" within your Organization.

Make the Candidate speak about his/her aspirations and see whether there is any meeting point of theirs and the Organizations. Will that fit our Orgn / business goals and values.

2) Induction / Handholding:
Many times the Recruiter(s) who was in touch with the Candidate will shy away from the Induction / on-boarding process. It is a MUST for that Recruiter to complete / support the Induction process, till the candidate is comfortable with the environment, people and the initial processes.

Managers / Hiring Managers play a major role in Handholding. It is primary that they intro the new hire to the team, peers, Manager's Manager and to the available facilities in the work location / bay.

The Recruiter should meet the New Hire at work, free time, coffee time, break time, lunch time and share pleasantries.

If they know that (hobbies, interests) the New Hire possess some additional skills, they should intro them to those people who are part of the Club / engagement programs. Highlighting the New Hire's capabilities and interests. example: A guitarist to the Music Club. An avid reader to the Book Club.

3) Peer Behaviours:
There are cases that the New Hire was labelled for unnecessary reasons. Cases like dressing sense, language capabilities, acceptance to “his/her as-is self”, technical knowledge (peers may show as if they know heaven and earth) and bullying. A pure “Professional Ragging”.

4) Validation:
Not providing sufficient validation on the New Hire's personal commitments. The case I had in my hand was about the guy who relocated to another city whereas his "committed girl" was in another city. This guy vanished on the 4 day. While discussing with my Team, I came to know that he was continuously having calls from the girl and he couldn't stay back. I should have had a clear idea about his personal life plans. Question here is: "Is it ethical / right / moral to ask questions related to "Personal Life Ambitions". We all should debate on this in a later email.

5) Higher Education:
This is about Campus / Freshers Hires. They are sure, as far as I am concerned, to have derived their desires from Parents and Relatives. They can't stand on their feet and take a decision. If you have found anyone with prepartory marks /scores for higher studies, better to leave them and not offer them, however good or the best they may be. Most of them join, if they have an offer, do take active part in the Induction / Training programs and just before allocation to the project would intimate and immediately not available at office or leave without notice. Have encountered Parents protecting / supporting such acts too. Shame. shame.

Remedy: Have thorough information about the New Hire from the Candidate stage to the New Employee. Constant interaction will help you understand their "standing" at your employment. Take help from all quarters to keep them happy and cheerful. Tap all the available resources, capabilities, capacities and skills of this candidates in the initial days itself. Engage them in a quality dialogue. Find out where they are staying, if they need any help extend your arm or direct them to the right person. Enriching Employee's Experience - the only mantra for avoiding such happenings.

Thanks for reading this. Feel free to share your comments.

Regards
D Justin





--------------------------------------------

On Thu, 20/3/14, Kannan Sv <svenki...@gmail.com> wrote:

Subject: Re: Blacklisting of Absconding Employees
To: "grai...@googlegroups.com" <grai...@googlegroups.com>

Date: Thursday, 20 March, 2014, 4:21 AM

Hi
Swapna,

Greetings!!

Blacklisting will definitely not help us. We
might/will start listing many of them.

The candidates should be satisfied with the offer at
the newly joined company. This is mostly not possible.

Recruiters should stop issuing counter offers to pull
the candidates out. This also is never possible.

So, it is better we proceed with these things in the
industry.

Yes. We can start building / maintaining a list of
such candidates in order to reduce problems. What say?


Regards,
Kannan
Recruitment & Staffing

– 600113. India.Web:www.enoahisolution.com @ nsw...@enoahisolution.com

[Jerom Fernandes A.]

Rightly said senior...

Blacklisting the candidate within the organisation is possible and not in the open corporate world. More over BGC is done based on the inputs given by the candidate only. "NASSCOM SKILL REGISTRY" can bring control on this , but we to get all the database into it .

A recruiter cannot be blacklisted for if he counter offers, this might be because of the business pressure. How do we know the reasons behind it for a recruiter , could be he loses his job or his boss wants that to be done. How can one come to a effective judgement on this ?

Simple thing to do is to seek valuable information on the candidate's reason for change , map it with the JD provided , discuss with the candidate . You can make out some interesting informations for us to decide on whether of offer him...

This solves all the said issues :)

Regards
Jerom

[Suresh V]

Good & Valuable Inputs , Mr Justin ..Instability & Not having patience Leads to people Leave Job within Few Days of Joining

Example - An Senior HR professional( well Known in Industry) Having 20 Years of experience, applied for few Jobs (Say X & Y), & attended Interviews, when X Offered he Joined, within 2 Days Y Offered, he Joined Y, without Informing X ...

Fact is Y is Better Company Than X

had he had little bit of Patience, would Not have lost His Credibility..

Regards

Suresh venkat

[justin surendran]

this is absolute nonsense.

i took an offer from a bangalore based company and due to personal compelsions couldn't honor it. I felt so bad to contact them and convince them about my inability to honor their offer. it was a tough job for me then and now and forever.

i am really sad for "The Seniorn HR"


--------------------------------------------
On Thu, 20/3/14, Suresh V <sure...@gmail.com> wrote:

Subject: Re: "Employees join and abscond all of a sudden"
To: grai...@googlegroups.com
Date: Thursday, 20 March, 2014, 10:49 PM

Good & Valuable Inputs ,
Mr Justin ..Instability & Not having patience Leads to
people Leave Job within Few Days of Joining
Example - An Senior HR professional( well Known
in Industry) Having 20 Years of experience, applied for few
Jobs (Say X & Y), & attended Interviews, when X
Offered he Joined, within 2 Days Y Offered, he Joined Y,
without Informing X ...

Fact is Y is Better Company Than X
had he had little bit of Patience, would Not have
lost His Credibility..

RegardsSuresh venkat

[Kalimuthu]

Friends,

This is chicken and egg story. No one knows what came first (the hen or the egg).

Every company has business pressure and no can be blamed here.

But there is one more safe way to handle such issues is releasing multiple offers for a requirement. If we could release atleast 2 offers for requirement, if the 1st candidate did not join, we can atleast have a close follow up with the 2nd candidate and ensure that he is joining.

Most of the business doesn't accept this as they have a fear of additional cost incured if both the candidates join. It is the work of the Recruitment manager / HEAD to take it to the top level management and get it approved.

Now a days, big timers are following this system by releasing multiple offers for a requirement. This reduces the risk of starting the project in time. The advantage for the recruiters here is we dont go for huge hike percentage (above 40% hike from current salary).

If we have the option of multiple offer issuing system, we can say the candidate very straight "THIS IS WHAT I CAN OFFER. IF YOU WANT YOU TAKE IT OR ELSE TATA-BYE BYE"

By doing this, we reduce the cost to the company and put the pressure back to the sales/ business team to place the bench consultants into projects.

 

With Thanks & Regards

 

R. Kalimuthu

Mobile: +91 9962202026

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[Kalimuthu]

I don't know who invented this word "PERSONAL CONSTRAINTS / PERSONAL COMMITMENTS"

Why don't people think about the so called PERSONAL CONSTRAINTS / PERSONAL COMMITMENTS before attending the interview and taking up the offer???

 

With Thanks & Regards

 

R. Kalimuthu

Mobile: +91 9962202026

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[Sridhar N P]

 

Well said Justin sir.

 

Regards

 

Sridhar

[Sridhar N P]

Dear Kalitmuthu,

 

When they have other multiple options they use "Personal Constraints/Commitments" these words .

 

Regards

 

Sridhar

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[Satish Viswanathan]

Hai,

 

Really good post Justin. Thanks for sharing this.

 

 

Regards

V.Satish

Asst. Manager - HR

On Fri, Mar 21, 2014 at 8:38 AM, justin surendran <justin_s...@yahoo.com> wrote:

[Venkat]

I think to an extent on paper may sound great, when it comes to bread butter jam, compromises are made, saw lots of lovely views has been expressed. 

Question of Integrity comes, how many of us are prepared for a simple process

 " shall not process  a candidate to get a 2nd offer from my client or prepare to withdraw candidature, at same time will ensure client does so -.withdrawing da offer" 

this could be done by signing a clause in da agreement with client " that at any point of time a candidate sourced by us has two offers, then we will drop this candidate... " 

to get the above buy in by co & consultant would take time --- long  term solution ??.. 

short term solution ?? 

IMPORTANT TRANSPARENCY & TRUST 

let's use GRA portal to update all the candidate who are having multiple offer & team of advisory who will evaluate da candidate & make him to look at da offer only on certain parameters ( this is defined by GRA ) else recommend to all clients issued to drop da offer candidate pays GRA to get another placement as he is already out from his current Co 

As this will ensure candidate thinks twice , he becomes aware of a regulatory body. Co will accept the. candidate who comes on what s offered, understands da JD & what s da growth .. 

Yes, there could be lot of Q's or bottlenecks, let's all see how we can take it forward .. as little finance is required for GRA to get this implement. 

Vijay & Core team, am taking da initiative, if it's not feasible thro GRA then do say. 

 thanks ! 

Sent from venkat

On 20-Mar-2014, at 17:03, "Swapna.N - HR" <nsw...@enoahisolution.com> wrote:

Completely agreed Kannan. We can start doing it.

 

Thanks & Regards

______________________________________________________________________________________________________________________________________________________________

<image001.png>

[Vijay Anand]

Counter offer is a sin with what ever reason tag it comes with. It will shrink the growth of the recruitment industry. As recruiters can say it is an internal pressure, candidates can say personal pressure. If there is no second option, obviously candidate is not going to look at it. It is the recruiters who start this game and candidate is a victim for our game.

When you call a candidate for profile screening / interview process / offer process - When you hear them saying that they hold another offer, without mercy please drop processing further. When you are not setting an example, then no other recruiter will giving it up. Every recruiter has their own candidates and our food is not in another recruiter's stomach.

Recruiters commonly ask me this question - How do we know whether a candidate is holding another offer? He could hide us even after getting a second offer - This is simple to tackle. Assume that I am holding an offer for 8 L and my present CTC is 6L. Obviously, I as a candidate will look for more than 8L for the second offer. Here recruiters do a big mistake by not asking them questions. Why 9L from 6L of your present salary? If we ask them more screening questions, we may able to know about his first offer. If we process for 8L also the candidate will tell you the truth. At that point of time, rather than ditching our recruitment counterparts please drop the profile.

What a mindset of the recruiters can't do that a software will do it?

Regards,
Vijay Anand L V

Recruitment Architect - Management Consultant - Strategic Adviser

(Social Media Expert, Recruiter, Trainer, Author, Blogger, Speaker and Founder)

|||  | |  |

Website: www.vijayanand.co.in, Email id : vana...@gmail.com, Mobile : +91 9841696536, Skype : vanandhr

[Venkat]

I agree to the point, at same time recruiters process becoz ctc range varies, now 6L guy gets 9L close to 50% co provides that so that no one may counter offer. 

My Question s why pay so high, pay him 7.5L & pay 1.5 L at the end of the year as retention bonus, in this way you are not upsetting the apple cart . this 1.5L could be paid with IT deduction as one time. next year his ctc to hike is from 7.5L . 

Sent from venkat

[Gopalakrishnan Nagasamy]

If a candidate is absconding in the beginning itself it is a blessing in disguise situation.  You have to thank god for that .  IT IS LIKE A SUICIDE OF ONE`S CARRIER BY HIMSELF.

[Gopalakrishnan Nagasamy]

If a candidate is absconding in the beginning itself it is a blessing in disguise situation.  You have to thank god for that .  IT IS LIKE A SUICIDE OF ONE`S CAREER BY HIMSELF.

why do you want to kill a dead person again and waste your time and energy again.  Moreover  as mr. vijay anand quoted there are two sides for a coin.  Absconding is only a effect.

We should know the cause behind this effect so that our expertise grow  and develop further.  In fact we exist because of such problems only.  The only question is whether we have an alternate to replace this situation.  The latest technique is study and analysis of cause and effect in all walk of life which is very interesting and also an eye opener for all concerned.  In fact a transparent pre-recruitment discussion /dialogue/training done with at most good faith will help us to over come this problem. "Every situation is positive a man`s attitude towards the situation may be negative, so he face failure."  Failure is not a crime lack of effort to set right the failure is a crime".It is a challenging situation for a professional.  We shall accept  the challenge and come out successfully with colours.  In the situation of right job- right candidate -right profile-right company absconding candidates are blessing in disguise because after spending so much of time, money , energy and training in case if you find they are  not suitable the damage will be more.  "Prevention is better than Cure". In a successful journey, cancellation cannot be avoided. Let that cancelled seat be filled with RAC/waiting list candidates. Let us joyfully play the game of recruitment and placement .  

Warm Regards,

Gopalakrishnan.N

(Neo Micro Macro Marketing services Pvt Ltd)