Dear Diana,

Very interesting topic to discuss. To begin with I would like to share with you that I have implemented this policy in my organization four years back and I have been successful and I am sure I am going to continue this process...

In our organization every associates has to give a commitment for two years, irrespective of level the candidate is joining (its applicable from an office assistant - managers).

We should clearly explain the difference between a Bond and a Commitment. You should show the candidate a clear career path with-in the organization and show him/ her progress one can expect after the commitment period.

Unless an organization has a clear career path, T&D process in place, and a work environment which has the culture of empowering people, believe in transparency, Ethics and Values we will not be able to implement and continue this process. It will certainly be a challenge for the recruitment team to hire talent.

To answer your question should we have the Damage clause, Security deposit as part of the agreement? Then my answer is yes.

Within my organization we expect the candidate to deposit original documents for the period of commitment (we given him an acknowledgment on the same) and we also have a damage clause of one lakh.
We should have Damage clause and Security deposit, to have standardization within the organization.
It also brings seriousness to the candidates

Resourcing team plays a very important role in the candidate’s career decision, hence the recruiter should be able to convey the message in a way it inspires and motivates the candidate. Even slightest hesitations from the recruiter may impede the confidence levels of the candidate…

Explain the difference between Bond and Commitment, Bond is usually used between Master and Slave, Corporate world is not slavery.

To implement his process be very clear on some of the VFAQ by the employee.
Why is this…?
This is only for Fresher’s and not for experienced
U r questioning my integrity, trust
What if I am not happy with the job after joining?
What if I am not getting the benefits...?

Diana, I will be happy to discuss the topic with u, call me on 98480 44294

Thank u Sudharsan.

Hi Geeta, here is the complete document on PF.
Refer to it.

Hi Gopala,

Simply superb,,,,,, keep posting.

Regards,
Archana

Ritesh - Hi,

Its very Informatative ... thnx.

look forward for more.

Regards,
Archana

Hi Sandeep

its my personal opinion that only expertize in Recruitment till retirement is not motivating career....

I feel as we move on the ladder we should also build the compentency in the areas which aling with recruitment activities.. i.e T&D, Competency mapping.

Hi Praveen,

It's a good tool.

Can u pls. let me know the referring code for "Specialist" i could not find it in the table..

have a nice day

thnks Disha good one.... i personally believe Hope and perseverance are always worth investing on

Adding to the inputs shared by Rinku,,, its my experience that when-ever the candidates start asking some fisheye questions in the last minute ( couple of hours before the schedule) ,,,what is the profile, office timings, turnover of the company , suddenly someone else will be answering the calls.. etc.,

These questions could even be asked in person during the interview,,,, it could be an indirect signals... recruiter should be able to gauge it

Hi Varsha,

thank you for the information. It was timely help for me....