So, whats your ‘free replacement period’, Sonia? comes the question at the end of every sales call
This can vary from 30 days to 90 days to 180 days, pro-rated/full refund or a replacement guarantee.
Quite logically, the HR pushes for the longest period possible –
She says “You know that agency is offering 6 months – why 90 days in your case”
Some companies hold on payments till the completion of the ‘free replacement period ‘ because they want to play it safe 🙂
Even if the candidate resign after 5 months 29 days , your case for payment gets quashed.
“Now that your candidate has resigned, we will close it internally, now” .
And why not?
Blaming the consultant for the ‘exit after joining’ is something that we are so used to. It is so imbued in our psyche.
But one question that should be discussed is
Is the consultant in any way responsible when a candidate quits after joining?
Where does his line of responsibility end?
Is he supposed to help you make a good hire
Is he in any way capable of making the candidate feel happy on discovering unexpected surprises on the “work culture” front?
Can he prevent the candidate from continuing the shopping spree even after joining and putting in the papers when he gets a further hike i..e ( x+30% of x) * (1 + 30% )
And let’s say, if you’ve made a wrong selection in course of the interview and ask the candidate to leave, would you admit that honestly and tell the consultant ” Look, it was my fault. My judgement went wrong. How are you responsible”?
A lot of questions but no answers , because its a “buyer dominated” market
What are your views?
Would love to hear from you
P.S. This week, we also present a video on
Why ELSS scores over a Large Cap fund, even without the Section 80C benefit
So basically even if you don’t need the 80C benefit, it is still better to invest in ELSS instead of a Large Cap Fund. There are fundamental reasons for that. And even data proves this hypothesis