{ "media_type": "text", "post_content": "I was taking interview today for one of the candidate for my project. That guy already has 4 offers (220% hike) but he wanted to join nagarro because as per him opening in nagarro is more align to his skill set. (Asking for 250 %)\n\nI rejected him without any question. Reason\n\nI know he will be able to ans each and every ques and he might be a good fit for this opening but I know he will not join this company. (40 days left for his notice period)\n\nNot sure if I was right but it was worth it.", "post_id": "61043088a381230020568283", "reply_count": 132, "vote_count": 102, "bowl_id": "5f0372b0eecc0b001af4c310", "bowl_name": "Consulting India", "feed_type": "crowd" }

I was taking interview today for one of the candidate for my project. That guy already has 4 offers (220% hike) but he wanted to join nagarro because as per him opening in nagarro is more align to his skill set. (Asking for 250 %) I rejected him without any question. Reason I know he will be able to ans each and every ques and he might be a good fit for this opening but I know he will not join this company. (40 days left for his notice period) Not sure if I was right but it was worth it.

likefunnysmartuplifting
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I understand, in today's market condition, prejudices people are blind. They will find ways to justify their point of view. Where are passionate people will find ways to work things in their favour. I have met few like these in my life. But the smarter lot made a offer which made sense to me and their company. Like a one day valid offer, non negotiate joining date, joining bonus, etc. It's OK for recruiters not being aware of all these option. There are many other recruiters know how to work this options. Tody market is changing very fast, if people don't change fast they will soon be history.

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There are many things you have to consider here- 1. In technical interview you don't have to ask salary so that you can compare your own salary with that, it is a HR round talks and leave those to them- don't be jealous because he has the ability to get higher pay than you. 2. People go offer shopping because companies like your try to hire candidate underpaid by giving hike on current CTC rather than considering skills- terrible thing in IT industry with their old mindset. 3. You can't just decide that he will join or not, its your mistake as a company that you are unable to provide enough reasons, opportunities and salary to make candidate to join the company- reason being too many people to join in market and company take leverage of them. 4. You fail terribly as a interviewer/senior and clouded in your ego rather than guiding the young generation to right way by giving him the right reason. 5. Worst thing to show off here and saying it was worth it, like you have won something (may be your ego). You don't have any right when you can't help young generation. Get out of your ego, work on your skills as a interviewer rather than being a judge.

likeupliftingsmart
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And it was worth it???????? Your duty was just to send the profile to next level by mentioning his demand. It was business who would take the decision later. Who were you to reject him because he demanded his expectation? IT is bad due to guys like you.

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Jealous interviewer

likefunny

Maybe not...I doubt any company will give him more than 220% hike..There is a limit ..one cannot just go on grabbing more offers and hike..at this stage companies might just match his highest offer

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20 to 90? Can you please share the details

Well, it's subjective. I'm having an offer which is 80% hike on my current salary, Today I got a call from a company and HR was trying to convince me to settle for lesser than what I'm having. Ideally employees would have in mind that there would be some other party that could offer even better and in the present market gates for better offers are open. I think your guy got lucky if he had what he said he had and made it through 200+ hike. He'd have options irrespective of his selection. I'm sure he'd go for the gates which are still open for him. I'm surely not doubting your decision but I'm sure the other 4 companies that he had offer from would have thought the same but offered him the offers that he had having some backup candidate anyway. Having said that, I'm on the side where I'm still trying to make through the gates but haven't been lucky :-)

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Are you an HR if not then you shouldn't be concerned about his current or expected CTC, should have tested him only on his Technical skills

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Policy differs from organizations to organizations. HR does not always decide these things. In deloitte usi there is a fitment assessment where this can be a ground for dismissal. Decision taken by the manager,not hr.

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Why would someone disclose that they have multiple offers? Just say that there's one offer in hand, irrespective of the hike. There's no need to brag. Although I would have rejected him as well only because of the attitude (based purely on what I've understood from reading this).

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I don't understand these companies. They want people to join immediately but they want their employees to serve 2-3 months of notice period. Seriously?

likefunny

If he had joined, he would have brought value to your company. If he joined someone else, he would have benefited. You weren't losing anything. You simply let your ego ruin a path for someone else.

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Overconfidence kills you. Clouds your judgement!

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He was just trying to up his offer for next organization. He would have joined your company. He is seeking for 20+ as his 40 days are still left. So you would have just been a step in his ladder. I feel it should be about the money but about work as well. But he is not totally wrong because all these firms wont give up straight what you want so we all have to take these steps to reach actual goal.

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Interviewer has to look for his skill set , should not look for CTC , whether he is joining or not. He has appeared an interview because he would have discussed the same with HR before an interview, Let HR or BU head should take call , are they able to fulfill his salary expectations but technical panel shoul only look for technical experties. It's okay to have multiple offer with candidate ,he has every right to have , The industry policies ,rules have made candidate to do so. And it's fair game to get right price for his skill set ....!!!

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What if he actually wanted to join and you just lost out a perfect fit.

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Hhh already had 220% hike but he thinks naggaro is right match with 250% hike.. u did good coz he has wasted 4 offers where needy could have got job and buisness will not get impacted

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Org dsnt needy people they need performers, also previous 4 offers were hard fought by the candidate where he kind of succeeded the other hence got the offer.

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Whether you reject or not that doesn't even bother him. The way IT works is we need to deliver with quality and we have to work till we die. If we need to sell blood then why not in high rate. Coming to another scenario their was a time after accepting offer a candidate who was in NP he can't join because of project issue or company got people in low scale. Then hr stop responding emails, phone calls don't even think that the guy will be in trouble as he put down his paper based on your confirmation. But many people cheats like that and innocent people fall under this trap. From their concept came of counter offer. That is for security, responsibility and safe gaurd. Everyone should do that for own family. Always money ia not everything but an Guy just want to safe him and if that pays him more, their is no harm

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You are correct to reject him. If someone having 1 offer , he would go to second interview only if the requirement is more fit for him than the 1st one. When he already has 4 offers , means he is fishing . If it is a pool hiring then it would be okay to offer him a job , if it is project specific hiring , no point in wasting time interviewing him . I even reject the people whose year of experience matches with number of company. Like 4 years 4 companies, out of that 1 year in notice period. It becomes a trend for them to jump after a year. Because they don't take time to adjust to the company culture and end up hurting the project deliverables. I personally experience this pain before I started rejecting such candidates.

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Either pay the person the amount he deserves and if someone else is ready to pay the actual worth of the employee then be happy about it and let the person leave in peace. Don't try to act as if you own him just because you are his manager. If an employee is getting better opportunity then he'll obviously make the switch. The moment an employee resigns from the company he informs his supervisor if you don't want him to leave just give him the hike he deserves. If you can't pay him then why are you crying about him leaving the company.

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I think your job was to interview the candidate. You are not HR to judge that

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1. job of an interviewee is to evaluate the candidate, and if the candidate fits in the required profile then provide the best offer as per your company budget. 2. there are candidates who joins lesser offer because they see better skillsets and growth among the other offers they are holding. 3. ideal notice period should be 15 days, but companies in India are keeping it 60-90 days. Which has led to such market disruption, so you can't blame candidate for the grave you dug yourself.

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You shouldn't discuss compensation in Technical rounds. Candidate should also decline such questions. HR knows their Job well.

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Straight answer, You have taken poor decision.

likefunny

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Hi everyone! :)

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Not crashing anymore.

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Comment on this to test rereply notif

Cl bl lb. l fot

Ahh it is posting but into middle of feed as opposed to top.

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How does this sound?

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But once again not posting

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New posts and

Part of the crowd. The briefcase doesn't show in post details though.

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Looking good! Create post animation looks great too and so does the character count!

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test on 1.1.5!

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Post to test

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test post from test

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Who gets breakfast Monday mornings at Shake Shack in JFK delta terminal before take off ? 😎

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