{ "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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OP:It's for people like you that most of the employees are underpaid as per market standards. Please come out of your mindset. It is not up to you to decide your organisation would have given a 220% hike or not. Your job was just to interview him about the job. You failed miserably as an interviewer.

likefunnyhelpfulupliftingsmart

Btw why is someone looking out for their interest considered wrong? I don't understand the mentality of Indian recruiters. When they find a candidate with a lower last drawn salary they would lowball the candidate with a much lower offer than he/she deserves. And that is considered fair!! But when a candidate is looking out for his/her own interests and using some lowball offer to get higher offers that's considered unethical? I know the point here was the recruiter wasn't sure of him joining but who ever is until the day the actual joining happens. He clearly had some moral issue with regards to a person thinking of his own interest. These people are just sickening. ๐Ÿคฎ

likesmart

OP decided to be judge jury and executioner while his job was to just interview. Probably OP is getting paid peanuts and crying in corner after seeing 4yoe having 16lpa. ๐Ÿ˜‚ What's your company name again OP ??!!๐Ÿ˜‚๐Ÿ˜‚

likefunnyuplifting

Probably OP thought this will be like that linkedIn post to say story for moral values

likefunny

Thats why you shouldn't tell 4 offers. You should tell just the highest offer.

likefunnysmart

Lesson learnt lol

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Companies should not offer salary considering what he is getting currently... companies should calculate the employees salary on the basis of the skill sets and total year of experience he has. If someone in your company getting 20 Lacs for same skill set and years of experience then why not he should get the same salary. But the reality is all the companies are corrupt and have zero ethics. Government should make some law where companies cannot ask for current salary of the employees, they should just ask the expectations from the employees. Knowing our current salary gives them extra advantage in the negotiations.

like

There is no need for govt to take any action. These companies who are looking for cheap employee will automatically diminish when all their employee will leave for better options. And they will still be looking for the cheaper and leftovers.

likesmart

Seems u r jealous of the candidate... ๐Ÿ˜œ Ur job is to take the interview and not to discuss package in technical interview and reject the candidate on the basis of his salary expectations. Grow up!

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This is going on everywhere, companies won't pay the expected salaries based on your talent, they will pay you based on your current salary or the offer you hold.. This is the reason a candidate has to go through multiple companies and collect so many offers.. Is it wrong to try and maximize your salary ? How often an employee tries to switch.. and all the stress and uncertainties which comes with changing organizations..before securing your first offer , which is already very difficult with 90 days notice.. In this particular case you can't blame the candidate or the interviewer as well... Both are right in their own perspective..

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He was tactless in my opinion. Should've told about the highest offer explicitly & not a word about other..๐Ÿ˜‚๐Ÿ˜‚

likesmart

Kindly request everyone criticising OP to try & understand this - The primary reason for rejecting the candidate was the number of offers in hand and days left in notice period and not the candidate's current or expected CTC. With 5 offers & 40 days, chances of leveraging OP's offer for a better one was high. Would any one of you hire someone knowing that chances of that candidate joining is relatively low?

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Totally agree with iOpex. If he had 1 offer and 20 days, won't there be still chances of him trying for other offer? In such case chances are still high ๐Ÿคฃ

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I don't know what's the deal here but I have seen people holding 11 offers ๐Ÿ˜‚ so let the company pay him, its not like you are paying him from your pocket.

likefunny

What was his current salary? I know 100-120% is common these days.....but 200+ seems too high

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Initially I also thought you did right by rejecting. But when I saw your another comment mentioning his current(5L for 4 YOE) and expected(17.5), I think your decision was not right. People are getting these many offers because of HRs. They have 3 months notice period. No other country has 3 months NP. 2-3 weeks are enough to give KT. 1-2 month notice period was ok for all companies. People are doing right getting as many offers as they can. One day all companies will have to reduce their notice period from 3 months to 2 months atleast.

likeuplifting

If he was severely underpaid in his last job, this is totally acceptable. I have seen people work for 3.5L for 3 years with good skills where they can end up getting 10L by interviewing at different places. This happens because companies pay potential employees what they can least afford and not maximum. In tech, employees are having more grip more than ever before. Context is needed to judge anyone and at the same time greedy people will always be there.

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With 4 years I have 18 fixed as package. Let the company decide if they want to give the guy that much money, you are there to just judge his skills nothing more nothing less.

like

Unless you are CEO, It's not your duty to think if he is going to join or not. Let company decides. You just evaluate based on skills. Do only your damn duty

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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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๐Ÿฅ‚ to the guy who gets selected for this position & deserves this job desperately.

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Do you guys discuss the compensation part in the regular interview process? Have interviewed many candidates and its never a part of my job at an interview. Its best left for the HR round. Also its against the guidelines for most firms.

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I realise this is frustating for some of you and it's my fault also that I didn't mentioned everything in the post because of word limit. So let me clear out couple of things here instead of replying to each comment. First, I am not a technical guy and it was not the first round of interview. It was the final round. (I thought, everyone will figure out on their own because mostly salary discussion happened in the last round only) Second, I am in this industry from last 15 years and HR or higher management has little faith on me so they have given me a power to decide whether to take someone or reject someone atleast for the projects which I am managing or leading. So Let's end this here.. I am not commenting anymore in this post atleast โ˜บ๏ธโ˜บ๏ธ Thank you all for your nice suggestion and comments

likefunny

I guess you did the right thing @Nagarro. Compensation should be proportional to your knowledge and exposure. I just moved to another organization and asked for that much I really deserves at this point of time. Unlike others I would have asked any number that currently i myself know I am not worthy of that. Quoting a number is not a big of a deal but justifying that number while working in the project is, as whenever the project ends or next recession cycle comes then you(over-weight ๐Ÿ˜…) might be the first one to be axed from your titles. It's a long journey, just control your pace guys. One should always go for counter offer candidates when there is very less time for date of joining otherwise sale of offer letter would continue

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OP: It wasn't your job to decide how much he should be paid , your job was to take interview. Let the HRs and management do their job.

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Rightly said. Because of biased folks like OP people stay underpaid. This affects everyoneโ€™s earning potential. No wonder india offers cheap Labor.

likesmart

This is standard (in current scenario) with most of the candidates. Regarding right or wrong. I would say, it is a personal choice to reject him even though the individual can bring value to the role. But if you feel you did the right thing then you were right he might have done more shopping on top of your offer.

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People like you are responsible for Indian employees being paid less.

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What op did seems to be right to me. I am taking interviews and found with people with multiple offers are not satisfied till last working day and can ditch on the joining day. In my experience people with no offers have joined the firm. People with multiple offers either didn't joined or started negotiations on the new offers.

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Give you email id @hcl .. Will connext

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

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Changed my company but it didn't update!

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Living it up in the city.

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