A Bangalore based firm, Trusted Technology Solutions has developed a patented process and deployed the solution through a portal ( www.iaccept.in ) to help both employers and job seekers in establishing a secure channel of one to one communication. Tech entrepreneur B Mohan Kumar, Founder, iaccept explains the salient features of the platformNeed:
Currently employers receive only direct confirmation of offer acceptance from job seekers after they have given out a job offer. However on the day of joining the job seeker does not show up, as he/she would have picked up another offer in the interim and not kept the other prospective employers informed. These “No Shows” cost the companies in terms of lost lead time in hiring, additional planning for such drop outs, and lost opportunity to select the second best candidate etc. These loses are seldom tracked, though the man hours spent on these unfruitful hiring is easily to the tune of 30 % of the total hiring cost. The last minute dropouts are between 10 to 40 %. The higher figures are for the Call Centers/ BPOs and the lower ones are for the niche product companies.
For job seekers:
There are some companies which trouble ex employees by not issuing a formal release and experience letter, when they quit a job. If in the first instance, the job seeker had accepted the job and signed an acceptance through the portal, the authentication certificate from the portal testifies to the joining date of the individual and the last drawn pay slip documents the closing date of his employment. This along with his resignation letter builds traceability in terms of the employment period with the current employer.
Some employers also issue offers, with an open joining date and then with draw the offer, depending on business conditions, without compensating the job seeker. If the employer issues offer through the portal and when the job seeker accepts, this transaction creates an obligation with the employer to allow the job seeker to report as agreed earlier, and consummates into a valid contract.
All that is being done is make the job seekers more accountable so that companies do not have to undergo the torture of uncertainty of a candidate joining. Conversely, companies subscribing to the portal also commit that they follow ethical practices and do not resort to harassment of ex employees. Registration of employer in the portal is a structured process and hence any and every employer can not subscribe to the portal by just paying the license fee. All transactions are system driven and without any human interface to ensure complete confidentiality.”
For candidates, who are professional in their behavior, the portal validates them with a perfect “Ethics” score. This by itself is a feather in the cap of the job seeker.
How it works:
This portal has been architected as an independent 3rd party secure service, facilitating employers to roll offers to job seekers through the portal. The employers have the option to selectively use the features of the portal while rolling the offers to either lateral hires or for campus hires. Since it is a secure server, employers can store and route the complete offer or just log the basic details of the offer like date of offer, validity and agreed joining date in the portal. If the job seeker accepts the job offer, the system will generate a certificate of acceptance and authenticate the employment offer contract. Simultaneously, it will also send an auto regret message to other employers on behalf of the candidate. Complete confidentiality is maintained, and no employer will have visibility on the job offers that a candidate might have at any point of time. If the candidate has ‘committed' to another firm, the status will come up as ‘not available’, even before an actual offer is rolled.
The employer can flag a defaulting candidate as “No Show” or as “Absconding”. These flags will help employers to avoid candidates, who have a poor track record in terms of work ethics.
All eventualities that normally one encounters in the hiring process have been built in. These include scenarios wherein the job seeker changes his mind once having accepted an offer. The job seeker need to inform the original employer about this and obtain a ‘cancellation of contract’. This ensures that the employer comes to know of the job seekers intention well in advance and can plan accordingly.
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