felixdennis

Thanks. Definitely make sense.

Good idea! Thanks

Not sure if you are replying to the correct topic. If yes, you do have an active imagination to fill in all the blanks...

Thanks. I will do this in the future.

Thanks. It makes sense for the individual to take the Google offer because it would be a wise choice unless he has a huge stake in a startup that has a high chance of success.

The level of impact is higher for a startup compare to a big company because I've spent hours in posting job ads, interviewing, preparing contracts, going back and forth in negotiation, and so on.

I agree. I believe in free economy and freedom of action. However, it just seems that if employers do something like this, they will be immediately vilified.

Thanks. How do you deal with this situation:

1. The candidate signed the 1. offer and 2. employment contract and backed out at the last minute 2. Rejection letters were sent to other applicants

Should employers always be on-guard of employees leaving at-will? On the slip-side, since employee can quit at anytime when a better offer shows up, should employer be able to fire any employee at-will when a better offer (cheaper and better candidate) shows up on the table?

I find this very tricky and lopsided. It appears that when company layoffs people to cut cost, they are labelled as evil. On the other hand, when employees jumpship when a better offer comes around, it becomes "it's the logical thing to do". This biased view doesn't seem to be very fair.

Thanks. I agree that it is a good lesson. Prior to these experiences, I always thought that HR goes like this:

1. Interview 2. Make offer 3. Candidate accepts offer 4. Signs employment contract 5. Done

Now, it seems that nothing is certain.

I agree. That's why I wished him the best of luck. Like I mentioned in the topic, it is pointless to trying to keep someone when his/her heart is not here - just like a romantic relationship , no salvage possible.

I agree with your definition. I rest my case as it is pointless to engage in an internet debate.

Good to be in this position!

I think you guys are taking this too seriously. Take a chill pill.

Realistically, there is nothing a startup can do to compete with Google for employees unless you are a founder/co-founder.

You guys can't be seriously about thinking that I was actually pissed off at Google for this?!

While we are making good money, I was just shocked that we would be competing with Google for talents since we are so tiny.

:) I guess this indirectly validates our hiring standard.

Obviously, the word "stole" is not used in the literal sense here.

Mind you, an employment contract has been signed with the candidate. However, I'm not upset at the candidate because he was apologetic.

Thanks. This is my concern as well. It would be bad to push someone away who has been there for awhile... Any solution to this if I go with #1?

Thanks Dave.

I have 2 more questions: 1. A student who was offered a paid internship just asked if there is any vacation. My first reaction was "WTF?". Is it even appropriate to ask for vacation when you will only be working for 3 months? 2. On my job postings, I usually ask the candidate to answer 3 questions when they apply. However, more often than not, most candidates don't submit the required answers. Should I automatically discard those resumes?

Thanks all. 2 more questions:

1. A student who was offered a paid internship just asked if there is any vacation.

My first reaction was "WTF?". Is it even appropriate to ask for vacation when you will only be working for 3 months?

2. On my job postings, I usually ask the candidate to answer 3 questions when they apply. However, more often than not, most candidates don't submit the required answers. Should I automatically discard those resumes?