Checking Background and References

Dear .......All

Its one of the problems, which alot many organizations do face these days. Organizations don't have any proper source or system of verifying, whether the candidate for a post has the similar background, exposure, organization and related references....etc.

What I have observed is, mostly we do trust and rely on the information provided by the interviewee (Applicant). Although, we do check his behaviour, attitude, knowledge and skills during our tests / interview process but still in my opinion we don't have any other system of validating his experience or exposure of the areas discussed during the interview.

Specially, candidate with somewhat experience might be very much clever in presenting himself and he does the same in such a smart manner (Remember, giving interview is all about marketing and presenting yourself and its an art) that you yourself consider him the right candidate.

I would like you all to share your comments, knowledge, experience and methodology which you adopt for checking the background and references of the applicant and other related areas.

Regards
Khalid

Good Topic !

We are practicing the refrence check in our organization while hiring new employee. what we do, we normally send letter to his previous employers or previous immediate supervisor for his reference check, in order to know him prior to joining.
We also contactec them via telecon. I am attaching here reference checking form for your ready reference.

regards
Faisal

Attached Files

candidate_reference_form_613.doc (13.0 KB, 653 views)

On the subject of background and reference checks, it is to my mind one of the very important aspects of the functioning of HR in all organizations, it is much more critical in BPO’s and IT sector. It is important to check whether all information submitted by a new employee is correct in all respects. Currently what the HR does in most organizations is to accept the facts as stated or at the most check back with the previous employers or do reference checks as per current policy. In the current scenario I feel it is not enough, an organization must have a full picture of the new employee before either they take him on payroll or atleast before they confirm him.

I do know that more and more organizations are using the services of professional agencies atleast to check antecedents of critical appointments, this could be one sure method. As one of my business ventures I do carry out such verifications to manage all risks. I have a professional agency for this in Pune. Any one could contact me on 98904 43068, we do a very thorough job.

Col L S Chadha

Col Chadha,

An email id can help. Thanks. I am looking for a Pan India Referral Check Agency for my company. Write to me at .

Regards
Anand

Dear....All


In my opinion, it would not have good impact on his previous employer to contact with them and ask from them about the applicant. This would actually make difference to the applicant's image in that particular organization even that organization might fire him and the reason might be that the applicant has to go today or tomorrow so why not "just now"..........

Therefore, contacting previous employees will have a negative impact on the previous employer and will make it difficult for the applicant to continue in the same manner, if you are not selecting him. This was reason why I asked the same question.

As far as references are concerned, they could be contacted and asked but still this is not enough. Please think about this and do share if you all have got any such idea to look for the same.


Regards
Khalid

Dear....All


In my opinion, it would not have good impact on his previous employer to contact with them and ask from them about the applicant. This would actually make difference to the applicant's image in that particular organization even that organization might fire him and the reason might be that the applicant has to go today or tomorrow so why not "just now"..........

Therefore, contacting previous employees will have a negative impact on the previous employer and will make it difficult for the applicant to continue in the same manner, if you are not selecting him. This was reason why I asked the same question.

As far as references are concerned, they could be contacted and asked but still this is not enough. Please think about this and do share if you all have got any such idea to look for the same.


Regards
Khalid

Faisal,

This a good form. All these days I used to check orally and just mention comments on the resume but this is a professional work. I will immediately adopt this.

Thanks,

Satya

hi everyone,

i have found a case in which a person has shown a exp of closed company so how i have to handle the case even he is sayin that he was getting salary in cash ...
plz suggest me

Hi All

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CRP operates in 4 distinct verticals namely Background Screening, Risk Management, Claims Management and Internal Audits.

For these services you can contact on us below details:-

Supriya-9892874848




Regards
Supriya
Asst.Manager HR