When we should conduct employment verification? if we do it before employing him, his employer or his boss will come to know that his subordinate is leaving the company. If we do it later to his joining, it all will go futile. I would like to know how far verification is ethical?
Regards,
Vishwanath
From India, Hyderabad
19Regards,
Vishwanath
From India, Hyderabad
Dear Vishwanath,
Every organization would like to have employees with high standard of Integrity. Therefore, would use some process to ensure this.
At the stage of employment, verification of employee claims and background check is one of the methods used by most organizations. All information sought is from public domain and verification of employee claims. It is completely ethical.
The responsibility of every person seeking employment is to declare truthfully the employment requirements and that of the organization is to share employment terms and information transparently.
The company is obliged to maintain confidentiality of the candidate before his joining the organization and should speak to his / her current organization only after obtaining his permission.
It is only by exception that you will find people fudge information to get the job. Therefore, it is not 'futile' to do verification after the person is on board or just before he joins.
HREmpRel
From India, Pune
Every organization would like to have employees with high standard of Integrity. Therefore, would use some process to ensure this.
At the stage of employment, verification of employee claims and background check is one of the methods used by most organizations. All information sought is from public domain and verification of employee claims. It is completely ethical.
The responsibility of every person seeking employment is to declare truthfully the employment requirements and that of the organization is to share employment terms and information transparently.
The company is obliged to maintain confidentiality of the candidate before his joining the organization and should speak to his / her current organization only after obtaining his permission.
It is only by exception that you will find people fudge information to get the job. Therefore, it is not 'futile' to do verification after the person is on board or just before he joins.
HREmpRel
From India, Pune
Hi All,
This is a very practical approach for hiring the genuine talent. But I have few doubts regarding the same.
I am an HR in an IT company and I get lots of employment verification cases from agencies for our ex employees and that is not all I get lot of pleadings from the ex employees who have done given incorrect information to save their jobs by not giving their factual information.
Should we always give factual information or should we consider the criticality of false information and on humanity grounds if falsification is not very serious then we can let it go.
Our present employees are still in touch with our ex-employees that makes HR's image very unpopular or cruel.
Can we discuss such cases with our current employees such cases to set an example.
Pls guide me as I am in dilemma of duty and loosing faith of existing employees.
Rashee
From India, Delhi
This is a very practical approach for hiring the genuine talent. But I have few doubts regarding the same.
I am an HR in an IT company and I get lots of employment verification cases from agencies for our ex employees and that is not all I get lot of pleadings from the ex employees who have done given incorrect information to save their jobs by not giving their factual information.
Should we always give factual information or should we consider the criticality of false information and on humanity grounds if falsification is not very serious then we can let it go.
Our present employees are still in touch with our ex-employees that makes HR's image very unpopular or cruel.
Can we discuss such cases with our current employees such cases to set an example.
Pls guide me as I am in dilemma of duty and loosing faith of existing employees.
Rashee
From India, Delhi
Dear Vishwanath,
Greetings!!!!!!!!
Most of the companies with well defined hr processes do employment verification before the confirmation of employee i.e. when probation period is about to end.
Regards
Team GroupHR
From India, Delhi
Greetings!!!!!!!!
Most of the companies with well defined hr processes do employment verification before the confirmation of employee i.e. when probation period is about to end.
Regards
Team GroupHR
From India, Delhi
Is employee verification ethical? is a very valid question, however answers will be conflicting. The reason for conflicting answers is --- not clearly defining the purpose for employee background verification. Two years back I read a news item in Economic Times, a CEO of a big IT company, was sacked because of resume padding. Many employees pad their CVs with tall claims just to change their jobs, get a salary hike, get a new assignment, relocate to a hometown etc. These claims need not be a concern when he/she is performing very well in the current job. However, falsification of documents should be treated appropriately, that is not ethical; this is referring to your question ‘how far’. As an organization if you clearly document what is ethical, and what is not; then your dilemma evaporates into thin air. The doubts arise in the absence of ‘not defining’ the depth of verification i.e ‘HOW FAR’. And the answer lies in your question itself.
---------------------
M Rama Krishna
TQM & Business Excellence Professional
From India, Bellary
---------------------
M Rama Krishna
TQM & Business Excellence Professional
From India, Bellary
Well, There is nothing wrong in conduction BGC on your prospective employees, as will lead to a safe and right hiring. The candidate will have to undergo the verification process for
*Employment Verification - HR & Supervisor
Usually last two or last five year of employment tenure is verified.
The feedback regarding his/her employment details like salary, tenure, outstanding......will be gathered from the HR records and the supervisor will be contacted to confirm the performance, expertise, atence, integrity, etc...kind of issues.
*Education Verification - Highest Degree (usually)
This would be one either from the college or university, the academic dept. will be contacted for the same.
****It was found that In India we came across one third of discrepancy in education verification, for its so easy here to generate a fake degree/certificate and use the same without being caught in previous companies.****
*Criminal Record - Police station of his present address will confirm these details.
*Address Verification - At permanent & current address to confim his family details, social status, duration of stay etc...
*Date of Birth Verification
*Driving License Verification
*Neighbor Check
All of the above mentioned checks only help the organizations to ensure that the candidate is genuine, fit to hire and efficient enough for the project/dept.
Moreover, after incidences like 9/11 and Hotel Taj Attack it is our duty to ensure that the staff is safe to be hired, that we are not hiring someone with any sort of criminal/unethical records. This also make sure that no one is utilizing our resources for the loss of nation/country/state/citizens.
Neeru Singh
Business Manager
Voyage Incorporation
New Delhi
Email ID:
From India, Delhi
*Employment Verification - HR & Supervisor
Usually last two or last five year of employment tenure is verified.
The feedback regarding his/her employment details like salary, tenure, outstanding......will be gathered from the HR records and the supervisor will be contacted to confirm the performance, expertise, atence, integrity, etc...kind of issues.
*Education Verification - Highest Degree (usually)
This would be one either from the college or university, the academic dept. will be contacted for the same.
****It was found that In India we came across one third of discrepancy in education verification, for its so easy here to generate a fake degree/certificate and use the same without being caught in previous companies.****
*Criminal Record - Police station of his present address will confirm these details.
*Address Verification - At permanent & current address to confim his family details, social status, duration of stay etc...
*Date of Birth Verification
*Driving License Verification
*Neighbor Check
All of the above mentioned checks only help the organizations to ensure that the candidate is genuine, fit to hire and efficient enough for the project/dept.
Moreover, after incidences like 9/11 and Hotel Taj Attack it is our duty to ensure that the staff is safe to be hired, that we are not hiring someone with any sort of criminal/unethical records. This also make sure that no one is utilizing our resources for the loss of nation/country/state/citizens.
Neeru Singh
Business Manager
Voyage Incorporation
New Delhi
Email ID:
From India, Delhi
Dear Friends,
Employment verification is done not only at the time of their joining or before the probation period ends. You can do even based on that particular employee's way of behaviour with HR that will prove his true character and everything will get exposed to us automatically.
From India, Madras
Employment verification is done not only at the time of their joining or before the probation period ends. You can do even based on that particular employee's way of behaviour with HR that will prove his true character and everything will get exposed to us automatically.
From India, Madras
First of all, if you have to do the verification from the ex-employer of your new joinee , that itself proofs the genuineness of his having worked there in the capacity which is surely one of the factors you have selected him for.That covers his education,experience ,criminal background.The ex-employer certainly would'nt have engaged him for say one year or more otherwise.As far as the remuneration is concerned, what if he's paid more than what you are paying?
All this verification process suggested about writing to universities, speaking to neighbours, getting his bank statement posing as a loan agent etc is quite intrusive and underhand.Unless it is for crucial positions involving perhaps security of the nation :-)
In a private sector firm,You need a performer and thats the bottom line, why all the detective role.Talent as it is is scarce.
From India, Mumbai
All this verification process suggested about writing to universities, speaking to neighbours, getting his bank statement posing as a loan agent etc is quite intrusive and underhand.Unless it is for crucial positions involving perhaps security of the nation :-)
In a private sector firm,You need a performer and thats the bottom line, why all the detective role.Talent as it is is scarce.
From India, Mumbai
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