What legal action can we take now. Is there a corporate registry for blacklisting these employees and also how to do so.
When you recruit someone it is understood that any declaration given, or information furnished by the employee is true and incase any such imformation proves to be false, or if any employee is found to have willfully suppressed any material information, in such cases, the organization has a right to take action as per the organization's rules and regulations.
It will help you in taking action against him if any odds happen in future, and keep this in writing and take acceptance from him about such fake exp. letter.
It happens many times now morality is at question in this restless jumping in Job market.
In future always take two references from selected candidate, call to previous employer and ask about his skill, team attitude, and integrity.
I hope it will help in addressing the matter.
By this way you can set an example in organisation that fake represntation during interview will not be tolerated.
This stuff can be done by HR personnel.
I respect the comment my friend given for the fake experience.but i also want to know that how the candidate with fake experience work knowledge is and what lead him to go for fake experience .
As the trend what is going on is the one who is experienced are not at all interested in freshers and the freshers though have good command /knowledge in there respective fields are not getting good jobs and the one who are average in there fields are not getting proper guidence in order to attain good exposure towards the market trends which in turn forcing the candidates to follow the wrong path .and for this issue terminating the candidate or black listing the candidate is not the issue rather than mounting more burden on them we need to bring some sort of solution and relief to both employer as well as employee.
what do we mean by HR.\"Human Resource Management .so it is all about providing the resource .And not of decomposing the future treasure.so think of light and not of darkness
As a country and culture we are lowering our moral standards by tolerating such on the face cheats.
I think you can take a legal action as per you co. policy with an arbitrator to further avoiding this kind of Cheating by empolyees'..
But as per my experience,we can only recommend this action of course for higher level of employee,becz we really faced a lots of monetary as well as non monetary loss.
Recruiter does lots of hard work in screening relevant profiles , and out of that few comes for interview even though we might have lined up many candidates but few of them comes...
and in interview also who knows that our criterial matches with those candidates or not...
And if finally if we select some who seems to be fit into our org. and after two months we comre to know that employees has commited cheating by providing fake certiificates...
This really lead to loss of recruiter faith and hardwork..
TO avoid this scenes,i recommend that when employee give one month notice or before he joins,reference should be checked...
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