Need Guidance: Background Verification Of New Joinees - CiteHR
Ash Mathew
Recruitments, Training`
Deputy Manager - Hr, Ir And Admin
Recruitment/talent Acquisition, Career Counselling
Learning & Teaching Fellow (retired)
Manager Hr
Hrm, Ir, Labour Laws
Hr Executive
+1 Other

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Dear Members,

Whenever we recruit a new person, from the HR end, I used to do background verification of new recruits by talking to their previous company HR department - to verify joining date, Last salary and performance issues, and also talk to people whom they reported to on performance / integrity.

Of recent, we have hired a new person for a very crucial role. He will also be brining his team members to our Org (now this is ok with my boss). But the problem is, the salary what they have mentioned they are currently taking. Its twice the Industry standards. But the new hire informed me NOT to do a background check with the HR department as the whole team would not be serving their notice period (we are not is a position to let them serve it either) AND even after they join, he does not want me to verify their background. Reason:He says that the HR dept will not give the correct information out of frustatration and anger.

I have done a verification on their performance, and received information from Trusted Resources in the Industry.

But regarding the salary - I do not have any other option other than HR dept here. Is theer another way to verify salary details?
The salary proof they have provided - each have different authorising signatures... I mean, too much of my questioning makes me appear paranoid.

My boss completely trust what information I give, and I dont want to leave this task incomplete and just go by "baseless faith".

Please let me know if there are other ways of verifying salary...

you need to do verification of one new person and his team of X members,
These X members are working in same company.
So for salary verification ask for copies of appointment letter, offer letter, payslips, ask for payslips of atleast last 3-4 months.
And compare the payslips, if you find anything different no harm in asking the discrepancies. This will make your doubt clear regarding the double salary. :huh::huh::huh::huh::huh::huh:

Thanks Ravi.
but the problem here is - they have produced their appointment letters and all relevant documents, includign payslips - but the person we hired is one of the key decision makes, and he has access to all company letter heads and seals too.
My boss wants me to do a background check, esp regarding salary
(not with the senior mopst person, as we have already received a good ref about him) .The other two - I do not know if there is an other way to chk their salary details, but only through HR. :(
And these people are not telling their companies that they are resigning for a better opportunity, but each one of them are saying different excuses. One person will say that he is going to quit from career and do some consulting work..another persont that he is moving abroad..another person that he is going to join a professional course...

Hi Asha,
If they are working in a medium to large organization, their salaries would be credited to their salary bank accounts. You can ask for either the mini statement (which would give the last month's salry deposit) or the bank statement for the last three months, where their salary deposit history would be recorded.
But by the way you have mentioned the urgency or importance of the requirement, i doubt if there would be any difference even if there is a discrepancy.

Thank you so much Siva... This seems to be the only option left out.
Regarding the urgency - we only recruited the key person, the other members were his own choice. Like - as a Recruiter, I had offered a few resumes to fill his team members requirement but he said he is comfortable with them and does not wnat to go through rough patches initially itself.
The problem is... the average pay in the industry is 35K, but the team members are requesting 70K.
We are ready to pay - provided they are thatttt gud. But - I also have profiles that match teh requirement and are "in the range"

Dear Ash,
Check the bank in which the salary transfer is made.Ask for at least 3 -4 months salary transfer deatils(4 months will do good),check the date each salary transfer has been made,check the pay slip where emp code is mentioned and cross check it matches with empcode in banktransfer statement.These are the some methods.

Dear Asha,
Here is my pennies worth, though I am not from HR. If people are ready to tell a lie (a white lie) to leave a job and join another; how can one trust them not to be doing the same!!
You either trust the senior guy you have engaged or you don't. If you don't then you have a big problem.
In this period of recession, I wonder why engage people at twice the norm. May be you can engage them conditionally, subject to their perofrmance!!
Have a nice day

Dear Ash,
When you can't change something, change yourself. Your new hire is insisting on his old contacts, your boss knows it and is ok with it, then please do not show your efficiency and commitment for the time being.
Even if you have better candidates he is not going to have them. Even if by a remote chance, he agrees on the candidates as suggested by you, he will have so many ways to later prove them incapable and then ask you to hire whom he wants to hire.
For you, this is one of those 'sometimes' when you have to do something that you'd not like.

Hi Asha,

If I understand you correctly:

1. The position to be filled is crucial and urgent;
2. The hired person's reference check is OK (as far as performance is concerned);
3. The team hired through him also had/have good performance (you've checked that already); and
4. Your management is ready to pay the salary demanded if they are "that good".

Given the above points, questions that need your answer are:

1. Would it help if you found out they provided false information regarding existing salaries? Wouldn't it mean you'd have to look for other talent (unless you're ready to negotiate on salary with a potential fraudster).
2. If the position is urgent, so much so that your organization is willing to pay double the market rate, I'm sure they would have also done a cost benefit anaysis and you may jeopardise the precarious situation with your finding (not that you shouldn't, your choice though), isn't it?
3. Since you've already done performance background checks through trusted sources, you should let that speak for them, I'm sure that should be enough?

:idea: On a side note, you might think of building-in Performance Linked Pay as a component in their annual CTC to hedge the risk.


Neeraj K. Singh

Dear Neeraj,

My Boss completely trusts me when I give him a background check info. And - if in case, during the verification I find out that the people actually forged the documents - then I have been vested with all powers to bring it into light and terminate them

Here they value integrity and attitude.

The background check I completed is on their performance.... I have also informed the KEY person that its on the basis of pure trust that we are hiring the two members. Now - I was thinking if its okay to call the HR dept and do the check myself.. or if there were other sources of checking teh same.

To add to my paranoid thinking, the signature on the documents submitted by them vary from each page.

And regarding the bank statement - even if I had to chk that part, in the textiles/garments industry - people are paid half in cash, half in black. We diont appreciate that but in most companies its done that way. So teh person can easily say he received half on account - and teh other half in black.

I was thinking if I can call as an agent and tell the HR that the two members had applied for auto loan - and check if their salaries matched??? (Just a thought but not sure if it makes sense)

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