How To Verify The Employees Previouse Company's Salary - CiteHR
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There is something known as Antecedent Verification exercise. Try using the attached format. It may prove useful. It covers the relevant areas on which you may like a reference check.
However, if its only the last salary drawn that you wish to verify, ask for the latest Salary Slips, Appointmenet letter etc..
Vasant Nair


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Hi
First Step:
if previous company pay salary through bank or cheque mode, compair with salary slip & bank statement last 3 months. because banker mention in statement as salary.
if previous employer pay throgh cash mode. let the very company details that means company location & its head office, his working location,
whether is working under contract roll or pernment roll --- etc. check and come to concullsion.
In contract roll employee salary verfiy is difficult but when experience got smiply identfy. these related matter discuss with sr hr persons or sr officals in your esteem organziation simpler take help of sr officals.
There is no 2nd step and no end step also ---- for smilpe purpose only.
Have a nice day.

Hi Jeeva,
Thanks for this statement because i am also agree with Raj but i am working in a pvt. ltd. company and i am also want to make the standard of the compensation policy of the company but in my company my boss nd my owner also resistance in my way, so what can i do ????????
Regards
Amrish Singh Raghuwanshi
Manager- HR
Natraj Foods Pvt. Ltd.

Joining hands with Asha Mathew, though I personnaly do not ask for the salary of our candidates.
Whatever the payment the company is giving, it is not relevant for you, as an organisation, you should have your salary scale based on the industry you are in and the kind of policies you have.
All the best

Dear Friend,

"see i think one should be paid according to his abilities and what he delivers"

That's EXACTLY what I mean; according to abilities and delivery; and how to judge is through his :
  • qualification (quality of Institution quantified according to parameters, such as IIT's at top, next REC's...etc as per RANKING);
  • his experience (no. of years; duration; level/post; Company RANKING);
  • weightage for personal assessment.

"sometimes to retain talent or to attract the talent company has to pay more"

Yes, that is why I wrote, one should have a cushion of 15-20 % !!! (which is reasonable).

But if you are going to make the company bankrupt by enhancing the Labour and Administrative cost to an extent that it is not covered by the profit margin; then its YOUR CHOICE. (After all, being a consultant, you know better).

Moreover, if you keep giving HEFTY cash remuneration for attracting talent than you"ll make existing employees VERY UNHAPPY.

So, to RETAIN TALENT you give HEFTY INCREMENTS.... and this spiral will continue... in course of time, I don't know if the financials of your company will head north or south. (As a consultant, you are in a better position to explain).

In fact, had SALARY been the SOLUTION to all the problems; FINANCE PEOPLE would have replaced HR PROFESSIONALS everywhere.

What is the purpose of having an HR deptt. then ??

As an HR consultant, I think you should give a satisfactory answer.

Regards.

Hai
Try to avoid asking the payslips, bank statements etc. It is a silly one. You can interview the persons with your standard format and other procedures and if you are satisfied with their qualification, experience then you can fix the salary as per your company norms.
MANOKAVIN

The points mentioned by Mr.Raj are completely in accordance with the current practice and to be viewed precisely.

KB

"see i think one should be paid according to his abilities and what he delivers"


That's EXACTLY what I mean; according to abilities and delivery; and how to judge is through his :
  • qualification (quality of Institution quantified according to parameters, such as IIT's at top, next REC's...etc as per RANKING);
  • his experience (no. of years; duration; level/post; Company RANKING);
  • weightage for personal assessment.
"sometimes to retain talent or to attract the talent company has to pay more"

Yes, that is why I wrote, one should have a cushion of 15-20 % !!! (which is reasonable).

But if you are going to make the company bankrupt by enhancing the Labour and Administrative cost to an extent that it is not covered by the profit margin; then its YOUR CHOICE. (After all, being a consultant, you know better).

Moreover, if you keep giving HEFTY cash remuneration for attracting talent than you"ll make existing employees VERY UNHAPPY.
So, to RETAIN TALENT you give HEFTY INCREMENTS.... and this spiral will continue... in course of time, I don't know if the financials of your company will head north or south. (As a consultant, you are in a better position to explain).

In fact, had SALARY been the SOLUTION to all the problems; FINANCE PEOPLE would have replaced HR PROFESSIONALS everywhere.
What is the purpose of having an HR deptt. then ??
As an HR consultant, I think you should give a satisfactory answer.

Regards.[/QUOTE]

I agree... One can conduct a compensation benchmarking exercise and carry out a compensation mapping to map the various criterias as mentioned by Mr. Raj Kumar
Hi, nice to go through the replies and active participation from everyone. Mr. Raj is right that we should be having our own salary matrix and we should offer the candidate as per that only but it does not stop us to check candidates salary from previous employer it is as good as checking other antecedent. In some industries like telecom we really need to sell the job and to sell it we need to know the exact and correct salary of a candidate. I am sure any recruiter from Telecom would understand this very well.
Hey Sarika,
I am sure you must have taken a decision.
Please I would like to know what you have done based on the suggestion our experts have given here.
And if you are confused, please do put in here so the experts also know how they confuse someone by putting their comments on others advice n suggestions; rather giving their expertise to the problem/concern.
Awaiting to hear from you,
ukmitra


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