Producing Fake Documents - Exp. Letter, Letter Head And Signature - CiteHR
Dinesh Divekar
Business Mentor, Consultant And Trainer
Ngurjar
Management Consulting, Management Development,
Cite Contribution
Community Manager
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Satpreet Kaur
Human Resource

Cite.Co is a repository of information created by your industry peers and experienced seniors sharing their experience and insights.
Join Us and help by adding your inputs. Contributions From Other Members Follow Below...
Hi All,

Recently i have faced with these 2 situations :

1) A person claims to have worked with us for a period of 7 months in 2011, has an experience letter on company letter head with stamp and HR (myself) signature. I have come to know of this thru some placement co. in pune who called me up for employment verification of that person. I have aksed the consultancy to provide me his contact details but they too are not replying. Can somebody help me with finding out his contact number through any portal access they would be having. I can provide the person's name as that is all i have.

What was noticed was the experience letter was fake as no person of such name was working with us. Moreover, the signature was totally different and fake; letter head was an old letter head that no longer exists and had few modifications done; & the company stamp had the address of my director's residence which might have been in use couple of years ago.

2) A person who was selected in interview was given offer letter and his joining is due on dec.5th, 2011. However, i have got to know that he has still not resigned. I am very sure that he will not be joining us. His no. is always out of reach and i have dropped him an email today.

How can both these situations be handled.

Hi Ashlesha,
In regards of your first query, I would suggest you to find the contact details of the consultancy first so that they can be warned and his employement offer can be withdrawn and further you can take the legal action against the person as well. Usually, all the consultancies create their account on CiteHR or Linken-In, so you may find them through such professional networking sites.
Secondly, this has become a very common practice these days that the candidates accepts the offer from one employer and further negotiate with other company on the same offer. This is very much clear that the candidate will not join you. The email sent to his email ID is documentary proof that he was apprached by you. You may further send him an email with a defined timeline in which he should revert else his offer would be withdrawn and parallely you can also explore for some other candidate for the position.

Thanks Satpreet, Your reply concerning my 2nd question isan exact match to my actions. I have given him a timeline of 4 days to revetr. Besides, the search for another candidate has already begun
Dear Ashlesha,

You can take the following actions: -

1) A person claims to have worked with us for a period of 7 months in 2011, has an experience letter on company letter head with stamp and HR (myself) signature. I have come to know of this thru some placement co. in pune who called me up for employment verification of that person. I have aksed the consultancy to provide me his contact details but they too are not replying. Can somebody help me with finding out his contact number through any portal access they would be having. I can provide the person's name as that is all i have.

What was noticed was the experience letter was fake as no person of such name was working with us. Moreover, the signature was totally different and fake; letter head was an old letter head that no longer exists and had few modifications done; & the company stamp had the address of my director's residence which might have been in use couple of years ago.

If the placement company calls you again then tell them to send hard copy of proper format of verification under their company letterhead. You reply under your company's letterhead that it was fake and close the matter.

2) A person who was selected in interview was given offer letter and his joining is due on dec.5th, 2011. However, i have got to know that he has still not resigned. I am very sure that he will not be joining us. His no. is always out of reach and i have dropped him an email today.

If you have dropped him mail, then wait for his response. You may send hard copy of this mail to his address also. Frankly speaking, when employee should resign is his personal choice. Did you clarify about his notice period? Employee can very well work in that company up to 04 Dec 2011. However, if you have doubt then better start searching the fresh candidate. Once you get the better candidate, withdraw the offer that you gave it to him. Cite reason of non-communication for the withdrawal.

Thanks,

Dinesh V Divekar

Beware of false knowledge; it is more dangerous than ignorance.

Hello Ashlesha,

The Second situation First--your PoA is perfect. Based on what you mentioned [that he hasn't even resigned], most likely he must have renegotiated within the SAME company, rather than another one. Either way, there's nothing you can do--except what you are doing right now.

Coming to the First situation, I recollect a resume that came to me a few years back [a senior profile at that] which showed that the guy worked UNDER ME, when I used to work [am on my own now] & I haven't even known that such a guy existed on the face of the earth !!!

One way to track this guy is this: assuming the Pune placement company must have got his resume thru one of the Job portals and further assuming that your company too must be subscribing to some such portal(s), suggest type ONLY this guy's name in the Search criteria & do a Search--you should be able to get thru to him. If you don't have all the Portals, maybe you can take the help of any of the Placement Agencies you interact with for your company to do a search for this guy this way.

All the Best.

Rgds,

TS

Dear Ashlesha,

I echo the advice and share an experience. An ex-employee who was an abscond, had created a similar set of fraud documents. His released was due, yet he produced a letter with my signature on a fudged letter head. Here's what we did, when we received a request for background verification , we requested a fax of the document, as given to the new employer. We validated them with the proof of how fake the document was and shared his release was due.

We had the address of that employee, hence sent him a notification along with a deadline to respond. We had this edge, as the employee had already worked with us.

I second Satheesh and request you to follow up each time you receive a back-ground verification request, for this employee. However, tracking out the employee may not be totally productive, unless you are supported by the new employer.

A suggestion for your second situation. Please consider including an end date for accepting the offer and joining in the appointment letter. In the absence of appropriate actions as mentioned, the offer would stand null and void. Later, as in when you follow-up for date of joining with your new hires, please include this clause from the appointment letter.

Hope this helps.

Fake letters are common. Most times the placement agency is also under pressure to 'showcase' some suitable candidates. Their lack lustre response to your communication can be understood.
Background verification is catching up in India, but one must understand that such frauds are very common even in other countries. Taking action might be a good option, but has limited effect (especially if the new employer and the placement agency are in agreement with taking the candidate).
It would make sense to contact the placement agency and tell them that you have not issued the letter and close the matter as Dinesh rightly said. In the larger scheme of things, you might want to discuss the background verification process itself and if you really want to outsource it. I believe cases like these could be taken up at HR conferences and brainstormed with the HR Fraternity... So, would go down that path as of now...
Reg,

This is very common today.candidates misuse the letter of offer of company in which has not worked. I think there is no way to catch these candidates . But there is one solution of this problem.
When new employer/hr hires a new candidate .employer first verify offer letter.
Then employer must demand pf account and esi no mention on salary slip from candidate.
Mostly consultancy office can give same offer letter but they cant create pf,esi no
I think pf,esi portal which enables employer to check previous employment of candidate
For any query feel free contact me
Harpreet singh
7508565253

This discussion thread is closed. If you want to continue this discussion or have a follow up question, please post it on the network.
Add the url of this thread if you want to cite this discussion.






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2020 Cite.Co™