Hussain Zulfikar
Hris Implementation, Payroll, Recruitment,
AakritiKalla
Hr Executive
Aussiejohn
Trainer
Loginmiracle
Consultant & G.m.
Dilipbhandari
Dgm-hr , Rajhans Group.
Yogeshhr1
Service
Anitha_mgt
Asst Professor
Swa.stars
Hr Functions
Wishstar_28
Admin And Hr Executive
Curiousjai
Assistant Manager - Hr
S Dutta
Trainer- Hrm, Crm, Communications
Smruti21
Developer
BighostUsa
Company
+26 Others

Thread Started by #sheetalshr

We have encountered an employee with fake experience, He is working with us from last 2 months and we have found that he had shown fake experience certificate.
What legal action can we take now. Is there a corporate registry for blacklisting these employees and also how to do so.
23rd February 2012 From India, Delhi
There is no corportae registry as such to blacklist an employee. but yes you take action against such employee.
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.
regards,
Kamal
23rd February 2012 From India, Pune
If he is fitted in the frame nicely and during these 2 months it is observed by his HOD fine, then just call that employee and tell him that your fake declaration has been caught by us and it is proved too, till then you are given chance to prove yourself best for the position offered.
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.
Dilip
23rd February 2012 From India, Surat
To some extent I agree with Mr. Dilip bhandari but Sheetal has asked for the opinion on action to be action against the said employee.
23rd February 2012 From India, Pune
1) Fake currency Rs 1000 & Rs 500 2) fake experience 3) fake MIS Reports 4) fake ............ These are common in india
23rd February 2012 From India, Mumbai
Ya , in connection to that Sheetal cant do anything legally with the employee, this is act of breaching trust and fake representation leads to appointment, Co. can only file a sue in civil court for loss of monetary aspect i.e. wage paid and claim for repay it and fire the employee on this ground after completing domestic inquiry with an arbitrator.
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.
Dilip Bhandari
23rd February 2012 From India, Surat

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
23rd February 2012 From India, Hyderabad
Faking an experience is deliberate act of cheating. What sort of soft approach shall HR take towards such "matured" professionals. These faking practices shows levels of ethos and knowledge being imparted in our schools, colleges to levels of upbringing in our houses.
As a country and culture we are lowering our moral standards by tolerating such on the face cheats.
23rd February 2012 From Kuwait, Salmiya
Hello sheetal,
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...
Regards,
Sangani...
24th February 2012 From India, Mumbai
Dear All, If some one give Fake information for his salary only then what action will be there.
24th February 2012 From India, Chandigarh
If the employee has given fake information of his salary then what will be the case. regards, Ashish
24th February 2012 From India, Chandigarh
While it is legal to terminate an employee for falsifying his experience, it is important to look in to other aspects, such as: how relevant is the faked experience to the current job - was the employee hired only based on this experience; how well is the employee performing; are there any other patterns or instances that lead to loss of confidence? There are several ways to punish an employee for such acts: withholding annual increment, bonus, etc. Termination of services should be the last resort and should not be at the drop of a hat. Considering that inmates from Tihar jail are getting job opportunities, the above case certainly does not warrant termination.
Regards.
Mohan NC
24th February 2012 From India, Gurgaon
Dear Sheetal,
After two month you are finding that he is fake employee , at the time to joining you should have enquire the previous employer and at the time of interview you can make out that he is fake or genuine. This shows your negligence towards your job.
24th February 2012 From India, Jaipur
Two solutions:
One : Fire the guy immeditely, no need to give one month notice too.
Second : If u find really the employee worth while in terms of subject, then salary should be given as fresher or one year experienced.
These two solutions are taken by our management at different situations.
One thing I want to say is that taking legal action is not only the solution. As some one said in this link about it as cheating, then think that how many of our employee , who are submitting fake papers at the time of tax returns.
24th February 2012 From India, Hyderabad
Legally, it's a breach of trust.
Action possible -
If you want to retain with admonition, yes you can do taking a lenient view, but a punishment howsoever trivial it could be, put it on record, appoint a inquiry committee by the authorised officer, record the proceedings under his acknowledgement with symbolic punishment such as, cut in salary/refixing him in a lesser scale of pay, or extend his probation and confirmation, make mandatory certain amount of Sec.deposit, either any one or combination of more.
If your management desires to get rid of him, then also appoint an internal inquiry under a competent authority, under relevant rules/terms & conditions of apptt. order, prove the guilt with documentary proofs on record and carry out what deemed fit.
Come to the worst, register a police case for forgery and go on.
I would have preferred to- first assess his work ethics and sincerity, integrity then call for explanation from him and decide accordingly.
Choice is yours'
kumar.s.
24th February 2012 From India, Bangalore
[QUOTE=ARKPK;1792359]Two solutions:
One : Fire the guy immeditely, no need to give one month notice too.
Second : If u find really the employee worth while in terms of subject, then salary should be given as fresher or one year experienced.
These two solutions are taken by our management at different situations.
One thing I want to say is that taking legal action is not only the solution. As some one said in this link about it as cheating, then think that how many of our employee , who are submitting fake papers at the time of tax returns.[/QUOT
Co. can opt for second option provided the matter is kept confidential.The action can portray the management as biased if it has chosen the first option in some cases.
24th February 2012 From India, Mumbai
Dear Sir,
If it is proved that he has submitted a fake certificate of experience, You have lost confidence
on him due to the said act, so you can terminate his services by giving notice salary of one month or 3 months as the case may be / as per his appointment order terms.
D.Gurumurthy
HR/IR Consultant
24th February 2012 From India, Hyderabad
hi every one,

i respect all the comments/suggestions given by many seniors... but sir, let us understand the reason for producing such fake experience..



while interviewing the candidate, we would not depend only on his experience, if iam right we would also check his knowledge, skills, and efficiency required to fulfill his responsibilities, if given a job...

this simply shows that the candidate who was selected (based on fake experience) has got all the required skills and talent for the given job..

when a person is being deprived of an opportunity, in spite of having all the necessary skills and talent.. what should he do.. don't u all think that it is we who are forcing a candidate to go for fake experience by basing the openings on experience rather than on skills and knowledge....

but at the same time if we look at the problem from ethical point of view he has to be corrected.. as long as he is able to do his job as required i think he has to be given a notice about his act and some kind of punishment as per the company norms, instead of proceeding legally in the first instance itself..

regards

Anitha.
24th February 2012 From India, Hyderabad
Hussain Zulfikar Full Member - Member Since: Jan 2010
Subject - Re: Employee Fake Experience
Faking an experience is deliberate act of cheating. What sort of soft approach shall HR take towards such \"matured\" professionals. These faking practices shows levels of ethos and knowledge being imparted in our schools, colleges to levels of upbringing in our houses.
As a country and culture we are lowering our moral standards by tolerating such on the face cheats.
Dear Mr Zulfikar,
I think the words you have used come very harsh. Be it home or an organization or a country... culture in any place always goes from the top down, never from the bottom up. We need to step back and look at what kind of environment we have created for ourselves and for those around us. It is tough to expect positive behaviour in a negative environment. The rate of fake experience letters have increased in the last few years and let us understand that the employee alone is not responsible for it. The who
25th February 2012 From India, Hyderabad
its quite common, you can expect experience not his letter. if he is not fit for the job then you can fire him and do change your declaration. because its our responsibility to verify the background of the employee..
Regards
MANMATH
VM GROUPS..
25th February 2012 From India, Bangalore
There has been a range of views here on this subject and the consensus appears to be that the person concerned be fired for dishonesty.

That's ok, but it doesn't solve the overall problem.

Cheating, overstating qualifications, forging qualifications, etc etc is a world wide problem and is growing all the time as the job market tightens and people get desperate.

You only have to look at the postings here on CiteHR for people asking for ready made projects etc for their MBA's, rather than them doing the work that is required of them to obtain the qualification.

So Sheetalshr's company can go ahead and fire the guy or they can take him to court. Why waste the money is the first question I'd ask. Some of you feel that this will teach people a lesson. Fine in theory, doesn't work in practice.

The most important question that no-one has asked or commented on is - What happened to the recruitment process in this company??

Many of you here will know me and the comments I have made many times about Recruitment and Selection.

All companies need a full, thorough and robust recruitment and selection process in place to recruit the right people for the job. It is not rocket science.

However, I am fully aware that no process is foolproof. But if you have a process, it is well documented, the staff trained, and that process is followed TO THE LETTER, then you go a long way toward finding the right person who will serve your company well with minimal risk.

The second question I'd ask of Sheetalshr is - what has been the performance on the job during the last 2 months for this guy? Is he doing the job well, is he fitting in, is he making a positive contribution to the company? Rightly, he needs to be carpeted for his dishonesty, but maybe he can keep the job, accept a reduction in pay and no eligibility for increments for a year or two, so that he proves beyond any shadow of a doubt that he is worthy and has learnt his lesson.

There are other ways to discipline people - without destroying their whole life.
25th February 2012 From Australia, Melbourne
Dear professionals, i am in need of esi and pf codes, could YOU please help me to know the procuders..?
25th February 2012 From India, Bangalore
Dear professionals, i am in need of esi and pf codes, could YOU please help me to know the procuders ..?
25th February 2012 From India, Bangalore
Hi Adapa

My apologies for coming as harsh and rude, but nevertheless itís a sad reality of our generation. You have presented an excellent POV on why such problem exist. While I was pursuing MBA, teachers I had were such substandard and lacked even basic ethics. I wondered there was no emphasis on subjects of ethics. It was considered a mere theory. There was no specific subject or exam in such regard.

Itís us who has created a negative environment for our coming generations to behave in such blatant erratic manner. We have become lenient in all walk of life blaming others for creating negative environment. From lack of civil etiquettes to corporate. We are accepting below standard behaviour and ethics to meet are immediate needs.

Aussie John has provided an excellent approach and root cause analysis of hiring a wrong candidate. It was recruitment teamís responsibility to ensure candidate is all clear. Also at the same time, companies have to ensure a flexible recruitment approach in hiring. Candidate shall be judged on his capability too. There are tests and interview techniques to ensure a candidate is fit for the job or not.

However, faking an experience on document is not a small innocent lie on the face to win a job. Depending on case to case. This represent a scheming and manipulative mindset of a candidate. There could be several reasons what made candidate fake an experience.

Candidate has knowledge but wish to make it stronger by backing up with fake experience. This represents lack of confidence.

Candidate has jumped too many jobs salivating for higher pay packages. Now he has realized his mistake and wants to present a stable cute picture on CV, so he fakes an overwhelming halo effect experience.

Candidate is merely got brainwashed in the hype by peer pressure and practice. So he goes on to imitate his friendís style to win a similar job. Thinking this as common harmless practice to get plum jobs.

Only plausible solution I see is, effective, smart and investigative recruitment approach by the company. Also give credit to the candidate on what he knows and he is capable of, rather than sealing their fate to past work experiences. Interviewers needs to break the ice and explore the real person within the candidate.
25th February 2012 From Kuwait, Salmiya
Hi All,

After reading and agreeing with most of the above comments on fake experience provided by an employee, I would like to comment on the areas that have been affected by this fake experience proof.

Two thinks have to be considered before taking any action; firstly was the decision to hire based on the experience proofs produced and secondly was the salary offered based on the previous experience?

If the answer to the first question is yes and if experience is absolutely necessary for the job profile, then there is no choice but to ask the employees to leave the job or to terminate him/her.

If answer is in affirmative only for the second question, then company is within right to discuss, put on record the matter and reduce the salary.

Although I completely agree that dishonestly should not be encouraged at any stage, I am also of the opinion that a person can be given a chance to change.

The above approach will help in setting a deterrent and also solving this issue in a fair manner.

Regards

Franky
25th February 2012 From India, Mumbai
Dear All,
encountering fake experience after two months shows the flaw in the HR system of the co, it is always said "prevention is better than cure". In this case I would advice to fire the employee and control such mistakes in future...no legalities please.
25th February 2012 From India, Delhi
Hi,
Good suggestion! The reference check can be done before issuing the offer letter to a candidate. The candidate may submit the resignation letter to the current employer based on the offer letter issued by the organisation. In meanwhile if you found the that he has given you fake details you might cancel his offer letter so you are required to start the recruitment process again which result in waste of time.
It is better if you can do the reference check before issuing the offer to a candidate so that both the candidate and the employer may not suffer in future and can avoid unnecessary issues.
Regards,
Swathi G
25th February 2012 From India, Madras
Dear Sheetal,

In the appointment order it would normally be specified that in case the person offered appointment provides wrong information or conceals any information which subsequently proves against the interest of the compoany or misrepresents the facts and in doing so he gets the appointment, such misrepresentation/concealing of facts, would result in summery dismissal of the person doing so. Alternatively company policy or the Standing orders may also have such clause stating to the effect that if any employee is found to have concealed, misrepresented or provided wrong/fake information/facts, initiation of suitable disciplinary proceedings resulting in termination of contract or summery dismissal of services could also be incorporated.

Principles of Natural Justice provides that any benefit attained by misrepresenting the facts, providing wrong information, concealing the facts would go against the person doing so. Keeping this in view your company can severe the contract of appointment entered into with the person giving such wrong/fake information (Fake experience whatever you may call). Hope I could make the matter clear.

Regards,

Joga Rao
25th February 2012 From India, Eluru
Dear Friends,

I beg to defer from most of the comments recd. pro fake certificate. One HR team at the best take the responsibility of verifying antecedents and a references given can provide some general remarks on the candidates' thro' second hand information. On the contrary the veracity/authenticity of a certificate attached by the candidates to the prospective employer cannot be taken note of by the References leave alone taking the responsibility of its genuineness. How it is going to be possible even for the employer to verify all the certificates attached by the candidates ? Why not there could be a fake certificate for date of birth also.

We have seen just recently our top most general of India raising a dispute of his date of birth after 3-4 decades of distinguished service upon which our top most judiciary got embarrassed to sit in judgment. Imagine with this backdrop of the difficulty and disappointment of HR after the candidate has been selected and appointed after due process. Of course nowadays there are innumerable universities and obtaining fake certificates also a matter of a few thousand rupees. And needless to sa, to prepare a fake certificate of experience is just a matter of 20 or 30 rupees. All said and done such incidents cast more pressure on HR.

Employer-employee relationship is built on mutual trust any breach on either side devoid of circumspect commissions and omissions strains one's confidence reposed. The real danger lies when it becomes a precedent for others to follow suit.

kumar.s.
25th February 2012 From India, Bangalore
Hi Sheetal,

I totally agree what everyone has commented on you post.....but being an HR professional, we should counsel such employee,then contact his previous employers & get valuable inputs about his career record,his relations with colleagues & his overall behaviour in organisation. At the same time try to get the information about his family background also & understand why & under what circumstance he had committed such mistake,after finding all such information, see whether it is deliberate or due to some social,family responsibility he did this to get good job.....if u find it deliberate then just sue him & do not show any soft corner to him; but if it is due to some basic family responsibility try to counsel him & take in writing from him about this fraud & ask him to resign with immediate effect.Such approach by company will definitely make that employee thing twice before joining new company with same mistake. Coz, I know how shameful & painful is being terminated due to Fraudulence as I have seen my close friend facing such incident at beginning of his career.

The reason behind opting such approach is just to save the career being spoiled or destroyed for any innocent on whom his family is depended. I agree "Chori is Chori" whether it is of Rs.1 or Rs.1 crore!!! but being an HR we must analyse the situation & then take proper decision. No doubt, for such fraud, that employee must get punishment but severity & aftershock effects of such punishment should be analysed by us before taking any decision.And I am sure collecting information from his previous employers & family will not be that time consuming. After all being an HR Professional we have "to develop not to destroy".

Regards

Yogesh
25th February 2012 From India, Pune
I agree with Dilipbhandari's suggestions. also please note that you can file civil suit for the recovery of money given to the particular employee, you can terminate the employee after enquiry and through due process of law, and additionaly you can file criminal case against the particular employee for fraud & misrepresentation.
But before going for any such actions, please remember and rethink, it is very common in the world. If the employee is able why should you initiate all these unwanted/unnecessary things, moreover, when the companies are asking more and more experience, this is the only way for the poor candidates including you and me. so thin again think and again think before initiating any grave actions or you can simply terminate the employee (if he is not able to perform his task well) and also ask this guy to reimburse the company, a sum of money which you find excess than his qualification/experience and performance...
Joseph
25th February 2012 From India, Chennai
Dear All,
I think the guy has the ability to work, as he has been hired by the HR with his previous experience. Provide him room to get certified genuinely. This will create much more trust of employee towards employer & hope he will become an asset for the company by doing so.
Regards,
Adil
26th February 2012 From Saudi Arabia, Jiddah
I 100% agree with Sangani. Recruitment becomes hard now a days and it helps HR personnel that in visible contribution in Organisation.
29th February 2012 From India, Surat
If you are so concerned about employee fake experience why you remove employees if there are no projects and recession period problem is with you not the technical guys.
28th April 2012 From India, Bangalore
To all those folks who are acting as HR's I have a direct question for you all please reply with some social conscious do not try to act like self righteousness person... I came to da city wit a dream of making a mark in da IT sector gained enough skills infact more than enough.. I started applying for da companies...days were passing nd not even a single call..i questioned my self where the hell are these companies puttin my resumes? But patiently I began applyin each one of them...nearly I hav uploaded my resume to 500 companies including MNC's. what cud b worst than this uh..?

Am that worthless that am not even eligible even for a single interview...?

Many of your companies are preferring on campus over off campus then wat abt the people who are from a strange college but skilled enough..?

Ur requirements doesnt even match with students qualification for eg...i have been to an interview where a candidate who has done B.Tech(Mech) is called for the post of software trainee...WTF..thats awefully weird...dont u have any common sense..?

Y da hell u prefer B.Tech's over MCA where MCA's are superior in terms of programming....?

U people hav any idea how pathetic is the life of a fresher..? uh..? no right..i'll show u the dirty picture then..

--->As a fresher he is forced to practice some stupid mathematical stuff rather some programming concepts. Many of them are joining institutes especially for this..

--->Even if he is into the company he is being asked to pay security deposits now please dont say that your company is not gonna charge we r tired hearing that stuff so please dont give us that shit...nw the question is u people blow out some moral stuff if some one is faking an experience but wer ur all morality goes when the companies are doing illegal things...dont you have social responsibility..?

--->Over exploitation is one of the great features of Indian IT companies..here is a good example...one of ur shit company called me for an interview..during HR i was asked wether i have any health probs i said no...u wud probably wonder y he asked...2 yrs of bond + 50000 security deposit +initial 3 months no sal after than 5k sal....since i desperately need a job i agreed...but at the time of joining i was informed that min work hours is 12hrs...u gotta b kidding me...its not EMPLOYEMENT its a SLAVERY...how do you justify this act...?

-->if he completes his fresher time he is doomed..he is sued...no one takes him as a fresher...other options..? claimin fake experience is the only choice in hand..

So directly or indirectly u people are encouraging us to claim fake experience....how do u justify this..??

Your companies think you are on the path of self righteousness but the fact is u r on the path over exploiting employee combined wit pea nut salary when compared to US salaries.....

And u know y all the product based companies are of foreign countries coz they encourage nd give a chance to the candidates regardless of from which institute they belong to...pure talent is what they want...

IF U FOLLOW BASIC ETHICS ENCOURAGE PURE TALENT AM GUT SURE THERE WILL BE ANOTHER INDIAN IBM, INDIAN ORACLE...mark my words..
12th May 2012 From India, Madras
Hi sheetal,
If the fake certificate is a matter of days or few months, just forget it, if he has the required performance level. How ever, he should be informed that you have fouund out this. If the fake certifcate is absolutley wihtout any experience, as per the declaration obtained at the time of interview/indusction, he should be severly dealt with marking it an example for others.
Regards
Sebastian
12th May 2012 From India, Bangalore
To all those folks who are acting as HR's I have a direct question for you all please reply with some social conscious do not try to act like self righteousness person... I came to da city wit a dream of making a mark in da IT sector gained enough skills infact more than enough.. I started applying for da companies...days were passing nd not even a single call..i questioned my self where the hell are these companies puttin my resumes? But patiently I began applyin each one of them...nearly I hav uploaded my resume to 500 companies including stupid MNC's. what cud b worst than this uh..?

Am that worthless that am not even eligible even for a single interview...?

Many of your companies are preferring on campus over off campus then wat abt the people who are from a strange college but skilled enough..?

Ur requirements doesnt even match with students qualification for eg...i have been to an interview where a candidate who has done B.Tech(Mech) is called for the post of software trainee...WTF..thats awefully weird...dont u have any common sense..?

Y da hell u prefer B.Tech's over MCA where MCA's are superior in terms of programming....?

U people hav any idea how pathetic is the life of a fresher..? uh..? no right..i'll show u the dirty picture then..

--->As a fresher he is forced to practice some stupid mathematical stuff rather some programming concepts. Many of them are joining institutes especially for this..

--->Even if he is into the company he is being asked to pay security deposits now please dont say that your company is not gonna charge we r tired hearing that stuff so please dont give us that shit...nw the question is u people blow out some moral stuff if some one is faking an experience but wer ur all morality goes when the companies are doing illegal things...dont you have social responsibility..?

--->Over exploitation is one of the great features of Indian IT companies..here is a good example...one of ur shit company called me for an interview..during HR i was asked wether i have any health probs i said no...u wud probabaly wonder y he asked...2 yrs of bond + 50000 security deposit +initial 3 months no sal after than 5k sal....since i desperately need a job i agreed...but at the time of joining i was informed that min work hours is 12hrs...u gotta b kidding me...its not EMPLOYEMENT its a SLAVERY...how do you justify this act...?

-->if he completes his fresher time he is doomed..he is sued...no one tkaes him as a fresher...other options..? claimin fake experience is the only choice in hand..

So directly or indirectly u people are encouraging us to claim fake experience....how do u justify this..??

Your companies think you are on the path of self righteousness but the fact is u r on the path over exploiting employee combined wit pea nut salary when compared to US salaries.....

And u know y all the product based companies are of foreign countries coz they encourage nd give a chance to the candidates regardless of from which institute they belong to...pure talent is what they want...

IF U FOLLOW BASIC ETHICS ENCOURAGE PURE TALENT AM GUT SURE THERE WILL BE ANOTHER INDIAN IBM, INDIAN ORACLE...mark my words..
16th May 2012 From India, Madras
To all those folks who are acting as HR's I have a direct question for you all please reply with some social conscious do not try to act like self righteousness person... I came to da city wit a dream of making a mark in da IT sector gained enough skills infact more than enough.. I started applying for da companies...days were passing nd not even a single call..i questioned my self where the hell are these companies puttin my resumes? But patiently I began applyin each one of them...nearly I hav uploaded my resume to 500 companies including stupid MNC's. what cud b worst than this uh..?

Am that worthless that am not even eligible even for a single interview...?

Many of your companies are preferring on campus over off campus then wat abt the people who are from a strange college but skilled enough..?

Ur requirements doesnt even match with students qualification for eg...i have been to an interview where a candidate who has done B.Tech(Mech) is called for the post of software trainee...WTF..thats awefully weird...dont u have any common sense..?

Y da hell u prefer B.Tech's over MCA where MCA's are superior in terms of programming....?

U people hav any idea how pathetic is the life of a fresher..? uh..? no right..i'll show u the dirty picture then..

--->As a fresher he is forced to practice some stupid mathematical stuff rather some programming concepts. Many of them are joining institutes especially for this..

--->Even if he is into the company he is being asked to pay security deposits now please dont say that your company is not gonna charge we r tired hearing that stuff so please dont give us that shit...nw the question is u people blow out some moral stuff if some one is faking an experience but wer ur all morality goes when the companies are doing illegal things...dont you have social responsibility..?

--->Over exploitation is one of the great features of Indian IT companies..here is a good example...one of ur shit company called me for an interview..during HR i was asked wether i have any health probs i said no...u wud probabaly wonder y he asked...2 yrs of bond + 50000 security deposit +initial 3 months no sal after than 5k sal....since i desperately need a job i agreed...but at the time of joining i was informed that min work hours is 12hrs...u gotta b kidding me...its not EMPLOYEMENT its a SLAVERY...how do you justify this act...?

-->if he completes his fresher time he is doomed..he is sued...no one tkaes him as a fresher...other options..? claimin fake experience is the only choice in hand..

So directly or indirectly u people are encouraging us to claim fake experience....how do u justify this..??

Your companies think you are on the path of self righteousness but the fact is u r on the path over exploiting employee combined wit pea nut salary when compared to US salaries.....

And u know y all the product based companies are of foreign countries coz they encourage nd give a chance to the candidates regardless of from which institute they belong to...pure talent is what they want...

IF U FOLLOW BASIC ETHICS ENCOURAGE PURE TALENT AM GUT SURE THERE WILL BE ANOTHER INDIAN IBM, INDIAN ORACLE...mark my words..
23rd May 2012 From India, Madras
Dear concerned, First of all you have to prove by contacting the agency and obtain in writing from the agency that the experience certificate was issued by them. There after ask the employee to pay the losses that company bore and ask him to tender his resignation. It is difficult task to recover the losses but resignation will avoid further losses.
22nd June 2012 From India, Kota
Hello Sheetal,
Encountering fake employees is a matter of concern, but taking legal action is not the only solution.
In this case where it is a matter of fraud, u can immediately terminate the employee without giving him any chance to serve the notice period.....
Taking legal action may hamper the reputation n goodwill of the company n some way or the other and also it puts a question on the work and efficiency of the recruiter as it is the responsibility of the HR team to do proper background verification and reference check of the employee before hiring any employee.
Therefore I completely agree with Sangani that before joining a thorough reference check should be done.
Regards,
Tonika Mallick
HR Executive
27th June 2012 From India, Lucknow
Dear All,

I read all comment and reply from respective HR professional, its really appreciate that everyone involve in this matter and give proper solution.

But we need to study why employee giving such fake certificate and mislead to organisation?

same as if someone have knowledge but don't have certificate of experience (Not about educational certificate) we should consider them also, most of the time HR insisting for experience certificate even employee working nicely. DUE TO SUCH PRESSURE FROM HR DEPARTMENT EMPLOYEE WILL TAKE WRONG PATH ONLY FULFILLING HR NEEDS.

Is certificate too important for validating employees potential?

Is certificate helping him/her to do work properly?

Is valid certificate increase working capacity of employee?

my answer is no, only certificate can not make proper employee, for that HR should take step...

Even some time with the help of previous company's HR Employee doing the fake certificate.

Taking legal action not solution on this problem, yes if employee continuously doing fraudulent work then only we need to take legal action....

Hope up to some extend i clear issue.
28th June 2012 From India, Pune
without working experience nobody giving a batter production. so i think fake experience is not valid. you can discuss with your company management and then take a legal action about employe.
30th June 2012 From India, Chandigarh
I think even Edison or Eisenstein will not get a job in India because they were school dropouts and would not had any previous experience to get a job in India . If a person has worked in any company for some time does that guarantee his integrity . A terrorist who had worked for 5 years and was excellent through out was involved in a blast . If a fresher does not get a job for more than a year , he is no more a fresher and would never get a job with out putting some experience. This type of background verification happens only in India I have not seen in US .
Thanks,
Ravi
4th July 2012 From India, Bangalore
Dear All,
Can anyone would like to share/suggest about the website addresses or any other method to evaluate/verify the educational documents (technical/professional of candidates, who are going to be appointed in any company.
WR//
Curiousjai
6th July 2012 From India, New Delhi
What legal action can we take now. Is there a corporate registry for blacklisting these employees and also how to do so.
6th July 2012 From India, Chandigarh
abha,
There is no such corporate registry to black list an employee any where in the world nor it is possible to maintain such a registry/data. Take action as per your company policy and close the matter. Dont waste your time.
regards,
Kamal
7th July 2012 From India, Pune
I agree with Mukesh Sir and Ravi Sir

As far as I know, it is mostly the freshers who indulge in such unethical practices(fake experience letter) and one of the main reason for this is that in this competitive market most of the companies are reluctant in hiring freshers, even if they take freshers they are paid very less.

In my company also fresh MCAs are paid merely 8,000 pm(which is even lesser than a labour's pay) and the reason given by Management for this low salary is their lack of experience. In some of the big companies they have a policy that they don't take freshers, this is also one of the reason because of which freshers take shortcut by showing fake experience certificate.

Freshers also go for these practices because they lack professionalism and are ignorant about the consequences of showing fake certificates and effect this can put on their career in future.

I am not advocating these practices, I am just trying to say that we should not forget that we all were freshers at some point of time and while selecting a candidate we should judge him on the basis of his skills, his honesty and learning capabilities and just not reject a candidate for being a fresher.

Moreover, there are some advantages of taking freshers - their minds are fresh, not saturated like that of their seniors; they have fire to prove themselves; they don't have politics in their mind and you can mould them according to needs of your organisation.

I am saying this because I myself am a fresh graduate and know how difficult it is to get a job in a good company for a fresher.

:)
9th July 2012 From India, Pune
Hi Sheetal,

Correct me if I am wrong in the below sequence.

The person has impressed the Organisation and Interviewers, convinced that he is fit for the Job. Understanding that he is not fitting a few criteria he fudged a few documents and got enrolled. Now after 2 months his HOD considers him worth for the Job ('fitting the frame').

My Assumptions:

1. He has an internal ref/ support who have advised him to do so OR

2. He have read the JD, identified the job for himself but found short of docs, the determined candidate 'arranged for his selection'

3. Your company is a CMM/ PCMMI level company, compliant of International Standards with great long standing reputation?

My Recommendations:

Prima Facia it's cheating. But we, as HR, have to understand which one to focus and which one to dilute, for the benefit of the business in this case.

1. Please verify the severity of the impersonation, is the docs a supplementary (additional benefit) doc?

2. If the faking is serious, as in

A] the person has not been a graduate but claimed so,

B] the person has not been working for a while and has arranged for a fake Gap Filler.

C] the document submitted are of Statutory nature (as in licenses / eligibility certifications/ Passport etc)

D] the document has been fudged/ modified...

For cases 1, 2A, 2B, we could assume that the person was trying to do away for his gross shortcomings/ rather playing safe by not being honest and explaining his stand on why he knows the job but doesn't fit the mandate (he would not have got a chance to explain this though, given the schedules & interests of recruitment). But he has sure got a unjust benefit and the additional cost incurred could be forfeited through due process (or deducted as arrears through the salary provided he is breifed of the situation and he is willing to continue) to regularize the case as Special deviation from the mandate.

For Case 2C & D the case is more serious with legal ramifications. If the person utilizes the benefit to avail any recommendations further or commits any action further in future this would backfire on the Recruitment/ HR team for negligence if a competent authority seeks explanation.

There could be other permutations as well.

Hence the ball now is in your court. See whats best and go ahead. I also suggest that this is not a case which you can handle alone, unless designated, hence seek superior's guidance.

PS: the corporate registry is a fake scarecrow by some industry (esp: BPOs) to maintain control over attrition. For time and again any efforts to this effect fails due to conflict of interest between parties. This is exactly why I commented about HR focus on the first place.

God Bless.
10th July 2012 From India, Mumbai
Well said Aakriti. Though you don’t ever sound like a fresher...is that a fake claim ??? ;)
10th July 2012 From India, Mumbai
Ravi ji,
I liked the way you put your last post. God forbid, Einstein was in India, he might have been an Accountant or a Tuition teacher (with all great regards to both these profession - as i have been both this....). :)
10th July 2012 From India, Mumbai

Reply (Add What You Know) Start New Discussion






About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2017 Cite.Coô