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hi All,

Small piece of question here to all my dear friends in context to same. If we are doing background check of an employee with current company would it be wise to conduct his background check

1. Before giving offer letter or after giving and offer letter:- this is because offer letter may be or may not be accepted by him which may show his interest join or not to join the company where he has given an interview. Also if during such particular moment background check is done would it effect his seniors attitude and thinking towards him if in case he stays with his present company.

2. At the time he puts in his resignation to the company where he is working. This moment may indicate that he has decided to join the new company because it is only after he accepts the offer letter he puts in his papers with the company that he is working. Doing background check at his moment may not harm him because he will not be associated with the company that he is working and also the company gets to know by this time by his gesture of putting his paper (resignation letter) that the is relieving.

Kindly inform when is it best suited to do background check of candidate assuming all above situations...

thanks with regards

From India, Jalandhar
Dear Seniors, Request if exact time when ref check with present company be done wrt job responsibities and other employement details. Regards
From India, Jalandhar
Dear Kartiken ,
Background or Refcheck can only be done after the candidate join your company not before that because if it is done earlier then it would be breach of contract in terms of offer letter .
Second point is which is practical aspect if you ask to the current employer of the candidate there may be chance that the current company will retain that candidate by providing negative feedback to you.
So after joining the organization , background check can be done.

From India, Delhi

Background check with PAST employers must be done before any offer letter is issued.

Background check with the current should NOT be done earlier that the candidate actually joins your employment. Three reasons for this advice are:

1) If the current employer comes to know that its employee is being considered elsewhere, the candidate may be extremely embarrassed at his present employment and will be unhappy with us for having put him that position, our image will get an adverse effect with potential candidates ( as this incident is bound to be shared by the concerned candidate with his friends), the current employer may either terminate candidate's employment, or make an effort to retain such a candidate only till his services are absolutely essential and after that vindictively release him regardless of whether the candidate will be left in the lurch.

2) You have enough material to look at from his past employers to make up your mind, and

3) The candidate will be on probation in most cases for you to watch and form an objective assessment if he should be confirmed or be released!

This approach will help you save on time while making employment decisions!



July 26, 2012


From India, Pune
Dear Seniors,
What we do it after the candidate put in his papers with his present company and we get confirmation that he has done so, we initiate background process with his present compnay. It is inititated after getting confirmation from him that he has purt in his papers and, infomring him that we are inititatin process at our end.
This is because when he joins us and we get to know if he has any dues left or notice period not given then there would be no scope for us to react like asking him to negotiate whi his present company or stretch joining date etc and also the candidate would then be in botheration of his past companies requirements to be done.
Also we will be assured then before his joining that whether compnay is relieving him or not, rather than coming same into notice after his joining.
Kindly advice if this is advisable too?

From India, Jalandhar
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