Strategic Business Management Includes Revenue
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Consultancy_hr & Ir
Neethu Umesh
Hr Executive(generalist Profile)

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How to judge a candiate based on the reference check and the background verification for IT industry.
Reference is given by the candidate and that would be a person whom the candidate knows where as the background verification is from the previous organisation:
1. What if the candidate didn't left the organisation with a good notes (in many cases the previous employer might not relieve them from duties or kept their salary on hold since the notice period; so they get absconding (Ref is a mid sized & small companies)
2.Concern is not only with Operational team but also supporting team like Maketing, HR, Finance.
3. Isn't it the background verification and reference ckeck a contradictory in itself?

From India, Bangalore
Dear Neethu,

When you hire an employee, what is most important to you ? Remain clear about how much of an historical information is important to current decision making. Objective data validation is entirely different from a subjective version on an employee's behaviour.

A back ground verification allows you to validate the data, including education, past employment, travel/passport and certain personal details such as family status for issuing mediclaim .

Whereas, a reference check will require the ex-reporting managers to comment on the employee's performance. If you can manage to get the ranking, it will give you a comparative view of the annual performance measure.

However, a manager's feedback will have incidents narrated to support the manager's view to the employee.

You have to decide where you can draw a line between heresy and data. Future performance will depend on the environment you create for your employee. Hence, the choice is entirely yours.

1. An exit process is often mismanaged both by employee and the employer . When you receive a feedback on this area, please weigh the details. If an employer claims that Knowledge Transfer was not done even after the notice period was over, doesn't that speaks volume about the employer's processes? Whereas if an employee absconded without completing the formalities or even serving the notice period, it needs to be investigated with the employee. There can be genuine reasons, but that needs to be supported with data.

2. I am not clear about your second question. Please explain it a little more, for us to comment.

3. I have already answered it. However, you have any further question, please revert.


(Cite Contribution)

From India, Mumbai
Back ground check verification and reference check are 2 different aspects..
Reference check is given by the prospective employee to the employer to get the feedback on him.. which will always be positive (Almost all the times).
Background check verification will be done by an external agency.... This agency verifies whether the details given by the prospective employee is true or not..
Backgroung check is done usually to people of managerial levels because they will be handling higly informative and confidential data of the company. Therefore, to maintain the company secrecy, it is necessary that you do a background verification. This is beneficial to the company in future if it is done to all new employees who are expected to join in future.

From India, Bangalore
Dear All,
I suppose this is going to be a very rare thing but it really gives a BAD/NEGATIVE IMPRESSION to the HR.
How are you going to deal with the Negative Feedback received against the employee from his ex-employer when it seems to be FALSE INFORMATION in nature. This is purely due to CONFLICT, MISUNDERSTANDING between employee and his superior(ex-employer). At times, due to grudge on employees, ex-employers had given FALSE INFORMATION.
1) How are you guys going to deal with such situation?
2) What is the best way to secure REALISTIC FEEDBACK about the employee?
With profound regards

From India, Chennai

In the first place the purpose of an interview is to get an "internal view" of the candidate to see/learn those aspect of the candidature that are not necessarily evident from the resume and/or related documents. Easier said than done! Almost similar to writing a three hours question paper and securing good grade is not necessarily a guarantee of the competence of the candidate, the art and skill of interviewing remains inadequate to provide complete knowledge about the candidature!

Yet, to be more safe than sorry, the profession has devised various mechanisms to improve selection process. Regrettably even those are NOT infallible!

Reference check can become an exercise in futility as I have never come across a reference reporting adversely about the candidate. Yet we may insist upon reference to be provided to be from teachers at school or college level who will remember the candidate as a student! Similarly background check, whether done by an external agency or departmentally should focus on earlier employers rather than just the previous employer! We may ask for reference from clients that the candidate may have serviced in past, if he had such an interface at all.

Whatever done, both-the reference check and the background check are not contradictory though they may be futile. In the ultimate analysis if cold data, comprising subjective responses of some human beings were used to decide fate of the candidate, it would be unfortunate. Like Lee Iacocca said about decision making being an art of collecting and analyzing all possible data and then taking a "leap of faith". Even in HR field this "leap of faith" is essential to be taken. Collect all possible date about a prospective candidate but YOU decide! In any case no decision is right or wrong when it is made. It is proved right or wrong always in retrospect. At least in HR field I have found it to be so true and it drove the fear of decision making away!

Kindly note that I am NOT undermining any method. There is no conflict among various methods. To get the most out of such methods it is essential that human mind is applied!



October 30, 2012


From India, Pune
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