Previous Employment Company History - Employment GAP Verification - CiteHR
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Hi all,

I am a NRI entrepreneur who started business here 2 yrs ago.

I have a team of technology people for whom previous employment

history has to be checked since I suspect them to be carrying

experience certificates issued by bogus companies for money. The last co they worked are all fine, but their career start-ups are suspect. Please

let me know the way the checks are performed and how fool proof it is.

The suspects can easily pass the usual methods like email/phone etc. I saw from

the website & I called them but that the co is operating now with existing old customers and predominantly issuing fake exp certificates. Let me know how you deal

with, when you want to find a co issuing a fake certificate and

whether the candidate has worked in any other company in that period.

Let me know your suggestions on this.

Note : There are gaps in their employment which has to be checked whether they are employed in other domains at the time. I know 3rd party verification can do this, but I want to know the process how this is done, coz no agency are willing to share the flow how this is done.
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Are you keen about having the BC done OR knowing the process — meaning, do you want the cake OR know how it’s made? Both are 2 different aspects/issues. Rgds, TS
Dear Amit,
The process for checking the validity of an employment is different from the validity of the firm. The Reference Check firms ideally keeps a list of names of the firms, that issues such certificates. Hence its easy for them .
If you want to do it inhouse, it might be cumbersome for you. Please consider the reference check process by Nasscom - Skill Registry . You can ask your employees to initiate it for themselves and then share the reports with you. That way you will find a standard report as per the Industry benchmarks.
Even if you reimburse the cost to your employees, it would still stand affordable and reliable
Two discussions for you to consider
Printing mistakes can be costly
Background Verification: Process Map
Thanks taj/nabo for your replies..
I want to do this bcoz off late the performance of the members whom i suspect, has went down drastically. They dont have anyt intention to do work or putting themselves behind. Above all this, even when i put them very worst appraisal in the intention to make them think abt job change, they never do. And i receiving anonymous letters regarding this. I even consulted 2 or 3 bc agencies but they want either to enter into deal first or not willing to provide how these checks are done. TS - for ur question, i want to know how the CAKE is made. Any help will be appreciated..!
Hello Amitlogictech,
W.rt. what you mentioned--'I even consulted 2 or 3 bc agencies but they want either to enter into deal first or not willing to provide how these checks are done': I guess they would like to keep THEIR methods confidential........which is understandable.
Though we don't usually handle BCs, IF you are OK with it, pl mail the details from your official mail ID to me on my ID:
Let me see if we can do something about it--NO CHARGES--Thank CiteHR for it.
Hello Amitlogictech,

There CAN be another side to the situation.

You mentioned that " late the performance of the members whom i suspect, has went down drastically.........".

Which means that their performance was good, to begin with.

Usually, such situations point to flaws to WITHIN the organization & the procedures/processes followed, where the motivation levels of the employees 'taper off' with time--the reason(s) could be anything. From lack of appreciation TO poor managerial control/guidance TO wrong HR policies TO......they can be really multiple.

Quite often, employees STONEWALL any inquiry into the reasons for fall in performance when they are CONVINCED that their feedback will be USED AGAINST THEM--pl note that they may be wrong in such an presumption. But the scope does exist for such an impression from the Employer's perspective--and again quite often, many Employers doesn't even realize that they contributed to such a situation.

Suggest give this aspect a thought. Something or some things MUST have happened for this situation to emerge.

For a moment presuming the guys have faked their earlier exp, usually most people CAN be caught during the Interview phases--especially F2F rounds by close watch of the body language. How COULD such guys clear the Interviews?

Another point you mentioned: "....i receiving anonymous letters regarding this...". Can you pl elaborate?


twice i recd anonymous letters to my office, which stated the details of 2-3 members of my team has provided fake experience. Is it possible to ask the salary and previous employment details of the employees as when they joined to all the previous employment HR's.? will they be able to reveal that?
Just do one thing Amitlogictech.
Suggest ask ALL [NOT just the ones whom you suspect] your employees for the Salary Slips, Appointment Letters & Relieving Letters of ALL the companies they worked in. DON'T give any scope for anyone to figure-out WHY you are asking--you can say it's to update your HR records.
If someone HAS all the records in proper shape, they will submit ASAP. The tell-tale signs of guys faking would be: buying time [I will give tomorrow, my records are in my home town, etc stories]. Give them sufficient time--may be a week or so--for them to submit.
Also, pl have an Open mind over this issue--your NEXT step could be thought-of based on how this exercise takes shape. For all you know, those whom you suspect MAY be clean cases & you MAY get surprises from another guy.
All the Best.
Is it possible to ask the salary and previous employment details of the employees as when they joined to all the previous employment HR’s.? will they be able to reveal that?
I think I have addressed your queries yesterday Amitlogictech.
Pl go thru my Posting.
Suggest ALWAYS weigh the evidence [in your case, the letters you got] VERY VERY CAREFULLY before you initiate any action.
For all you know, the 2-3 guys being targeted COULD be victims of some individual/personal animosities? You can't be sure it is such a case, but NEITHER CAN you say it isn't such a case.
This was the reason I suggested get the COMPLETE educational & career track records of ALL the employees--DON'T target only some employees. This COULD lead to other problems that YOU MAY NOT BE ABLE TO CONTROL. While your intent is to check-out the antecedents of these guys, YOU NEED TO COUCH your action into a general type of action.
Hope you get the point.
All the Best.

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