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Manager- Human Resources
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Recruitment/talent Acquisition, Career Counselling
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Dinesh DivekarDear N Rathi,
Your have specified two options clearly. Which to choose is your call. As far as speaking to the HR of past company is concerned, what is there to speak? They did the background check and on revelation of discrepancy, they fired him. The applicant has admitted his shady activity also. Therefore, applicant has not withheld any information per se.
Candidate's previous employment was of short duration. His removal had black mark. Any other shrewd candidate would not have included this information on his CV. Nevertheless, he did include this information on his CV. What does this show? He is not that smart in forgery.
As far as choice is concerned, both the choices have their own merits and demerits. Nevertheless, if you decide to take him on board, never look at him suspiciously. That would be injustice to him and could demotivate also.
From India, Bangalore
gopinath varahamurthiIndeed it is the choice of yours, yet, hire him as he has not hidden the fact, the compulsion may be due to hungry of getting a job. Every one realise the mistakes they do in the previous work in the instant case never get suspicious in getting the right candidate yet, clear him with trust to work for you and for the organisation.... best of luck... As said Dinesh Divekar it is good to have him without suspicion ....
From India, Arcot
You must follow what affects/benefits you as an organisation...
In desperation to get a job, he has lied before.... In desperation to fill up the position, do not make hasty decision....
Rejecting a candidate because he has lied before does not really fit into rules of ethics... What matters is, has he lied during interviews with your organisation? Is he really going to be a asset to the organisation?
You could never recruit "The best" candidate... You can only recruit "available best" candidate. Is this candidate 'available best' at this time?
Also depends on what position are you talking about? Does this position have really high value impact on company policies (e.g.: Sr. Manager)?, or is it an isolated layman job profile (Asst. Marketing Manager), or a support staff which can affect day-to day working of others (Office attendant)?
I would not go with a shady background candidate for first or third position; but for second position option I would not consider the background to be of much value.
nathraoI would have tried him out.One mistake should not doom a person and his career.
People who have been jailed are getting offers in corporate world.however,i would caution the candidate and after ascertaining frm him the nature of forgery would select him.
When law makers are there whose back ground is suspect,why should we reject a person who has done an error and has been honest about it with you.
But i would keep an eye out on him till he proves his worth.
From India, Pune
firstname.lastname@example.orgOnce candidate found problematic. Its wise decision to ask his earlier employer. It will help to proceed by proper logic to avoid further complications.
Prof. Popat Mohite
Corporate Trainer and HR Consultant
From India, Pune
Jhuma TiwadeI agree with Nathrao. Why such a hype on mistakes from candidate's end. What about the companies that fault when they use tactics to sack a candidate? What do we do to companies who have a shady track record. I am not supporting the forgery but yes we should promote transparency amongst the candidates. Why do you think a person forge a documents if he is knows that being transparent may help him? Because we HR are only confident on what's there on paper. As Nathrao correctly quoted that there are bigger defaulters/criminals who are living amongst us. I believe we should promote a culture of openness and let the candidate say I walked out one day as I could not take the politics/boss/environment. Let us verify that information.
Everyone deserves a chance !
From India, Mumbai
tajsateeshHello N Rathi,
Like all the members have suggested, just go ahead & hire him.
He's already paid for his mistake & MORE IMPORTANTLY admitted it without any attempt to cover-up.
Being in HR, how many individuals have you not seen......age, seniority, experience & gender no bar........who First try to cover-up & speak the Truth ONLY when the TINA [There Is No Alternative] factor comes into play--and quite often admit as if they are doing HR a favor?
As long he is technically proven good in the Interviews, I would rate him higher than other candidates whose I/V performance would have been the same--JUST for this aspect. Technical skills can be learnt, but attitude & truthful nature is inherent to an individual. One can't/don't find many such guys often in today's work environment.
From India, Hyderabad
talentsorcererN Rathi: Hire him. 1 termination isn't good enough and it may be possible that the next employer/s knew about the fraudulent activity and employed the candidate.
While there'll be a lot of other respondents with differing views, I am very strongly opinionated in this case - he confessed!
From India, Mumbai
idealhrIf he is a great resource for your organisation then definitely you can give him a chance. Else if there seems to be more risk involved then better drop it.
From India, Bengaluru