Hello, BGV is an essential part for employment in any company. I know someone who got an offer from a reputed organization but when asked the reason for leaving the previous organization, she told a reason which was not the actual reason for resignation from her previous organization. Anyways, this reputed organization will ask the previous organization about the reason for the resignation of the employee during the BGV process. Now my question is will this affect her candidature or employment in the upcoming organization? Does organizations cancel the offer based on just the reason for leaving answer?
Any suggestions would be highly appreciated.
Thank you.

From India, Kolkata
Dear Mukherjee S,
Resigning employee need not be afraid of Background Verification (BGV) as long as the separation happens in the normal circumstances. The situation of negative feedback in BGV arises if the employee was involved in the theft case or some other anti-organisational activity.
Many times if it is discovered that the employee was involved in shady deal, companies do not order any domestic enquiry. They force the employee to put up letter of resignation thereby giving a cloak of normalcy. However, there could be chance of negative remarks in the BGV.
Therefore, you may give little more information as to why your friend is queasy about BGV. What are her apprehensions?
Dinesh Divekar

From India, Bangalore
Dear Dinesh Divekar,
Thank you for your reply regarding this issue.
As for your question that you asked I would like to tell you that my friend actually had to resign from her last organization due to some health problems but in the HR round of the current organization she told the HR that she was told to resign because the project she was working for got dropped and there was no dependencies in the organization. Now her main worry is will it affect the BGV when the HR of the current company will ask the HR of her last company about the reason for her resignation? The HR of her last organization would definitely tell that it was health issues but she already told the present HR that it was due to project getting dropped.
Hope this answers your question. Please give your valuable feedback regarding this.
Thanks again Mr. Divekar.

From India, Kolkata
Dear Mukherjee S,
Predominantly, BGV is done to check the authenticity of the information provided by the candidate. Many times the company that provides replies to BGV questionnaire just writes "left on her volition" or "better opportunity". They may not mention the actual reason. Secondly, your friend might have left the company because of the poor health. But then those grounds are not that serious that merit negative remarks in the replies to BGV.
Many companies, maintain "negative list" of the employees who were terminated because of their anti-organisation activities or activities involving moral turpitude. If the employee's name does not figure in this list then companies do not bother about the BGV of others. They have their own activities to do and they may not have much time to spend for the employee who has exited their company already.
Dinesh Divekar

From India, Bangalore
In any case the current company also would like to check the medical fitness of any new joiner. So if the health issue was not of a serious nature, then even if during BGV the past company mentions it, then there should not be any problem.
From India, Delhi
Hi there, while I understand why a person can be concerned to mention unstable health to a new employee I believe this should not be a reason to hold back information. Note that while I do not think this would affect the candidacy it will still look "fishy" to the new employee why the stories on the two ends don't match. Moreover, if the old employee do not mention the health issues but confirms that there was no dropping of important project the new HR will be left wondering what happened exactly and may decide to ask the old employee for further details rather than the candidate due to her being unhonest. Anyways, I hope your friend gets the job and uses this case to have a lesson learned.
From Bulgaria, Sofia
See don't judge book by its cover...
Fist of all HR are misusing BGV process. Reason for leaving the organization may vary according to situation . BGV should not affect on the bases of way of leaving from the organization.
BGV should be done for their work behaviour, Performance/ Illegal cases . Not for why he left from there.
As our behaviour can change person to person the same may happen with anyone. Company chemistry depend on person to person.
Always do right Things infuture. Leaveing /firing is not the basic of hring a person. The main thing should be that( The employee you are going to hire for that position can fulfill their requirements or not. If yes then go ahead.

From India, Varanasi

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