prerana-mundhe
Dear Experts I need your guidance, When shall we do background verification or reference checks before releasing the offer or after releasing the offer?
From India, Panvel
Madhu.T.K
4193

It is advisable to conduct these inquires before the employee is finally selected for employment. In many organisations, background verification is done after the employee is given offer letter or even after the employee joins the company. In the latter case, the reports from the background verification agencies will come only after two or three months. If the feedback is negative you will have to terminate him. It is fine for an HR person to terminate an employee because there is a supporting document, but what will be the status of that employee? You, the recruiting, person should have given a lot of promises and lured the candidate by offers and work culture. It will be on the basis of that offers that he should have left his previous establishment. Naturally, when an employee who is contributing to the goals of the organisation submits his resignation, the relationship which existed till then would get spoiled. In most of the case, this will be reflected in the feedback column of the background verification agency. Then how can you trust such reports? If you have appointed somebody to do a background verification, you should accept it. Then what is the remedy? Send him to road!

If you had conducted the enquiry before you finalise the candidate, you can have only acceptable person in your team. No need to spoil a person's life. Let the poor employees be with the existing set up itself. The embarrassment of the HR person handing over a termination letter to an employee can be avoided. Therefore, please do the reference check before you send an offer.

From India, Kannur
prerana-mundhe
Thank you for your Prompt reply you are correct sir. Your advice helps me a lot.
From India, Panvel
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