Employment Verification Dilemma: How Should HR Handle Hidden Work Experience?

If somebody hides their experience for a certain period of time when, in fact, they were employed, and HR becomes aware of this, what actions can be taken against them? Please note that the employee claimed to be unemployed during that period and removed this experience because it is not relevant to their current profile.

Please advise on the appropriate course of action.

To Bhai Jaane Do Na, this is not a crime, but putting fake experience is a crime. Jaane Do Naa, why are you hell-bent on troubling employees? Just forget it. As if all HRs are pure.

Dear,

My friend Ravi is absolutely right. Don't bother about this because in this world, you cannot do anything good for others. At least, don't do any harm to someone who is employed and doing well. What Governments and Bankers are doing to fake bankrupt businessmen or corrupt bureaucrats - nothing, it's the order of the day.

You cannot punish people for small things, for the breadwinner of his family, and those who struggle for survival. If you cannot punish those money-rich people who eat public money and are smart enough to stand taller than honest people.

Almost all businessmen are holding bankers' loans over 100, 200, 250, 500, 700, 800 crores and living a lavish lifestyle because they amassed so much wealth. No Government, Court of law, or Banker can book them and bring them to justice.

We HR people are small people. We have to protect poor employees and, as far as possible, protect them from being unemployed. Love people, take care of them, and protect them from hypocritical Indian corporate and businessman lobbyists.

Badlu

The responses are amusing and unprofessional. HR should not take the concealment of employment experience leniently.

B.S. Ravi

Guys,

The issue is not covering up his earlier employment but the intention not to inform about it. Investigate and take corrective actions as per your company policy. If you do not complete the process and close this, there will be others who will do it, and it will affect your company culture as a whole. Not an advisable thing to ignore.

Regards

Hi Shail,

This issue of employment concealment is not a small matter, I must say. There have been incidents where the HR had chosen to ignore this fact and had to pay a high price in terms of 'integrity' with the particular employee. The person may have a completely different responsibility, but experience is experience at the end of the day and must be mentioned in the resume. Therefore, I would request you to proceed carefully on these issues.

Hope this helps.

Regards,
Bhatta

Dear Shail,

Are there malafide intentions in hiding the experience that influenced his hiring process? Or did he simply feel it unnecessary to mention irrelevant experience out of ignorance of the consequences? Please treat the case with a humanistic approach and not with a bureaucratic mindset. Give him the benefit of the doubt along with peace of mind and counsel.

Hope you will appreciate this.

Regards,
V.S. SARODE

Dear all,

What you are saying is absolutely correct, and most companies are employing private detective agencies to find out the real-time experience of their applicants cum employees in the probation period.

Regards,
Nelson
Chennai

Dear All,

What you are saying is absolutely correct, and most companies are employing private detective agencies to find out the real-time experience of their applicants cum employees during the probation period.

Regards,
Nelson
Chennai

Are you running such a private company to quote and promote this business? Not a good idea. I don't mind continuing with an employee who is worthy and a proven asset to my company because you cannot find talented people with a long employment history.

Successful employees are always venturesome and adventurous; they excel and take risks in life to progress, and they exhibit their excellence. In the process, they sometimes fail as well, but the continuation of employment is a bureaucratic requirement, nothing else.

Best regards.

That's like a good boy,

But HR has to show some humanity towards hardworking people to respect their natural ability, who experiment and take risks for growth and progression, which may result in a break in service.

Badlu

Dear Shail,

You have already stated that the experience he had was not relevant to the current profile. Additionally, he is deemed to be unemployed, so it's clear that he has not mentioned it because it was not necessary and he wants to change his profile. In case he would have mentioned something fake related to his current profile, then you must discuss it.

If he is a deserving candidate, continue and give him the benefit of the doubt.

I agree with Mr. VS Sarode. HR shall find out the intention in hiding the experience, whether there is a malafide intention or if it was just felt unnecessary to mention the experience that is not relevant to the position being applied for.

Candidates must keep in mind that even if the experience is not relevant to the current position, it might give HR an idea for better understanding their skills and capabilities. Giving the candidate the benefit of the doubt, along with peace of mind and counseling, is a more suggestible action in my opinion.

HR has to play a crucial role in judging whether the candidate is suitable for the requirement or not. This, in my opinion, can only be done by talking to the candidate. HR can understand the candidate's hardworking nature, natural abilities, as well as their analysis or decision-making during various breaks or changes in their service.

Being dishonest on your application or during an interview is grounds for dismissal.

However, it's also important to consider whether the experience is relevant to the job. Does the individual possess the necessary skills and qualifications to perform the required tasks? I only include relevant experience and qualifications on my resume and adapt it to match the job specifications. For example, if I previously worked as a teacher and I am now applying for an administrative position, I would exclude the teaching experience and qualifications as they are not pertinent. During the interview, I would mention my previous experience in a different field.

We often adjust our CVs to align with the specific job requirements.

It's crucial to be cautious as some people tend to defend poor performers while undermining the good ones, regardless of how they were hired. How important is it to you to see someone face penalties for their actions?

Hi,

Before taking any action, you should find out the reason for not mentioning the duration of work in the profile. If the reasons are not malicious and your organization has not been harmed, then I think you should evaluate with a different mindset. There may be reasons for a person to do so, which could be genuinely correct, so consider that aspect of the coin too!

Cordially, Preet

Hi Shail,

I am working in an MNC, and as per our company rules, we send the documents for a thorough background check even before hiring the employee. I would suggest you to take this cue and start following the same as it would save the HR and the company from big trouble.

User input: You can just ignore as the employee already mentioned that he was unemployed at that period.

Hi Shail,

We are in the business of Employment Verification for the last 5 years, and whatever cases that we have come across have been candidates showing past job experiences where they have never worked in their life. That's something very common. But in your case, it's just the reverse. I think you must not take this too lightly and inquire into this matter because you never know what may come up at the end.

Wishing everyone on CiteHR a very Happy & Prosperous New Year.

Thanks & Regards,
Sudip Das.

Employee is paid for his present performance and services; his past incidents do not matter except his expertise in the subject matter. This is like policing an employee and his private life. Even if his professional life, except in cases of dishonesty or fraud, the present employer cannot punish his current employee who is an asset and the best talent for his business.

BADLU

Hey Shail,

As long as the employee is worthy enough to do his job which is being assigned, nothing to worry about. Just chill. In case it is reflecting your pay structure, that means if he really has 2 years of experience and says 5 years, and is enjoying the benefits of an employee who is eligible for 5 years, this is a situation to worry about.

Santosh.

Hi friends,

Happy New Year to all. Is it advisable to acknowledge - by mail or written - during employee verification - while he has enclosed some additional information about his pay and designation? Whether to agree or not - will it not affect his career? Suggestions, please.

Sudha

Hi friends,

Very happy new year. Is it advisable to agree, during employee verification, to the terms he had disclosed to the next employer? Will it not affect his economic prospects? Suggestions please.

Sudha

What matters for business is performance and pay for performance. If I recruit excellent new talent and I have a very long-experienced mediocre performer, what will I do?

Shall I correct the gap in pay of both employees who are doing the same jobs? Just to explain that we have some perfect remuneration model based on seniority or performance?

We have no definition of perfection to describe what is exactly right; it depends on the priorities of the business strategies. Either you have to invest in talent or in experience, what matters the most to your business.

badlu

What matters for business is performance and pay for performance. If I recruit excellent new talent and I have a very long experienced mediocre performer, what will I do?

Shall I correct the gap in pay of both employees who are doing the same jobs? Just to explain that we have some perfect remuneration model based on seniority or performance?

We have no definition of perfection to describe what is exactly right; it depends on the priorities of the business strategies. Either you have to invest in talent or in experience, what matters most to your business.

If you ask me, I will pay more to the young inexperienced who perform better than experienced employees because his experience is not an asset to me.

Best regards,

[Your Name]