Is HR Encouraging Unethical Backdoor Hiring Practices in IT Companies? Let's Discuss!

Hi Friends,

"Times of India" carried a news item in its Hyderabad edition today mentioning that HR is encouraging backdoor practices in the recruitment of personnel in some organizations, especially in IT/ITES companies, which is quite shocking. This news item also cited some instances quoted by software professionals where it was evident that backdoor recruitment is rampant in some organizations. Even some manpower recruitment agencies confessed to giving a share of the remuneration received by them to the HR people for selecting the candidates sent by them. If this is true, it is bound to be taken seriously, and this kind of practice not only thwarts real talent but also results in unethical practices (we have been talking a lot about ethical practices these days). How do we react to this, and what are the solutions to avoid these kinds of 'deals' which are a dark spot on the HR profession as a whole? Aren't they ashamed to do these kinds of things, and why can't we condemn these unethical practices strongly and vehemently?

Reactions and comments of all learned friends are welcome on this topic, or let's forget everything and get immersed in our day-to-day jobs with the same laid-back attitude.

Regards,

PRADEEP

This practice is totally unethical. The concept of the Equal Employment Opportunity policy should be followed, and if any HR "professionals" are resorting to such malpractices, then they have no right to remain in this field. It is a shame on the entire HR family.

Hi Pradeep,

It is really a sad state. 😳 If we HR people will do such unethical things in the organisation, I do not know how we can take care of the organization's culture. We must raise our voice against any such unethical and wrong practices happening in the organization.

Archna

Hi Pradeep,

The article is very true. I personally experienced a similar incident at the beginning of my career wherein I was asked Rs. 25,000 for an Executive Position at a Manpower Consulting firm in Hyderabad for their reputed client, who are well-known leaders in the banking and financial industry. The HR was very much involved in the backdoor process. However, I refused to go along with it.

I did not stop there. With the help of two of my friends, I tried to inquire about the HR personnel behind this but failed miserably. Finally, we approached a leading local news agency in Andhra Pradesh and published an article on the same. Unfortunately, the response was poor.

I am glad to see a similar article again and am expecting some positive responses. I think this is the right platform to discuss this issue.

Thanks for bringing the article to our attention, Pradeep.

Regards,
Swapna

Dear Pradeep,

It is shocking to read, but it is the truth. Not only in this form, but in many other forms, unethical people have made entry into the HR profession. What is primarily wrong is the recruitment process, where companies are not using any psychometric or other tools to delve into the depth of the candidates. Also, in many places, it is the will of the top management to take stern actions against such people. Even a strong reference check can reveal such truths.

Mohit Mathur
Delhi

Hi Pradeep,

This is a fact. In fact, I have heard this many times. It has been a long time since this practice has been ongoing. Nobody has raised this point as of now. However, we should really stop doing this because if we in HR do not follow the rules, how can we expect others to do the same?

Regards,
Sujata

It is very sad and totally condemnable if it is true. Without going into details, we should refrain from making any statements as responsible and caring individuals. Though it is relevant to point out, I am not talking about the principle of natural justice, but at least without delving into details, authenticity, and truthfulness of the published box item, responsible people should steer clear of it.

This may sound a different tone, but again, it is totally condemnable and unethical if it is true. Moreover, such a singled-out incident should not be taken as the rule. Exceptional people exist in any field.

🤔 💡

Hi Pradeep & Swapna,

Yes, you are right. I have also heard about this issue. But I think this happens only in a few HR professionals, which of course is wrong. I think we as an HR team need to expose a few of them so that we can curb this illegal & unethical practice. Until and unless the wrongdoers don't get punished, this will continue to happen. But the question is, how do we go ahead? I think Swapna was really courageous to approach the local newspaper about this issue. Can we all do this in our own places? I hope we can get more cooperation from the other HR professionals. At least we can get more ideas, suggestions & views on the same.

Wake Up HR guys, let's think about this seriously.

Regards,
Pooja

Dear friends,

I think your service tenure is short, so you are nervous about this issue/practice. India is not the only country where this malpractice is prevalent. We recruit personnel through some references. There are two types of references:

1) Without money - we love this practice and recruit.
2) With money - we are supposed to hate and fight, but who will do it?

So if we fight against such malpractices, certainly some positive results will come out. It's a serious issue. But one thing on my mind is, why is only HR involved? The interview board consists of Technical Employees and HR Employees. How is HR contributing? Please think about it and share your comments.

Regards,
Sidheshwar

Hi Friends,

Bingo Sidheshwar! I liked the point raised by you, as in almost all companies, it's not only HR that is involved in the recruitment process. HR may clear the candidate in the first round, but what about the next round? We can't deny the fact that malpractices exist in almost every profession and in some way in all companies. As we are part of the HR profession, it's really sad to know and accept that because of a bunch of people, the whole community needs to suffer. But it's great that Pradeep has raised this topic in the forum.

Cheers, Anisha

Hi Pradeep,

A good post indeed. Why don't you propose this issue to be discussed in our next meeting.

Regards, Srinivaskvmk

Friends,

Thanks to all those who have raised their voices. More thanks to those who wished from inside without expressing it aloud that this evil practice should go.

Swapna, we all salute you for your bold effort, and you have really shown the way, though your effort went unrecognized.

Sidhu, I agree with you, but HR enjoys considerable clout in many organizations where it can influence others in the selection of candidates.

Anisha, whether HR is directly involved or not, it is the prime responsibility of HR to act as a watchdog and prevent this kind of unethical practices in any organization.

Let's not conclude here and forget. I kindly request all the forum members who are having their meetings in various cities to make this one of the points of discussion in their forthcoming meetings. Deliberate and come up with proper solutions on how to tackle this evil practice. Thank you, Srinivas, for providing the lead in this regard.

Salute to all,

PRADEEP

Dear Pradeep,

I agree with you. Even some of the recruiting agencies have contacted me through different sources. It's very unethical; one should not use company infrastructure for their personal benefits.

But, I should also add that this situation is the only fallout of bad organizational strategy. Small and middle organizations actually can't pay good compensation and benefits to HR professionals; actually, this is because of that only. One can't deny that we all are working for money.

Yes, I totally agree that ethics should be the first word in the dictionary of HR professionals.

Sweta

Hi Pradeep,

I really do agree with the talk that few HRs are encouraging backdoor practices. I feel that candidates who are not really worthy of getting through the normal selection criteria of organizations search for these kinds of options, especially freshers who passed out a year or two ago, as they do not have many options (to get through with their fake experiences). To avoid these practices, I feel that a 2-week observation period for employees is the best option. Observing the candidate closely for the first 14 days with a micro-monitoring system (basically keeping a close watch) with the assistance of a senior HR professional who is not involved in the recruitment division, such as a trainer or training coordinator, can help estimate the worth of the candidate (both attitude and technical caliber) before confirming their appointment in the organization.

This practice would be more suitable for freshers rather than experienced candidates, and it is easier to justify for freshers with potentially fake experience ranging from 1 to 3 years.

Sapan