Ethical Employment Verification: Are We Overlooking Privacy Concerns?

Ethical Practices in Employment Verification

A genuine employer does not indulge in unethical practices if there are policies in the HR department. I have conducted hundreds of employment verifications for a large company with a significant NBFC share in the market over the past seven years. So far, we have produced only original and field reports. Nothing is based on or could be obtained with the PAN Card, which is government-regulated. It is immature, unprofessional, and childish to think that the PAN card may be used as a tool for verifying private information that is not required for a job.

In this public forum, many members post queries without basic knowledge or homework and even display their personal data and company names.

Regards,
Rangarajan

Dear Mr. Rangarajan, I believe there was no need to start another discussion on the topic we are already discussing to avoid multiple duplicate posts/replies. I hope you understand my point.

https://www.citehr.com/453858-how-ge...based-pg3.html

Verification Process for New Employees

First of all, if you have to verify the employment history of your new hire with their previous employer, it already confirms their genuineness in having worked there in the capacity for which you have selected them. This covers their education, experience, and criminal background. The previous employer certainly wouldn't have engaged them for, say, a year or more otherwise.

As far as remuneration is concerned, what if they were paid more than what you are offering? All these verification processes, such as writing to universities, speaking to neighbors, or getting their bank statement by posing as a loan agent, are quite intrusive and underhanded. Unless it is for crucial positions involving perhaps national security. :-)

In a private sector firm, you need a performer, and that's the bottom line. Why take on the detective role? Talent, as it is, is scarce.

Regards