Hello Verma37,
Taking from the suggestions/remarks of other members, can you give the data on the editing he did--meaning how many marks did he add to get thru your criteria.
I can see a few options:
1] Fire him without hesitation--the usual tendency of going by the Rule Book.
2] IF the faking/editing isn't not very high [I know this word 'high' can be subjective], suggest hold an extended technical session to ensure he MAY deserve a lenient approach to be dealt with. IF, like Animeshtiwari suggested, he is found to really good technically, MAYBE you can consider taking him into the Company based on his ACTUAL marks sheet......BUT with some sort of 'hit' [like lower salary, extended Probation, etc] to ensure he doesn't take any advantage of this leniency later on.
I guess this was the scenario that (Cite Contribution) possibly had in mind when she suggested "How would you want to be taught a lesson if you had to forge to get a job?"
3] Fire him & Report to NASSCOM--like Saswata Banerjee suggested. Prima facie, this looks right--BUT again works like the Option (1) mentioned above.......going by the Rule Book....without taking an empathetic view of the situation.
4] In the event his fudging is for marks way beyond what he actually scored, fire him straight AND then it's FOR YOU to figure-out how in the first place was he hired. It's not realistic for someone with very low academic scores to rate high in job interviews....at least it's very very tough [unless unfair means are adopted].
Which option appeals to you depends on your Company's overall perspectives & priorities.
Rgds,
TS