Dear All.
I have interviewed one person for Warehouse Incharge’s position. For the salary proof, i asked his salary slip.
The salary slip, which he has submitted, found fake. Its showing Rs.275/-Profession Tax, & Rs.124/- ESIC (though his gross is above 11000) which is not possible.
When I asked the justification, he said this slip is not fake, company is providing it. He is not ready to accept. Then I asked for Bank statement, for which he denied, He said he will not provide it, decision is yours.
Overall candidate is good, the only thing is salary slip.
Can you guide me, what should I do?
Regards,
Bhavana
From India, Mumbai
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1I have interviewed one person for Warehouse Incharge’s position. For the salary proof, i asked his salary slip.
The salary slip, which he has submitted, found fake. Its showing Rs.275/-Profession Tax, & Rs.124/- ESIC (though his gross is above 11000) which is not possible.
When I asked the justification, he said this slip is not fake, company is providing it. He is not ready to accept. Then I asked for Bank statement, for which he denied, He said he will not provide it, decision is yours.
Overall candidate is good, the only thing is salary slip.
Can you guide me, what should I do?
Regards,
Bhavana
From India, Mumbai
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Hi Bhavna,
Please be firm. Do a reference check with his organization. Ask him to get the salary slip attested from his organization. You can also request him to provide the last 3 months' salary slip to cross-check.
Thanks,
Faye
From United Arab Emirates, Dubai
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Please be firm. Do a reference check with his organization. Ask him to get the salary slip attested from his organization. You can also request him to provide the last 3 months' salary slip to cross-check.
Thanks,
Faye
From United Arab Emirates, Dubai
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HI I do agree with Faye, we need to have good system for hiring, be firm at the same time see that provding fake docs is a crime Talk to him personally and ask him to get authentic slip Umesh T.
From India, Pune
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From India, Pune
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Dear Bhavna,
I would suggest you not recruit this candidate, even though he is a good one, because he lacks loyalty and courage to accept his mistakes. He has provided a fake slip, which is not good but understandable. However, he is not ready to accept it, which shows his attitude.
DECISION IS YOURS.
CHETAN
From India, Mumbai
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I would suggest you not recruit this candidate, even though he is a good one, because he lacks loyalty and courage to accept his mistakes. He has provided a fake slip, which is not good but understandable. However, he is not ready to accept it, which shows his attitude.
DECISION IS YOURS.
CHETAN
From India, Mumbai
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Hi Bhavna,
As Umesh mentioned, talk to the employee personally. However, asking for a 3-month salary slip is not an issue as he can do it by himself and get it attested too.
Personally, talk to him regarding the compliance of your company and make him realize that he has done something wrong. If he is good at his job, then it is a loss for your company as finding a good employee is difficult.
Make him realize the loss to the candidate too.
Prativa
From India, New Delhi
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As Umesh mentioned, talk to the employee personally. However, asking for a 3-month salary slip is not an issue as he can do it by himself and get it attested too.
Personally, talk to him regarding the compliance of your company and make him realize that he has done something wrong. If he is good at his job, then it is a loss for your company as finding a good employee is difficult.
Make him realize the loss to the candidate too.
Prativa
From India, New Delhi
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Thanks all,
Just nw that candidate called me up, n he is saying that his accounts department has done some mistakes in salary slip. Its not his fault.
Well the co. for which he is working is a Ltd co. n its a big org, I don’t think so they can commit such a foolish mistake.
I am just thinking to confirm the same from his company, but it might creat a problem for him. is there any other way?
Please suggest!
Rgds,
Bhavana
From India, Mumbai
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Just nw that candidate called me up, n he is saying that his accounts department has done some mistakes in salary slip. Its not his fault.
Well the co. for which he is working is a Ltd co. n its a big org, I don’t think so they can commit such a foolish mistake.
I am just thinking to confirm the same from his company, but it might creat a problem for him. is there any other way?
Please suggest!
Rgds,
Bhavana
From India, Mumbai
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Don’t hire him if he making fake salary slip. He can do these things in day to day job affairs.
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Well, you can call up at his office on behalf of some bank & tell them that this person has applied for a loan and you want to verify his salary.
From India, New Delhi
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From India, New Delhi
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Dear Bhavani,
This is now a common scenario in employment. You have made a valid point. As long as there is no system to verify this, such situations could be possible. As others have advised, you should not recruit such a person into the organization. My advice is not to determine based solely on the salary slips; instead, gauge the skill and set the salary according to the skill level. This approach could solve all the problems.
Regards,
M. S. Viswanathan
From India, Chennai
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This is now a common scenario in employment. You have made a valid point. As long as there is no system to verify this, such situations could be possible. As others have advised, you should not recruit such a person into the organization. My advice is not to determine based solely on the salary slips; instead, gauge the skill and set the salary according to the skill level. This approach could solve all the problems.
Regards,
M. S. Viswanathan
From India, Chennai
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I believe we are making judgments without verifying the credentials. Sometimes, organizations do commit mistakes in salary slips; even bigger ones do. For example, my wife works in a large MNC. Last month's salary slip had the wrong basic, thus all other components were incorrect. This month's salary slip shows incorrect taxes. Upon further investigation, I discovered that this company implemented a new payroll package two months ago. I have asked her to provide this feedback to her company.
I think the idea suggested that you must disguise yourself as a bank/loan officer is a good one and should be verified. After all, an HR person has to play many roles as part of the recruitment process.
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I think the idea suggested that you must disguise yourself as a bank/loan officer is a good one and should be verified. After all, an HR person has to play many roles as part of the recruitment process.
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Same case happened with me too. I would suggest rather than asking about his salary slip, tell him to show you his Appointment letter (Original one) where you can see the actual break-up. If you have doubts about his payslip... then the decision is yours, whether to hire him or not.
Regards, Anjum Joshi
From India, Mumbai
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Regards, Anjum Joshi
From India, Mumbai
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Hi Bhavna,
This is Dhanashree. I read the article about fake salary slips, and I honestly feel that the candidate should not be given any chance. If he presents a fake certificate, he could potentially engage in unethical behavior in the future, which could harm the company or its image. By conducting a thorough search in the market, we can definitely find good candidates with the right attitude. What do you say?
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This is Dhanashree. I read the article about fake salary slips, and I honestly feel that the candidate should not be given any chance. If he presents a fake certificate, he could potentially engage in unethical behavior in the future, which could harm the company or its image. By conducting a thorough search in the market, we can definitely find good candidates with the right attitude. What do you say?
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Hi,
I have faced such a situation many times. I don't think this system is fair. Why can't you pay him for what he is rather than wasting your time probing these things? If you feel that the candidate is good and if you are able to trust him on other factors, don't believe in papers; it makes no sense at all.
We deal with humans, so let's work the same way. If you feel that this might set a wrong example for others, then you can check with his current organization through a background check company, or you can ask any of your people to call the company to check as he has applied for a loan. Still, if you are confused, don't hire that candidate; compromises never work.
Regards,
Vijayakumar
From India, Coimbatore
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I have faced such a situation many times. I don't think this system is fair. Why can't you pay him for what he is rather than wasting your time probing these things? If you feel that the candidate is good and if you are able to trust him on other factors, don't believe in papers; it makes no sense at all.
We deal with humans, so let's work the same way. If you feel that this might set a wrong example for others, then you can check with his current organization through a background check company, or you can ask any of your people to call the company to check as he has applied for a loan. Still, if you are confused, don't hire that candidate; compromises never work.
Regards,
Vijayakumar
From India, Coimbatore
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Hie All,
Thanx for immediate response, which i have got from all you people.
As per your suggestions, I had spoken to his personal department & from there I got right figure of his salary. Whatever he has mention on his salary slip, he is just getting half of it in reality. Its a crime. My director is also wondering. i have decided not to hire him.
Well what’s further, sometimes i feel i should inform his HR dept that he is misusing salary slip. Should I? Because this things might create problem for other HR persons also.
On the other hand, i feel why such things occurred because the need of money. Therefore, I feel atleast to inform him that he should not do these kinds of things in future.
Am i right? :?
Regards,
Bhavana
From India, Mumbai
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Thanx for immediate response, which i have got from all you people.
As per your suggestions, I had spoken to his personal department & from there I got right figure of his salary. Whatever he has mention on his salary slip, he is just getting half of it in reality. Its a crime. My director is also wondering. i have decided not to hire him.
Well what’s further, sometimes i feel i should inform his HR dept that he is misusing salary slip. Should I? Because this things might create problem for other HR persons also.
On the other hand, i feel why such things occurred because the need of money. Therefore, I feel atleast to inform him that he should not do these kinds of things in future.
Am i right? :?
Regards,
Bhavana
From India, Mumbai
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you may take him if he agree with the false presentations since the cabdidate is good as per you. all the best.
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Hello.
As a recruiter, the first thing that I learned through experience is that 60% of the information written on resumes is either false or flawed. Before any interview, please remember to keep in mind that the interviewee generally lies or exaggerates about their current CTC (Cost To Company). So, spending too much time analyzing the salary slip is not a very efficient use of your time. What you need to do is to be aware of the current salary trends and structures in your industry. And I mean that you should know it well. Once you have that knowledge, simply evaluate the interviewee based on the following parameters:
1. Their Qualifications and Experience (are they relevant to your company?)
2. What is the current salary structure or CTC for this position in your industry (especially in your closest competitor's company?)
3. How critical is it for you to fill this position?
Beyond this, I don't think anything else is worth my time spent on.
Bhavesh B. Agrawal
From India, Mumbai
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As a recruiter, the first thing that I learned through experience is that 60% of the information written on resumes is either false or flawed. Before any interview, please remember to keep in mind that the interviewee generally lies or exaggerates about their current CTC (Cost To Company). So, spending too much time analyzing the salary slip is not a very efficient use of your time. What you need to do is to be aware of the current salary trends and structures in your industry. And I mean that you should know it well. Once you have that knowledge, simply evaluate the interviewee based on the following parameters:
1. Their Qualifications and Experience (are they relevant to your company?)
2. What is the current salary structure or CTC for this position in your industry (especially in your closest competitor's company?)
3. How critical is it for you to fill this position?
Beyond this, I don't think anything else is worth my time spent on.
Bhavesh B. Agrawal
From India, Mumbai
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I think that's true. We should not hire such kind of candidates in our organization. First of all, they are disloyal, and they don't have the courage to accept their mistakes.
We should cross-check the salary slips with the bank account statement, and background verification is also necessary.
From India, Delhi
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We should cross-check the salary slips with the bank account statement, and background verification is also necessary.
From India, Delhi
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Dear Bhavna,
It is a common practice among job aspirants to showcase their credentials and make a strong candidacy. In that process, they show over-enthusiasm and get caught like this. Please make sure, before rejecting them, that you have a foolproof system to avoid all such candidates with fake documents who appear genuine but are actually rare.
Please do whatever is in the best interest of your company.
Good day,
Venu Madhav
From India, Hyderabad
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It is a common practice among job aspirants to showcase their credentials and make a strong candidacy. In that process, they show over-enthusiasm and get caught like this. Please make sure, before rejecting them, that you have a foolproof system to avoid all such candidates with fake documents who appear genuine but are actually rare.
Please do whatever is in the best interest of your company.
Good day,
Venu Madhav
From India, Hyderabad
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Hi,
You can do the following:
- Take additional information from the candidate, like the Appointment Letter where his salary breakup is clearly mentioned.
- Reference Check in the existing company.
Also, even if he produces a fake payslip, it may be because of getting a high salary in a new company. Leaving that part, check the genuineness of the candidate, whether he had the experience in the company or not, and years of experience, etc.
Hope this may be useful.
Murali.
From India, Hyderabad
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You can do the following:
- Take additional information from the candidate, like the Appointment Letter where his salary breakup is clearly mentioned.
- Reference Check in the existing company.
Also, even if he produces a fake payslip, it may be because of getting a high salary in a new company. Leaving that part, check the genuineness of the candidate, whether he had the experience in the company or not, and years of experience, etc.
Hope this may be useful.
Murali.
From India, Hyderabad
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He will be the most unfit candidate to be recruited. He has the temerity to submit fake documents and cannot be relied upon. He will not be loyal throughout his career, and do not even think of wasting one second in recruiting him.
From India, Mumbai
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From India, Mumbai
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Hi Bhavana,
It is also possible that the company is lying (it happens) because of some internal or personal issues HR must have had with him. I think if the candidate fits your requirements, then offer him a package your company has decided to give for that position and inform him about the doubts.
It is also possible that he must have been working in the company for a pretty long time and not got sufficient increments, which is the reason he is leaving, and the company is lying. The appointment letter will have a salary while his joining period; it may have increased.
Ask him to get his last three months' salary and then come to any conclusions. Candidates usually lie or hide about their salary figures because they find themselves capable/worth of a certain amount, and companies do not pay them.
Please do not be so harsh on the decisions.
Sapana
From India, Pune
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It is also possible that the company is lying (it happens) because of some internal or personal issues HR must have had with him. I think if the candidate fits your requirements, then offer him a package your company has decided to give for that position and inform him about the doubts.
It is also possible that he must have been working in the company for a pretty long time and not got sufficient increments, which is the reason he is leaving, and the company is lying. The appointment letter will have a salary while his joining period; it may have increased.
Ask him to get his last three months' salary and then come to any conclusions. Candidates usually lie or hide about their salary figures because they find themselves capable/worth of a certain amount, and companies do not pay them.
Please do not be so harsh on the decisions.
Sapana
From India, Pune
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Dear Bhavana, I do agree with umesh... Vijay is also right... "Compromises never works" Be firm and decide it bhavana.... Regards, Mubeen.
From India, Madras
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From India, Madras
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Hi,
Ask him to provide a copy of his appointment letter and/or last revision letter. This will help you to gauge whether the salary slip is fake or not. Also, you should insist on the bank statement because if the salary is paid into the bank, there will be consistent figures for the last few months which will also help in verification.
Hope the above helps.
Richa
From India, Pune
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Ask him to provide a copy of his appointment letter and/or last revision letter. This will help you to gauge whether the salary slip is fake or not. Also, you should insist on the bank statement because if the salary is paid into the bank, there will be consistent figures for the last few months which will also help in verification.
Hope the above helps.
Richa
From India, Pune
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Hi Bhavana,
When the salary slip is fake, you can't say the candidate is overall good. However, give him a chance. Ask him to provide 3 months' salary slip and also check with his current employer and past employer about him.
- Aravindan
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When the salary slip is fake, you can't say the candidate is overall good. However, give him a chance. Ask him to provide 3 months' salary slip and also check with his current employer and past employer about him.
- Aravindan
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Dear Bhavna,
Am sure this is the case of overfriendliness of hr dept with the employee you interviewed.Even if the candidate is good in knowledge ,he has actually nullified his candidature by providing fake salary slips.Normally this kind of salary slips is provided only by an hr assistant or a hr fresher who is new in hr but has got access to the payroll software.
The best what you can do is to contact the hr dept there and ask for his refrence or interview a nother candidate from the same company and see his salary slips.I agree he will not provide his bank stattement but can definitely provide his appt letter or confirmation letter........anyways if his entry is doubtfull you should opt for a nother candidate.Your descison to hold his entry is right and justified.
And also to have 124 rs as a esic one needs to have his gross salary as Rs.7086/- well please check if he has incentives or arrears or any other earnings which adds up his salary for that month to Rs.11,000/-. In both the cases he cannot have Rs.275 as PT. HIS SALARY SLIP IS FAKE.
I have caught numerous candidates likes this being in the hospitality industry in mumbai.
regards
capt amit shelar
From India, Mumbai
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Am sure this is the case of overfriendliness of hr dept with the employee you interviewed.Even if the candidate is good in knowledge ,he has actually nullified his candidature by providing fake salary slips.Normally this kind of salary slips is provided only by an hr assistant or a hr fresher who is new in hr but has got access to the payroll software.
The best what you can do is to contact the hr dept there and ask for his refrence or interview a nother candidate from the same company and see his salary slips.I agree he will not provide his bank stattement but can definitely provide his appt letter or confirmation letter........anyways if his entry is doubtfull you should opt for a nother candidate.Your descison to hold his entry is right and justified.
And also to have 124 rs as a esic one needs to have his gross salary as Rs.7086/- well please check if he has incentives or arrears or any other earnings which adds up his salary for that month to Rs.11,000/-. In both the cases he cannot have Rs.275 as PT. HIS SALARY SLIP IS FAKE.
I have caught numerous candidates likes this being in the hospitality industry in mumbai.
regards
capt amit shelar
From India, Mumbai
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Hi,
The candidate may be good. If you have any doubts, don't hire him because in the future, if some mistake happens in your company, this candidate, though innocent, may be the first suspect. Try looking for another candidate.
Best wishes,
Ctraju
From India, Madras
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The candidate may be good. If you have any doubts, don't hire him because in the future, if some mistake happens in your company, this candidate, though innocent, may be the first suspect. Try looking for another candidate.
Best wishes,
Ctraju
From India, Madras
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Actually, all companies have gotten into the habit of benchmarking with the candidate's latest salary, and companies either try to match or exceed that amount. This practice violates basic principles of recruitment as it creates wide disparity within the company in the long run. Additionally, this practice always encourages candidates to present the brighter side of their salary.
We should always offer whatever range has been specified as per company norms, irrespective of the person's current salary. This approach may mean that somebody might receive a 100% hike while another person might only get a 10% hike.
Particularly in IT companies, after the tech rounds, HR personnel tend to spend a lot of time solving the current salary puzzle. This, I believe, is a sheer waste of time. What is important is to stick to our guns, i.e., company policy.
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We should always offer whatever range has been specified as per company norms, irrespective of the person's current salary. This approach may mean that somebody might receive a 100% hike while another person might only get a 10% hike.
Particularly in IT companies, after the tech rounds, HR personnel tend to spend a lot of time solving the current salary puzzle. This, I believe, is a sheer waste of time. What is important is to stick to our guns, i.e., company policy.
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Hi,
I have faced such a situation many times. I don't think this system is fair. Why can't you pay him for what he is rather than wasting your time probing these things? If you feel that the candidate is good and if you are able to trust him on other factors, don't believe the papers; it makes no sense at all. Make it fast rather than giving him much scope to cover the issue.
Goodbye,
Rajan
From India, Hyderabad
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I have faced such a situation many times. I don't think this system is fair. Why can't you pay him for what he is rather than wasting your time probing these things? If you feel that the candidate is good and if you are able to trust him on other factors, don't believe the papers; it makes no sense at all. Make it fast rather than giving him much scope to cover the issue.
Goodbye,
Rajan
From India, Hyderabad
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try to find out the rootcause. why was he induced to do so. understand that and then take apopropriate decision. bregards Anup
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Hi Bhavana,
I would recommend you not to go ahead with this candidate as integrity plays a major role in any organization. The candidate, by providing a fake salary slip, must have given you an idea about the candidate. Still, if you feel you can try this guy out, then I would recommend you to pay him the minimum salary according to your budget allotted for a person in the warehouse and take him on board. However, an in-depth reference check should be done with this candidate. My suggestion is not to go ahead.
Regards,
Abhijeet Pai
Sr. Executive - Recruitment
RKHS
From India, Mumbai
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I would recommend you not to go ahead with this candidate as integrity plays a major role in any organization. The candidate, by providing a fake salary slip, must have given you an idea about the candidate. Still, if you feel you can try this guy out, then I would recommend you to pay him the minimum salary according to your budget allotted for a person in the warehouse and take him on board. However, an in-depth reference check should be done with this candidate. My suggestion is not to go ahead.
Regards,
Abhijeet Pai
Sr. Executive - Recruitment
RKHS
From India, Mumbai
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Hi Bhavna, I do not think you should hire a person who has started with such a story which is not reliable. You might face lot of trouble in the future with him. Thanks
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Well, I know it is a sheer waste of HR's time to bargain on a genuine salary slip. You can call up his company posing as a bank executive and confirm the salary details (as Vijay suggested). That is the only way you can work this out if you want to retain this candidate.
Regards, Anu
From India, Calcutta
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Regards, Anu
From India, Calcutta
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Hi Bhawana,
Loyalty is a matter of concern, but judge his worth and decide how much he is reliable and fruitful for your company. Normally, employees tell much higher than they are drawing. Salary slip is not an issue and not only a matter of deciding once selection or rejection at all. Gentlemen do not discuss personalities; rather, qualities.
Mohd. Arif Khan AM HR
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Loyalty is a matter of concern, but judge his worth and decide how much he is reliable and fruitful for your company. Normally, employees tell much higher than they are drawing. Salary slip is not an issue and not only a matter of deciding once selection or rejection at all. Gentlemen do not discuss personalities; rather, qualities.
Mohd. Arif Khan AM HR
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Dear Bhawana,
There's a saying in Sanskrit which means that - there is no fault with a capable person. Probably this poor candidate of yours was not capable of providing you with a true-looking salary slip. He could not do this with perfection.
He needs more experience maybe.
Today's management is very typical; it needs a capable person within their organization, capable of doing things their way, capable of meeting targets, capable of selling, capable of marketing, capable of doing it no matter what it takes, no matter what happens. Such bosses are everywhere, in every company, at every workplace. And when it comes to pay, their salaries are low, increment structures are low, bonuses may come next year or so, and the non-deserving may get a nice jump (because of his extra-curricular activities).
All these can really squeeze a true one's heart. That is why he decided to leave that company. He might have seen your ad and wished to apply, but he also wanted a good salary, maybe to stand proud in the crowd, maybe to wash away his past difficulties with the new pay scale - IF YOU SELECT HIM.
I think it's not this person's habit to do fake things, nor is it his profession.
Circumstances made him do so...
Leave all that... ask yourself - is the candidate good at his subject? Does his experience suit your requirement? Is he capable of handling the tasks your organization gives him if selected? But that's all -- IF HE IS ALL THAT, THEN HE IS SUITABLE FOR SELECTION... YES, YOU CAN TELL HIM AFTERWARDS THAT YOU HAVE FOUND OUT HIS MISTAKE. BUT FOR THAT, YOU DON'T HAVE TO TALK TO HIS COMPANY OR MAKE HIM FEEL ASHAMED.
Just select him and make him realize that to be selected in your firm does not require a fake or a perfect-looking salary slip, but it's only a SOUND person with a necessarily sound background.
That's all I have to say.
Thank you and regards,
V. VENU
From India, Hyderabad
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There's a saying in Sanskrit which means that - there is no fault with a capable person. Probably this poor candidate of yours was not capable of providing you with a true-looking salary slip. He could not do this with perfection.
He needs more experience maybe.
Today's management is very typical; it needs a capable person within their organization, capable of doing things their way, capable of meeting targets, capable of selling, capable of marketing, capable of doing it no matter what it takes, no matter what happens. Such bosses are everywhere, in every company, at every workplace. And when it comes to pay, their salaries are low, increment structures are low, bonuses may come next year or so, and the non-deserving may get a nice jump (because of his extra-curricular activities).
All these can really squeeze a true one's heart. That is why he decided to leave that company. He might have seen your ad and wished to apply, but he also wanted a good salary, maybe to stand proud in the crowd, maybe to wash away his past difficulties with the new pay scale - IF YOU SELECT HIM.
I think it's not this person's habit to do fake things, nor is it his profession.
Circumstances made him do so...
Leave all that... ask yourself - is the candidate good at his subject? Does his experience suit your requirement? Is he capable of handling the tasks your organization gives him if selected? But that's all -- IF HE IS ALL THAT, THEN HE IS SUITABLE FOR SELECTION... YES, YOU CAN TELL HIM AFTERWARDS THAT YOU HAVE FOUND OUT HIS MISTAKE. BUT FOR THAT, YOU DON'T HAVE TO TALK TO HIS COMPANY OR MAKE HIM FEEL ASHAMED.
Just select him and make him realize that to be selected in your firm does not require a fake or a perfect-looking salary slip, but it's only a SOUND person with a necessarily sound background.
That's all I have to say.
Thank you and regards,
V. VENU
From India, Hyderabad
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Dear Bhavna,
Firstly, sorry for misspelling your name. Secondly, I am sorry to hear that you have rejected that candidate. Remember, "Mistakes should never be repeated," whoever it may be. I hope you won't regret what you did.
Goodbye,
V. Venu
From India, Hyderabad
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Firstly, sorry for misspelling your name. Secondly, I am sorry to hear that you have rejected that candidate. Remember, "Mistakes should never be repeated," whoever it may be. I hope you won't regret what you did.
Goodbye,
V. Venu
From India, Hyderabad
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I disagree with all those who said that the candidate should not be selected. The first premise of being in HR is that we should not be judgmental or work with preconceived notions. I would suggest you simply do a cross-check with the current employers. That would solve all the problems at your end.
From India, Chennai
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From India, Chennai
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Do not discuss this with him. As an expert, your reference point will blow him out. Your colleague at the other end may be contacted, not necessarily about him but about the salary system and calculations. Such a person should not be recruited.
Wale.
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Wale.
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If the candidate is good, why don't you prefer him just because of a salary slip? You can't reject a worthwhile person based solely on that. Many people make mistakes; maybe he made this one for a good break in his career. Just from one payslip, you cannot accurately assess a person's attitude. Moreover, he has done the rest of the things fine. On top of that, most companies do not even consider the salary when sending out call letters for the recruiting process. I'm not targeting any specific company.
After recruiting, if he doesn't seem to be performing well, you can then consider revising your decision. Regards, Tinku
From India, Hyderabad
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After recruiting, if he doesn't seem to be performing well, you can then consider revising your decision. Regards, Tinku
From India, Hyderabad
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Hi Bhavana, This guy is untrust worthy, as he has lied in the first and refused to divulge information which is crititical. I find his attitude is not straight. Deepaj
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Hi, Bhavana.
As a human resource professional, you should have confidence in what you feel about the candidate. Vijaykumar is right; the decision has to be yours whether you want to take this candidate or not. If the candidate is suitable and will be an asset, you must take that into consideration. If the salary slip is fake, then the candidate might be trying to get a much better package by doing this.
We often take these kinds of matters to the extent that we lose good candidates. It would depend upon you and the salary offered by your company for this post. If you find him suitable, kindly proceed ahead with the same.
There are so many companies where employees have direct access to the personnel department/accounts department and accordingly try to manipulate the salary slips.
If you select the person, you can write to the company as a protocol asking about his salary and pay. If you receive any negative feedback, you can terminate the employee. But this is not recommended in all cases.
Hope you are confident enough to take a bold step.
Suresh
From India, Jaipur
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As a human resource professional, you should have confidence in what you feel about the candidate. Vijaykumar is right; the decision has to be yours whether you want to take this candidate or not. If the candidate is suitable and will be an asset, you must take that into consideration. If the salary slip is fake, then the candidate might be trying to get a much better package by doing this.
We often take these kinds of matters to the extent that we lose good candidates. It would depend upon you and the salary offered by your company for this post. If you find him suitable, kindly proceed ahead with the same.
There are so many companies where employees have direct access to the personnel department/accounts department and accordingly try to manipulate the salary slips.
If you select the person, you can write to the company as a protocol asking about his salary and pay. If you receive any negative feedback, you can terminate the employee. But this is not recommended in all cases.
Hope you are confident enough to take a bold step.
Suresh
From India, Jaipur
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Hi friend,
Its ok, well I have gone through your suggestion, somewhere I really feel to hire this person. Maybe he did this first time and that’s y he caught up. Even i have observed one thing that he is working for one limited co. some times it does happen that if co. is giving job security somewhere the increment rate is poor. (Correct me if I am wrong)
This has made him to do so.
Still that position is open, I have shortlisted 2 candidates though they have exp its not from the same industry. Whereas this fellow has exp from same industry.
2nd most imp thing is the location for this job is in non octroi zone, which is a remote place, so its difficult to get the person for that place.
What you think should I convince my MD for this candidate.
Regds,
Bhavana
From India, Mumbai
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Its ok, well I have gone through your suggestion, somewhere I really feel to hire this person. Maybe he did this first time and that’s y he caught up. Even i have observed one thing that he is working for one limited co. some times it does happen that if co. is giving job security somewhere the increment rate is poor. (Correct me if I am wrong)
This has made him to do so.
Still that position is open, I have shortlisted 2 candidates though they have exp its not from the same industry. Whereas this fellow has exp from same industry.
2nd most imp thing is the location for this job is in non octroi zone, which is a remote place, so its difficult to get the person for that place.
What you think should I convince my MD for this candidate.
Regds,
Bhavana
From India, Mumbai
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Even our company, Co. Ltd, has more than 1200 employees.
We appointed an Assistant Vice President (AVP) for our company in December. He presented a salary slip that he had prepared himself. While it appeared authentic, I had previous experience working at the company he came from. I was aware of the salary for the equivalent position in that company.
To verify the information, I reached out to the HR department of his former company. They informed me that disclosing salary information to other companies was not allowed. Despite mentioning the necessity of a reference check, I received no response. I escalated the matter to the HR head there. After persisting for about 20 minutes, he provided me with a rough salary range. I had to contact the HR department approximately 15 times for a single individual, particularly at a senior level. The process highlights the significant time required to conduct reference checks for all employees.
Even after sending reference check letters to the employees, they are not returned. There is a lack of willingness to provide accurate details regarding an individual's performance, reasons for leaving, and the precise salary breakdown.
How can effective reference checks be conducted?
Thank you.
Pranita
From India, Delhi
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We appointed an Assistant Vice President (AVP) for our company in December. He presented a salary slip that he had prepared himself. While it appeared authentic, I had previous experience working at the company he came from. I was aware of the salary for the equivalent position in that company.
To verify the information, I reached out to the HR department of his former company. They informed me that disclosing salary information to other companies was not allowed. Despite mentioning the necessity of a reference check, I received no response. I escalated the matter to the HR head there. After persisting for about 20 minutes, he provided me with a rough salary range. I had to contact the HR department approximately 15 times for a single individual, particularly at a senior level. The process highlights the significant time required to conduct reference checks for all employees.
Even after sending reference check letters to the employees, they are not returned. There is a lack of willingness to provide accurate details regarding an individual's performance, reasons for leaving, and the precise salary breakdown.
How can effective reference checks be conducted?
Thank you.
Pranita
From India, Delhi
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Hi Bhavana,
You are absolutely right. Please go ahead and convince your boss to consider this candidate. Also, speak with the candidate and let them know that you are trying to persuade your boss. However, make sure to tell him that he should not make such mistakes in the future.
Please keep us informed about the outcome.
Sapana
From India, Pune
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You are absolutely right. Please go ahead and convince your boss to consider this candidate. Also, speak with the candidate and let them know that you are trying to persuade your boss. However, make sure to tell him that he should not make such mistakes in the future.
Please keep us informed about the outcome.
Sapana
From India, Pune
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Hi Bhavna,
I don't think you should recruit a candidate who lacks basic integrity. If he is hired, this would be the kind of values he would be bringing into the organization. If you still believe that the person is genuine, you could probably try and verify all his other documents and even do a background check if possible.
Secondly, as an HR community, we should try to follow certain practices that would help us curb, at least to a certain extent, this kind of malpractice.
Regards,
Gina
From India, Hyderabad
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I don't think you should recruit a candidate who lacks basic integrity. If he is hired, this would be the kind of values he would be bringing into the organization. If you still believe that the person is genuine, you could probably try and verify all his other documents and even do a background check if possible.
Secondly, as an HR community, we should try to follow certain practices that would help us curb, at least to a certain extent, this kind of malpractice.
Regards,
Gina
From India, Hyderabad
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Hi Bhavna,
There are two things that I gleaned from the thread:
- It seems that you quite like the candidate to be a prospective good worker in your organization. Maybe you had a tough time finding him.
- You are also doubtful about his false documents and do not want to lose on your company policies.
You have to decide in your mind what you give preference to—appointing him or sticking to your principles, as both will serve the purpose.
If you stick to his appointment, talk to him on personal grounds. Call him over and encourage him to speak up his mind, promising that you'll pay him what he expects but at least he should agree to the false documents he has submitted.
If you stick to the other option of being loyal to your principles, tell him straight that he has no right to produce wrong documents, and it is completely illegal.
If he really needs the job, he will agree to one of these and admit his folly, and then you can decide what to do with him. But first, YOU decide which path to take...
Good luck!
Regards,
Parul
From India, Delhi
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There are two things that I gleaned from the thread:
- It seems that you quite like the candidate to be a prospective good worker in your organization. Maybe you had a tough time finding him.
- You are also doubtful about his false documents and do not want to lose on your company policies.
You have to decide in your mind what you give preference to—appointing him or sticking to your principles, as both will serve the purpose.
If you stick to his appointment, talk to him on personal grounds. Call him over and encourage him to speak up his mind, promising that you'll pay him what he expects but at least he should agree to the false documents he has submitted.
If you stick to the other option of being loyal to your principles, tell him straight that he has no right to produce wrong documents, and it is completely illegal.
If he really needs the job, he will agree to one of these and admit his folly, and then you can decide what to do with him. But first, YOU decide which path to take...
Good luck!
Regards,
Parul
From India, Delhi
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Hi,
Ask the candidate to provide any other proof that clearly states all of his salary details. If he is unable to provide the document, speak to his HR and send a confidential letter or fax with the details. After making your best efforts, try to gain his confidence and attempt to uncover the reality. Even if he does not agree, keenly observe his psychological aspects, behavior, body language, etc., which will help you in selecting the right person.
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Ask the candidate to provide any other proof that clearly states all of his salary details. If he is unable to provide the document, speak to his HR and send a confidential letter or fax with the details. After making your best efforts, try to gain his confidence and attempt to uncover the reality. Even if he does not agree, keenly observe his psychological aspects, behavior, body language, etc., which will help you in selecting the right person.
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Hi Bhavana,
I don't agree completely with Vijay. I think it's not just the accuracy of numbers on the payslip; it is a larger issue of integrity. If a candidate provides fake documents, he is capable of faking other things within the company. Also, if he gets away with this faking, he will assume that the company's ethical standards are not strong, and will become more confident in committing breaches.
I believe it is important to conduct a reference check either before issuing the offer or after the offer has been given and the candidate has submitted a resignation from his current company. This is a common practice in most companies. The offer and appointment can be revoked if it is found that the candidate has provided fake documents.
Regards,
Rosy
From India, Bangalore
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I don't agree completely with Vijay. I think it's not just the accuracy of numbers on the payslip; it is a larger issue of integrity. If a candidate provides fake documents, he is capable of faking other things within the company. Also, if he gets away with this faking, he will assume that the company's ethical standards are not strong, and will become more confident in committing breaches.
I believe it is important to conduct a reference check either before issuing the offer or after the offer has been given and the candidate has submitted a resignation from his current company. This is a common practice in most companies. The offer and appointment can be revoked if it is found that the candidate has provided fake documents.
Regards,
Rosy
From India, Bangalore
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Hi,
As you find that the person has shown a fake salary slip, that means he is not trustworthy. A person who lies during an interview and does not accept the truth is not trustworthy and can be a danger to the organization. While he may be good in all other activities, it is important to consider that a person who can cheat today may do the same tomorrow. The decision is yours to make.
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As you find that the person has shown a fake salary slip, that means he is not trustworthy. A person who lies during an interview and does not accept the truth is not trustworthy and can be a danger to the organization. While he may be good in all other activities, it is important to consider that a person who can cheat today may do the same tomorrow. The decision is yours to make.
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Hi Partinita,
As industry protocol, you should not call any company's HR department to inquire about the salary of any person. Moreover, you should have written a letter asking about the job responsibilities.
It is quite surprising that we have able HR persons and still this issue has come up. Either you people lack the basics of HR or you still need to come to that level where you judge a person rightly. Salary issues will always be there, why should a person look for a new job just because he is looking for the right salary and designation? If the person is strong and capable enough, he can convince a person on a salary decided by the company and not on a salary demanded by the candidate. The overall performance of a candidate in the interview will automatically tell you the worth of that candidate.
Hope you understand the importance of HR persons' abilities and judgments.
Suresh
From India, Jaipur
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As industry protocol, you should not call any company's HR department to inquire about the salary of any person. Moreover, you should have written a letter asking about the job responsibilities.
It is quite surprising that we have able HR persons and still this issue has come up. Either you people lack the basics of HR or you still need to come to that level where you judge a person rightly. Salary issues will always be there, why should a person look for a new job just because he is looking for the right salary and designation? If the person is strong and capable enough, he can convince a person on a salary decided by the company and not on a salary demanded by the candidate. The overall performance of a candidate in the interview will automatically tell you the worth of that candidate.
Hope you understand the importance of HR persons' abilities and judgments.
Suresh
From India, Jaipur
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Hi Everyone:
I agree with all of you and would like to add one more idea to it.
What I will talk about now has no connection with the issue at hand; however, we have interpretations.
Psychologically speaking, the reason why anyone resorts to lying and not improving their capabilities is that they want their work to speak for itself. Thus, they prefer not to speak about any achievements from the previous period or fake them.
We understand that this is almost a case of financial forgery; however, we do not have the right to consider him a criminal. He is a human being, and he has not done something that cannot be forgiven. In my opinion, personal capabilities and abilities must be recognized. We should focus more on the results and not solely on the overall character of a person, whether they lie or are truthful.
We are all primarily human beings. If we do not offer him a job today, tomorrow he may be inclined to commit more crimes. The motive behind the lie was to secure a job, and when there is no motive, there is no crime. It is as simple as that.
Thanks,
Sanat Sankrityayan
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I agree with all of you and would like to add one more idea to it.
What I will talk about now has no connection with the issue at hand; however, we have interpretations.
Psychologically speaking, the reason why anyone resorts to lying and not improving their capabilities is that they want their work to speak for itself. Thus, they prefer not to speak about any achievements from the previous period or fake them.
We understand that this is almost a case of financial forgery; however, we do not have the right to consider him a criminal. He is a human being, and he has not done something that cannot be forgiven. In my opinion, personal capabilities and abilities must be recognized. We should focus more on the results and not solely on the overall character of a person, whether they lie or are truthful.
We are all primarily human beings. If we do not offer him a job today, tomorrow he may be inclined to commit more crimes. The motive behind the lie was to secure a job, and when there is no motive, there is no crime. It is as simple as that.
Thanks,
Sanat Sankrityayan
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Dear Bhavana,
Thank you for responding to my suggestion and for reconsidering that candidate. Now, don't try hard to convince your boss; remember, he is your BOSS. He knows well what to do. Just try to tell your boss very softly that 'apart from the resume, the rest is okay. The candidate is fit for the job. The rest you leave to your boss. Before doing so, ask the candidate if he is willing to go to remote places. If he says yes, you may proceed with that candidate.
Next, it's not necessary (hard and fast) that other persons should have to be from the same industrial background. Few people may cope up with new things and a new life very swiftly. So, choose the best you feel could perform well.
That's it, Bhavana. Thank you once again and keep me posted.
Regards,
V. VENU
From India, Hyderabad
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Thank you for responding to my suggestion and for reconsidering that candidate. Now, don't try hard to convince your boss; remember, he is your BOSS. He knows well what to do. Just try to tell your boss very softly that 'apart from the resume, the rest is okay. The candidate is fit for the job. The rest you leave to your boss. Before doing so, ask the candidate if he is willing to go to remote places. If he says yes, you may proceed with that candidate.
Next, it's not necessary (hard and fast) that other persons should have to be from the same industrial background. Few people may cope up with new things and a new life very swiftly. So, choose the best you feel could perform well.
That's it, Bhavana. Thank you once again and keep me posted.
Regards,
V. VENU
From India, Hyderabad
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Dear Pranitha,
All such things are jobs of a 'Liaison Officer' and since your company, as you told, is a Ltd. Co., leave a few jobs for them too. And what if you do not get a positive reply, aisa hota hai. A lot of companies don't care where their employees go and what they do in the market. For them, hiring people is like buying vegetables from nearby.
Action is what we can do... reaction is what we can only wait for. In what way it has to come, we are no one to decide. It may not react as well.
Few companies have some problems (which they know better) in letting their salary structure be known, or rather there may be a few officers who think they lose their weight or time by replying to such confirmations. They simply do not care.
Anyway, keep trying, that's all you can do.
Regards,
V. VENU
From India, Hyderabad
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All such things are jobs of a 'Liaison Officer' and since your company, as you told, is a Ltd. Co., leave a few jobs for them too. And what if you do not get a positive reply, aisa hota hai. A lot of companies don't care where their employees go and what they do in the market. For them, hiring people is like buying vegetables from nearby.
Action is what we can do... reaction is what we can only wait for. In what way it has to come, we are no one to decide. It may not react as well.
Few companies have some problems (which they know better) in letting their salary structure be known, or rather there may be a few officers who think they lose their weight or time by replying to such confirmations. They simply do not care.
Anyway, keep trying, that's all you can do.
Regards,
V. VENU
From India, Hyderabad
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Bhavna,
As an executive in HR, we should clearly differentiate what we are looking for in a particular position and what we are ready to offer for that position. If we find a person suitable in terms of the profile and the necessary skills to take on higher responsibilities, i.e., a good fit, then we should pay that person a salary as per the market/your organization's standards, and the necessity to bargain should never arise. Here, you have found the candidate to be good, and the only criteria that stops you is that the person has faked his salary, which means it is clear that he has the right experience and qualifications, but maybe he isn't paid appropriately, and he is looking for a better salary. So, that has been the reason for him to fake.
As for honesty, let's be practical. How many of those thousands of desperate candidates want to be honest about being underpaid when the market is peaking and the salaries on offer are good, unless they are being paid on par?
We do talk about honesty, but let's also understand that by asking for the salary slips of the candidates and cross-checking their salaries, what are we doing? At the first instance, we have sent a message to the candidate that we do not trust them and hence would want to check with their organizations. This sends the wrong signal. It is justified to do reference checks, which are basically to verify the work history, compatibility, and competence of a candidate at work.
As an HR practitioner, I would want to check the work history of the person and see the fit of the individual to my organization through personality and occupational assessments and accordingly decide on his grade and offer the salary that my organization would provide for that grade without looking further.
Regards,
Viswa
From United States, Houston
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As an executive in HR, we should clearly differentiate what we are looking for in a particular position and what we are ready to offer for that position. If we find a person suitable in terms of the profile and the necessary skills to take on higher responsibilities, i.e., a good fit, then we should pay that person a salary as per the market/your organization's standards, and the necessity to bargain should never arise. Here, you have found the candidate to be good, and the only criteria that stops you is that the person has faked his salary, which means it is clear that he has the right experience and qualifications, but maybe he isn't paid appropriately, and he is looking for a better salary. So, that has been the reason for him to fake.
As for honesty, let's be practical. How many of those thousands of desperate candidates want to be honest about being underpaid when the market is peaking and the salaries on offer are good, unless they are being paid on par?
We do talk about honesty, but let's also understand that by asking for the salary slips of the candidates and cross-checking their salaries, what are we doing? At the first instance, we have sent a message to the candidate that we do not trust them and hence would want to check with their organizations. This sends the wrong signal. It is justified to do reference checks, which are basically to verify the work history, compatibility, and competence of a candidate at work.
As an HR practitioner, I would want to check the work history of the person and see the fit of the individual to my organization through personality and occupational assessments and accordingly decide on his grade and offer the salary that my organization would provide for that grade without looking further.
Regards,
Viswa
From United States, Houston
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Dear Viswa,
I disagree with you. I believe I have already prepared the salary break-up for that position, which was decent. However, the thing I don't like is that the candidate did not agree and made a false statement (putting the decision in our court by saying it's ours), showing his attitude. Even though I did not specify a particular rate for a salary increase, he could have said that he is being paid less but deserves a higher salary, convincing me of his capability.
To achieve a higher package, I don't think anyone should resort to dishonesty.
Regards,
Bhavana
From India, Mumbai
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I disagree with you. I believe I have already prepared the salary break-up for that position, which was decent. However, the thing I don't like is that the candidate did not agree and made a false statement (putting the decision in our court by saying it's ours), showing his attitude. Even though I did not specify a particular rate for a salary increase, he could have said that he is being paid less but deserves a higher salary, convincing me of his capability.
To achieve a higher package, I don't think anyone should resort to dishonesty.
Regards,
Bhavana
From India, Mumbai
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Hey,
I completely agree with what Suresh is talking about. One must look out for the candidate's personality as a whole. If the person is suitable enough, one should go ahead with the job offer. You may have other subtle hints to let him know that you understand what he was getting at earlier. That would not be an issue with you any longer.
Thanks,
Aashima
From United States
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I completely agree with what Suresh is talking about. One must look out for the candidate's personality as a whole. If the person is suitable enough, one should go ahead with the job offer. You may have other subtle hints to let him know that you understand what he was getting at earlier. That would not be an issue with you any longer.
Thanks,
Aashima
From United States
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Hi, Bhavana,
Hey, my smart HR person. What are you looking for in confidence in yourself? You are confident, and you are smart enough to make decisions on your own. There is one important thing that all HR activities depend upon: Have you selected the right candidate for the job and for the whole company?
Will they be an asset for the company in the future? Will the management give credit to the HR department for selecting such a good candidate?
Alternatively,
What happened with the candidate in the past, or what package was the candidate receiving? Should you talk to management about these things so that if something goes wrong, you would be safe?
I often come across many people producing fake salary certificates or demanding more by stating that their increment was due, and they should be getting this much increment. The basic reason for doing this is to secure a better package.
Now, let us revisit Maslow's need theory. When the self-actualization need is activated, people tend to compare themselves with others in an organization to see what they are getting, what designation they can have, or what salary package they will receive if they switch to another company. This leads to search behavior that motivates them to pursue what they are looking for.
This search behavior is so strong that their self-actualization need will automatically activate other lower needs, giving them a strong reason to select a motivating factor to satisfy their other needs.
This is why the person may have produced a fake salary slip to satisfy their need.
Please review his CV and note some important aspects like his stability, his attitude towards the job, his competencies to meet the job requirements, knowledge, and a bit of his mindset. If you are going to interview him again, kindly opt for a situational interview mode and then challenge him by adding more complex situations in the interview to see if he can effectively communicate his state of mind.
Suresh
From India, Jaipur
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Hey, my smart HR person. What are you looking for in confidence in yourself? You are confident, and you are smart enough to make decisions on your own. There is one important thing that all HR activities depend upon: Have you selected the right candidate for the job and for the whole company?
Will they be an asset for the company in the future? Will the management give credit to the HR department for selecting such a good candidate?
Alternatively,
What happened with the candidate in the past, or what package was the candidate receiving? Should you talk to management about these things so that if something goes wrong, you would be safe?
I often come across many people producing fake salary certificates or demanding more by stating that their increment was due, and they should be getting this much increment. The basic reason for doing this is to secure a better package.
Now, let us revisit Maslow's need theory. When the self-actualization need is activated, people tend to compare themselves with others in an organization to see what they are getting, what designation they can have, or what salary package they will receive if they switch to another company. This leads to search behavior that motivates them to pursue what they are looking for.
This search behavior is so strong that their self-actualization need will automatically activate other lower needs, giving them a strong reason to select a motivating factor to satisfy their other needs.
This is why the person may have produced a fake salary slip to satisfy their need.
Please review his CV and note some important aspects like his stability, his attitude towards the job, his competencies to meet the job requirements, knowledge, and a bit of his mindset. If you are going to interview him again, kindly opt for a situational interview mode and then challenge him by adding more complex situations in the interview to see if he can effectively communicate his state of mind.
Suresh
From India, Jaipur
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Hi Suresh,
Very nice explanation, Well but I have recruited another person for this position, who is joining from 13th May,07. The candidate seems good & I am sure that he will be asset for my company.
Well as far as Maslow’s theory part is concern (Please correct if I am wrong), hardly few people would be able to cross the self-actualization line. I don’t know why, but I feel money matter most. His urge of money is always high. Behind every change in job motive is money. (at all levels) That doesn’t mean that person will produce fake documents every time to get high salary. (I can understand the need of money but the medium he has chosen is wrong)
Being a HR person we should follow some principles.
Regards,
Bhavana
From India, Mumbai
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Very nice explanation, Well but I have recruited another person for this position, who is joining from 13th May,07. The candidate seems good & I am sure that he will be asset for my company.
Well as far as Maslow’s theory part is concern (Please correct if I am wrong), hardly few people would be able to cross the self-actualization line. I don’t know why, but I feel money matter most. His urge of money is always high. Behind every change in job motive is money. (at all levels) That doesn’t mean that person will produce fake documents every time to get high salary. (I can understand the need of money but the medium he has chosen is wrong)
Being a HR person we should follow some principles.
Regards,
Bhavana
From India, Mumbai
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Hi Bhavana,
I am happy that you could finally decide on this situation and find the right candidate. As for that candidate, I hope he understands that his rejection was due to his fake salary slip, and he does not attempt the same thing at another company, as this could get him into trouble.
Sapana
From India, Pune
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I am happy that you could finally decide on this situation and find the right candidate. As for that candidate, I hope he understands that his rejection was due to his fake salary slip, and he does not attempt the same thing at another company, as this could get him into trouble.
Sapana
From India, Pune
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Hi Bhawana,
It was nice to know that you have ultimately selected a candidate. It was also great to see how HR people are joining hands to provide solutions to problems.
Regarding Maslow's theory, I feel that any of the needs can start from either side. Sometimes, our self-actualization need is driven by our ability to explore better options. In a company, I believe that starting from the top and moving downwards can help us better understand human behavior and allow us to devise effective strategies.
Feel free to correct me if I am mistaken.
Suresh
From India, Jaipur
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It was nice to know that you have ultimately selected a candidate. It was also great to see how HR people are joining hands to provide solutions to problems.
Regarding Maslow's theory, I feel that any of the needs can start from either side. Sometimes, our self-actualization need is driven by our ability to explore better options. In a company, I believe that starting from the top and moving downwards can help us better understand human behavior and allow us to devise effective strategies.
Feel free to correct me if I am mistaken.
Suresh
From India, Jaipur
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Yes, I do agree with Suresh. Why? Because most employees shift to other companies only for a salary hike. Therefore, HR should assess whether the candidate is suitable for the job rather than just focusing on their salary slip and other factors.
- Reeshma
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- Reeshma
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i believe you should inform his company’s Personnel Department for his did. regards virendra
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Dear Virendra,
I am not agreeing with u, though I said being HR person, we should follow some principles. It doesn’t mean I will make him loose his job, I had spoken to this fellow very nicely & I explained him that how does it will affect him in future. Hope he will realize it.
Thanx & Regards,
Bhavana
From India, Mumbai
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I am not agreeing with u, though I said being HR person, we should follow some principles. It doesn’t mean I will make him loose his job, I had spoken to this fellow very nicely & I explained him that how does it will affect him in future. Hope he will realize it.
Thanx & Regards,
Bhavana
From India, Mumbai
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Hi Bhavna,
I respect your concerns. I have gone through such situations many times, and based on my experience, I can state that when we diagnose a situation, there are always pros and cons, which may be right or wrong.
If a beggar is asking for money, then Maslow's hierarchy is still applicable. However, among all beggars, if one beggar uses the wrong technique, then it is a matter for reconsideration. If a murder occurs in society, there is a cause behind it. That's why we say, "everyone is right in their place." Nevertheless, using illegal means will not lead to success, even if it is for your betterment. That's why we adhere to the "principle of natural justice."
If we run the HR department with humility and generosity, what is the purpose of issuing warning letters and show-cause notices, even if an employee makes a mistake with a genuine reason? They might have been unconscious during work due to hectic work schedules, social consequences, etc.
For instance, if an employee's daughter is hospitalized, and the shift manager, facing a shortage of staff after working a 48-hour shift, calls the employee to duty despite the critical condition, do you think the employee will work willingly? And if the employee makes a mistake, will we issue a show-cause notice against them?
If two employees, both in difficult circumstances, approach their work differently, for example, one uses a fake salary slip to increase their salary, and the other is a hard worker who willingly works 10-12 hours a day, always ready for work, who would you choose?
To counsel and warn the person with the fake salary slip or to support the hard worker? Consider the hard worker. What mistake has he made if he is living an honest life?
I believe our approach towards everyone should be rooted in humility and humanitarianism, but we cannot condone actions that are completely illegal.
You have only warned the individual, which may prevent them from making the same mistake in the future regarding the fake salary slip. But if you believe the person possesses good qualities, then the current company may either terminate or warn them in writing, so that they or their future generations will not resort to such shortcuts in life. If the person is a valuable asset, they will surely find another job in the market.
I strictly adhere to certain principles in life, yet I still provide opportunities to those who have been terminated, with a welcoming speech that their true journey has just begun, and they should strive to prove themselves as "the best."
I firmly believe that "illegal" means illegal in every aspect.
This is my opinion. If it causes any offense, I apologize.
Regards,
Virendra Zope
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I respect your concerns. I have gone through such situations many times, and based on my experience, I can state that when we diagnose a situation, there are always pros and cons, which may be right or wrong.
If a beggar is asking for money, then Maslow's hierarchy is still applicable. However, among all beggars, if one beggar uses the wrong technique, then it is a matter for reconsideration. If a murder occurs in society, there is a cause behind it. That's why we say, "everyone is right in their place." Nevertheless, using illegal means will not lead to success, even if it is for your betterment. That's why we adhere to the "principle of natural justice."
If we run the HR department with humility and generosity, what is the purpose of issuing warning letters and show-cause notices, even if an employee makes a mistake with a genuine reason? They might have been unconscious during work due to hectic work schedules, social consequences, etc.
For instance, if an employee's daughter is hospitalized, and the shift manager, facing a shortage of staff after working a 48-hour shift, calls the employee to duty despite the critical condition, do you think the employee will work willingly? And if the employee makes a mistake, will we issue a show-cause notice against them?
If two employees, both in difficult circumstances, approach their work differently, for example, one uses a fake salary slip to increase their salary, and the other is a hard worker who willingly works 10-12 hours a day, always ready for work, who would you choose?
To counsel and warn the person with the fake salary slip or to support the hard worker? Consider the hard worker. What mistake has he made if he is living an honest life?
I believe our approach towards everyone should be rooted in humility and humanitarianism, but we cannot condone actions that are completely illegal.
You have only warned the individual, which may prevent them from making the same mistake in the future regarding the fake salary slip. But if you believe the person possesses good qualities, then the current company may either terminate or warn them in writing, so that they or their future generations will not resort to such shortcuts in life. If the person is a valuable asset, they will surely find another job in the market.
I strictly adhere to certain principles in life, yet I still provide opportunities to those who have been terminated, with a welcoming speech that their true journey has just begun, and they should strive to prove themselves as "the best."
I firmly believe that "illegal" means illegal in every aspect.
This is my opinion. If it causes any offense, I apologize.
Regards,
Virendra Zope
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Dear Virendra, There is nothing to get hurt, Everyone has different views. Regards, Bhavana
From India, Mumbai
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From India, Mumbai
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If the salary slip is made wrong for one month then it can be fake for 3 months also.(if employee self made) Regards Pranita
From India, Delhi
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From India, Delhi
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Hi Reeshma,
It was nice to read your comments and opinions. I agree, and I would also like to add a few lines expressing my opinion. Please allow me.
You see, Reeshma, if we were in a situation where we had to consider changing jobs, we would think about many things - not just the salary or pay factor. Right? (Definitely, salary is the most important criteria), but we might also want a better pay packet, a better working environment, a reputable firm (MNC or a well-known Group of Companies), a better place to live (city), and if the place has all those qualities like cost of living, human behavior, educational institutions, hospitals, theaters, parks, and so on.
Everyone loves themselves and their loved ones to stay in comfort and enjoy life a little bit. He or she may choose a job that can fulfill two, three, or more of those things at once.
After all, these wants and desires are what drive people to seek fulfillment. Otherwise, every one of us would be saints, right?
During this pursuit of fulfilling their desires, some people may make mistakes. Probably because somebody might have misguided them or maybe there was no one around to offer good advice, or for some other reason. Mistakes do happen, and they are bound to happen.
But I feel, who are we to punish them? If we must penalize them, then we should give a punishment that can strengthen them in the long run, and they can pass on the same lessons to the coming generations.
We should remember that we are in this world with a right only to construct, not the right to destruct.
That's all.
Thank you to everyone who reads this. Your comments, opinions, likes, and dislikes are welcome.
Have a nice time.
Regards,
V. Venu
From India, Hyderabad
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It was nice to read your comments and opinions. I agree, and I would also like to add a few lines expressing my opinion. Please allow me.
You see, Reeshma, if we were in a situation where we had to consider changing jobs, we would think about many things - not just the salary or pay factor. Right? (Definitely, salary is the most important criteria), but we might also want a better pay packet, a better working environment, a reputable firm (MNC or a well-known Group of Companies), a better place to live (city), and if the place has all those qualities like cost of living, human behavior, educational institutions, hospitals, theaters, parks, and so on.
Everyone loves themselves and their loved ones to stay in comfort and enjoy life a little bit. He or she may choose a job that can fulfill two, three, or more of those things at once.
After all, these wants and desires are what drive people to seek fulfillment. Otherwise, every one of us would be saints, right?
During this pursuit of fulfilling their desires, some people may make mistakes. Probably because somebody might have misguided them or maybe there was no one around to offer good advice, or for some other reason. Mistakes do happen, and they are bound to happen.
But I feel, who are we to punish them? If we must penalize them, then we should give a punishment that can strengthen them in the long run, and they can pass on the same lessons to the coming generations.
We should remember that we are in this world with a right only to construct, not the right to destruct.
That's all.
Thank you to everyone who reads this. Your comments, opinions, likes, and dislikes are welcome.
Have a nice time.
Regards,
V. Venu
From India, Hyderabad
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Dear Bhavana,
This is Siddharth. In response to your query regarding the salary slip, I have encountered several incidents related to this matter. My suggestion would be to conduct a reference check or insist that the candidate provides a bank statement. If they do not comply, I recommend not considering them for a position in your firm.
You mentioned that the candidate is good, but they have not adhered to the company's policies and procedures by failing to submit the required documents. I advise discussing this issue with your senior management. It might be best to discontinue considering this candidate and search for someone better suited for the role. I am confident that you will find a deserving and ethical candidate for your esteemed organization.
Regards,
Siddharth Munjare
Business Development Manager IT
Email: sai.siddharth@gmail.com
Bangalore
From India, Bangalore
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This is Siddharth. In response to your query regarding the salary slip, I have encountered several incidents related to this matter. My suggestion would be to conduct a reference check or insist that the candidate provides a bank statement. If they do not comply, I recommend not considering them for a position in your firm.
You mentioned that the candidate is good, but they have not adhered to the company's policies and procedures by failing to submit the required documents. I advise discussing this issue with your senior management. It might be best to discontinue considering this candidate and search for someone better suited for the role. I am confident that you will find a deserving and ethical candidate for your esteemed organization.
Regards,
Siddharth Munjare
Business Development Manager IT
Email: sai.siddharth@gmail.com
Bangalore
From India, Bangalore
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What about HR themselves when branding their company? They should never inflate things. If the salary attached to the position is high, surely check everything. However, if you find anyone doing something false, do not hire them in the first place. If you have already hired them, monitor their performance on a monthly basis. If they are performing well in terms of quality and quantity, continue with their services, as we pay employees for the work they have done in the last month for the current company, not for work done for a past employer. But if they have provided fake documents regarding their educational qualifications, termination is the best policy.
Dear Bhavana, it is not your fault because in India, we do not receive unemployment checks or social security benefits for family members. A person with the required education may be tempted due to peer pressure (salary comparison) or additional family responsibilities.
Dear Bhavana, many times, to fill positions like GM or VM, HR uses the tool of headhunting. Let me know how this can be considered an ethical practice. A company is like a family, so does headhunting break a family or help to build one?
Now, let me know, is headhunting ethical or unethical? What about the issue of fake salary slips—ethical or unethical? Dear HR, do not make big issues out of minor things. The best approach is to use your own wit and excellence. Remember, grapevine communication can harm individuals' lives.
From India, Thana
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Dear Bhavana, it is not your fault because in India, we do not receive unemployment checks or social security benefits for family members. A person with the required education may be tempted due to peer pressure (salary comparison) or additional family responsibilities.
Dear Bhavana, many times, to fill positions like GM or VM, HR uses the tool of headhunting. Let me know how this can be considered an ethical practice. A company is like a family, so does headhunting break a family or help to build one?
Now, let me know, is headhunting ethical or unethical? What about the issue of fake salary slips—ethical or unethical? Dear HR, do not make big issues out of minor things. The best approach is to use your own wit and excellence. Remember, grapevine communication can harm individuals' lives.
From India, Thana
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Salary slip final.xls
Salary slip.doc