Dear Experts I need your guidance, When shall we do background verification or reference checks before releasing the offer or after releasing the offer?
From India, Panvel
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From India, Panvel
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The Importance of Pre-Employment Background Checks
It is advisable to conduct these inquiries before the employee is finally selected for employment. In many organizations, background verification is done after the employee is given an offer letter or even after the employee joins the company. In the latter case, the reports from the background verification agencies will come only after two or three months. If the feedback is negative, you will have to terminate the employee. It is fine for an HR person to terminate an employee because there is a supporting document, but what will be the status of that employee? You, the recruiting person, should have given a lot of promises and lured the candidate with offers and work culture. It will be on the basis of those offers that they should have left their previous establishment.
Naturally, when an employee who is contributing to the goals of the organization submits their resignation, the relationship which existed till then would get spoiled. In most cases, this will be reflected in the feedback column of the background verification agency. Then how can you trust such reports? If you have appointed somebody to do a background verification, you should accept it. Then what is the remedy? Send them to the road!
Conducting Background Checks Before Finalizing Candidates
If you had conducted the inquiry before you finalize the candidate, you can have only an acceptable person in your team. There is no need to spoil a person's life. Let the employees remain with the existing setup. The embarrassment of the HR person handing over a termination letter to an employee can be avoided. Therefore, please do the reference check before you send an offer.
From India, Kannur
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4526It is advisable to conduct these inquiries before the employee is finally selected for employment. In many organizations, background verification is done after the employee is given an offer letter or even after the employee joins the company. In the latter case, the reports from the background verification agencies will come only after two or three months. If the feedback is negative, you will have to terminate the employee. It is fine for an HR person to terminate an employee because there is a supporting document, but what will be the status of that employee? You, the recruiting person, should have given a lot of promises and lured the candidate with offers and work culture. It will be on the basis of those offers that they should have left their previous establishment.
Naturally, when an employee who is contributing to the goals of the organization submits their resignation, the relationship which existed till then would get spoiled. In most cases, this will be reflected in the feedback column of the background verification agency. Then how can you trust such reports? If you have appointed somebody to do a background verification, you should accept it. Then what is the remedy? Send them to the road!
Conducting Background Checks Before Finalizing Candidates
If you had conducted the inquiry before you finalize the candidate, you can have only an acceptable person in your team. There is no need to spoil a person's life. Let the employees remain with the existing setup. The embarrassment of the HR person handing over a termination letter to an employee can be avoided. Therefore, please do the reference check before you send an offer.
From India, Kannur
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Background Verification Form.doc