I recently joined a new company. Now, in BGV verification, my previous employer gave negative feedback about rehiring me as they felt I did not meet their performance expectations. However, I had health issues which impacted my performance. I have a meeting scheduled with the new HR, and I am unsure how to address this issue. I have never received negative feedback from any other company, and when I attempted to obtain a reference from my former manager as a personal testimonial, the previous company's HR is blocking it by citing company policy. They have not provided me with any policy documents. How should I navigate this situation with my new manager during the meeting?
I have documentation to support my case, and I resigned from the company after being placed on a Performance Improvement Plan (PIP). Within five days of discussing the PIP, they relieved me from the project and requested my resignation, which I submitted. I completed all exit formalities and served the notice period. Is it considered professional for HR to handle situations like this with employees, and how can I explain this to my new HR?
Furthermore, there were some layoffs within the project, but my previous HR mentioned that I should not disclose this information as it would not be accepted. How should I proceed?
From India, Pune
Acknowledge(0)
Amend(0)
I have documentation to support my case, and I resigned from the company after being placed on a Performance Improvement Plan (PIP). Within five days of discussing the PIP, they relieved me from the project and requested my resignation, which I submitted. I completed all exit formalities and served the notice period. Is it considered professional for HR to handle situations like this with employees, and how can I explain this to my new HR?
Furthermore, there were some layoffs within the project, but my previous HR mentioned that I should not disclose this information as it would not be accepted. How should I proceed?
From India, Pune
Acknowledge(0)Amend(0)
Ethical considerations in HR practices
This is a very poor display of HR practices. When an employee's performance does not meet expectations, you can ask them to leave. Once they do, the matter should end there. Taking it further to damage the employee's career is unethical. The person marking 'No' against a question on rehire eligibility should remember that they are also an employee and could face a similar situation. How should one respond if the same employer blames the HR person for not identifying the right candidate?
Impact of background verification
Normally, based on one 'No' in background verification, you may not lose your job. There is a possibility you are on probation, during which the employer can evaluate your performance to decide your fit for the role. Then a decision can be made. You can inform HR that the probation period is for them to decide whether to retain you. Relying solely on background verification reports may not yield positive results, as previous employers may give biased feedback. Try to explain the situation to HR, but remember you have a limited time to prove your previous employer wrong regarding rehire eligibility, typically around 6 months or the probation period.
From India, Kannur
Acknowledge(0)Amend(0)
4527This is a very poor display of HR practices. When an employee's performance does not meet expectations, you can ask them to leave. Once they do, the matter should end there. Taking it further to damage the employee's career is unethical. The person marking 'No' against a question on rehire eligibility should remember that they are also an employee and could face a similar situation. How should one respond if the same employer blames the HR person for not identifying the right candidate?
Impact of background verification
Normally, based on one 'No' in background verification, you may not lose your job. There is a possibility you are on probation, during which the employer can evaluate your performance to decide your fit for the role. Then a decision can be made. You can inform HR that the probation period is for them to decide whether to retain you. Relying solely on background verification reports may not yield positive results, as previous employers may give biased feedback. Try to explain the situation to HR, but remember you have a limited time to prove your previous employer wrong regarding rehire eligibility, typically around 6 months or the probation period.
From India, Kannur
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Memo on performance related issue.doc
Water You Drink and Health Performance.pps