Hi,
I work for a Background Verification and Talent Management company called Quetzal Verify, founded by 4 alumni from IIM Ahmedabad.
While conducting the Background Verification process, we came across a particular problem which I would like to share with you all.
One of our regular Background verification customers (who we have a regular stream of business from) asked us for something that we found hard to agree to - Usually, we are asked to conduct reference checks for candidates only AFTER offers have been made. But, in this particular case, our client wanted us to conduct reference checks for a prospective employee before finally making her an offer.
So in effect, pre-employment background verification has turned out to be a pre-offer background verification. In such a scenario, is it ethical to go ahead and contact a prospective employee's references?
In our opinion - Certainly not! But we would love to hear from what others in the community think - especially those who are into Recruitment / Background Verification / Reference checks themselves!
Thanks in advance!
From India, Mumbai
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I work for a Background Verification and Talent Management company called Quetzal Verify, founded by 4 alumni from IIM Ahmedabad.
While conducting the Background Verification process, we came across a particular problem which I would like to share with you all.
One of our regular Background verification customers (who we have a regular stream of business from) asked us for something that we found hard to agree to - Usually, we are asked to conduct reference checks for candidates only AFTER offers have been made. But, in this particular case, our client wanted us to conduct reference checks for a prospective employee before finally making her an offer.
So in effect, pre-employment background verification has turned out to be a pre-offer background verification. In such a scenario, is it ethical to go ahead and contact a prospective employee's references?
In our opinion - Certainly not! But we would love to hear from what others in the community think - especially those who are into Recruitment / Background Verification / Reference checks themselves!
Thanks in advance!
From India, Mumbai
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Hi Jenny.. Are other companies doing it too? - Asking for Background Verification nd Reference Checks from current organization even before making an offer?
From India, Mumbai
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From India, Mumbai
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Dear Folks,
Pre-Offer Background Verification has become very essential nowadays to avoid fake candidates' entry into the system.
In Pre-Offer BV, I feel that we should not contact their current employer directly since before any resignation is submitted by the employee himself, the current company can lodge a complaint against the Verification Company, accusing it of attempting to poach its employees (head-hunting), etc. Additionally, there is a threat that the candidate could be offered an attractive proposition and persuaded to stay without resigning.
The best approach would be to obtain references from the employee and speak to their colleagues/subordinates. They may not be willing to provide references from their Project Managers. We can request the employee to send an email from their official email ID to verify the authenticity of their employment. Alternatively, a call can be made to the company's board number, asking to be connected to the employee's extension. Moreover, if the employee can provide a reference from a Manager at least one grade above them, you can gather details from that source.
I hope my suggestions are helpful.
Regards,
Sonu...
From India, Mumbai
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Pre-Offer Background Verification has become very essential nowadays to avoid fake candidates' entry into the system.
In Pre-Offer BV, I feel that we should not contact their current employer directly since before any resignation is submitted by the employee himself, the current company can lodge a complaint against the Verification Company, accusing it of attempting to poach its employees (head-hunting), etc. Additionally, there is a threat that the candidate could be offered an attractive proposition and persuaded to stay without resigning.
The best approach would be to obtain references from the employee and speak to their colleagues/subordinates. They may not be willing to provide references from their Project Managers. We can request the employee to send an email from their official email ID to verify the authenticity of their employment. Alternatively, a call can be made to the company's board number, asking to be connected to the employee's extension. Moreover, if the employee can provide a reference from a Manager at least one grade above them, you can gather details from that source.
I hope my suggestions are helpful.
Regards,
Sonu...
From India, Mumbai
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Hi,
Yes, most of the companies are doing pre-offer reference checks rather than pre-employment reference checks.
I have experienced the same when I recently changed my job. They asked me for two references, one of which had to be my reporting manager's number.
I provided the details, assuming they would contact him after sending me the offer letter. I was under the impression that they would not reach out to my manager before offering me the position.
I was shocked to learn that my manager approached me to inquire about the reason for my job change. Fortunately, it did not affect me much as I had a good relationship with my manager. These situations are becoming more common nowadays due to many candidates applying for jobs with fake experience.
Today, engineering or MCA students who do not secure placements through campus placements may feel lost and spend time without any direction. After a couple of years, some may resort to obtaining fake certificates. I have noticed many candidates exhibiting this behavior. Unfortunately, they are not open to changing their mindset and understanding that this is not the right approach.
To prevent the entry of such fake candidates, companies are revising their strategies to identify potential candidates with genuine experience.
- Gowtam :)
From India, Hyderabad
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1Yes, most of the companies are doing pre-offer reference checks rather than pre-employment reference checks.
I have experienced the same when I recently changed my job. They asked me for two references, one of which had to be my reporting manager's number.
I provided the details, assuming they would contact him after sending me the offer letter. I was under the impression that they would not reach out to my manager before offering me the position.
I was shocked to learn that my manager approached me to inquire about the reason for my job change. Fortunately, it did not affect me much as I had a good relationship with my manager. These situations are becoming more common nowadays due to many candidates applying for jobs with fake experience.
Today, engineering or MCA students who do not secure placements through campus placements may feel lost and spend time without any direction. After a couple of years, some may resort to obtaining fake certificates. I have noticed many candidates exhibiting this behavior. Unfortunately, they are not open to changing their mindset and understanding that this is not the right approach.
To prevent the entry of such fake candidates, companies are revising their strategies to identify potential candidates with genuine experience.
- Gowtam :)
From India, Hyderabad
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Nowadays, fake candidate cases have increased a lot. So, companies prefer to verify the credentials before they release the offer. In some cases, the client of the company also asks for the candidate's profile, and they also conduct the background verification. People working on the GE project must be familiar with this very well!
Regards,
Ketan Vachhani
Ketan.Vachhani@gmail.com
From Germany
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Regards,
Ketan Vachhani
Ketan.Vachhani@gmail.com
From Germany
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Background verification can be done either before or after the offer. If done pre-offer, candidates should be made aware that this does not mean that they have been offered the job. Verification can even be done with their employers. It is a norm.
Semfeng
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Semfeng
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Most companies are conducting pre-offer reference checks rather than pre-employment reference checks. Companies should proceed with this approach as it is the best way to attract top talent and enhance their organization.
From India, Bangalore
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From India, Bangalore
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Pros:
Candidates who produce fake certificates or references can be identified even before spending time and money on them. It will also create pressure on candidates to be genuine in what they do.
Cons:
When an employee plans to leave a company due to their manager or peer pressures, they won't receive good comments even if there are no issues with their work.
From India, Bangalore
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Candidates who produce fake certificates or references can be identified even before spending time and money on them. It will also create pressure on candidates to be genuine in what they do.
Cons:
When an employee plans to leave a company due to their manager or peer pressures, they won't receive good comments even if there are no issues with their work.
From India, Bangalore
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Hi,
Greetings. In our organization, we request candidates to provide referees as follows:
a) Referees who have been associated with the prospective candidate (currently not associated with the candidate's organization)
OR
b) Referees who were associated with the prospective candidate in his/her earlier organizations.
Cheers,
K. Bhupesh
From India, Madras
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Greetings. In our organization, we request candidates to provide referees as follows:
a) Referees who have been associated with the prospective candidate (currently not associated with the candidate's organization)
OR
b) Referees who were associated with the prospective candidate in his/her earlier organizations.
Cheers,
K. Bhupesh
From India, Madras
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Any backgroud check either before or after an offer is made should be done with the full compliance and agreement of the candidate. PVQ
From United Arab Emirates, Dubai
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From United Arab Emirates, Dubai
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Yes, I strongly believe that employers should authenticate the credentials of the candidate in totality through proper and dignified channels before offering the appointment letter. It is nothing wrong; on the contrary, before committing from the employer's front, they will be clear on the actions taken. Otherwise, it will be an unprofessional approach—first offering the letter and then taking it back. The only point which needs a debate is it ethical from the prospective employer's viewpoint to check directly with the present employer of the candidate.
Regards,
Vijay Bhasker V.
vbvelury@yahoo.com
From India, Bangalore
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Regards,
Vijay Bhasker V.
vbvelury@yahoo.com
From India, Bangalore
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I completely understand the need for pre-offer employment checks. I have seen many companies seeking permission from the candidate to conduct a reference check with their immediate reporting authority in the application form itself. I think this practice would make it comfortable for the candidate.
However, calling the candidate's reporting authority without seeking the concurrence of the candidate is unethical and may, in turn, lead to dismissal of the candidate from their organization. Will you as a recruiter take responsibility for any such eventuality?
We in HR have to be sensitive towards such issues. Seeking reference checks with the consent of the employee is the best solution.
Regards,
Ajay
From India, Chennai
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However, calling the candidate's reporting authority without seeking the concurrence of the candidate is unethical and may, in turn, lead to dismissal of the candidate from their organization. Will you as a recruiter take responsibility for any such eventuality?
We in HR have to be sensitive towards such issues. Seeking reference checks with the consent of the employee is the best solution.
Regards,
Ajay
From India, Chennai
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Hi,
There is nothing wrong in checking the references before putting the offer. You can check the references of the candidates from their ex-employers, not the company in which the employee is currently working. After joining the new company, you can check the references from the previous employer. Even colleagues/seniors can be contacted with whom the candidate has worked in the past.
Regards,
Ninad Sirdesai
From India, Mumbai
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There is nothing wrong in checking the references before putting the offer. You can check the references of the candidates from their ex-employers, not the company in which the employee is currently working. After joining the new company, you can check the references from the previous employer. Even colleagues/seniors can be contacted with whom the candidate has worked in the past.
Regards,
Ninad Sirdesai
From India, Mumbai
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it happens..but i would like to know...how companies do employee verifications without taking contact number from candidate ?
From India, Delhi
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From India, Delhi
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Dear HR,
It is not ethical or feasible to conduct instant reference checks for all candidates, especially in the case of bulk hiring, as this process is quite lengthy. Before issuing an offer letter or a letter of intent, companies could consider adding a section to their offer letters requiring candidates to acknowledge in their own handwriting: "I understand that this offer letter will become null and void if any discrepancies are found during the verification process, and legal actions may be pursued against me."
Ram Chauhan
Senior HR Recruiter
8802858277
From India, New Delhi
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It is not ethical or feasible to conduct instant reference checks for all candidates, especially in the case of bulk hiring, as this process is quite lengthy. Before issuing an offer letter or a letter of intent, companies could consider adding a section to their offer letters requiring candidates to acknowledge in their own handwriting: "I understand that this offer letter will become null and void if any discrepancies are found during the verification process, and legal actions may be pursued against me."
Ram Chauhan
Senior HR Recruiter
8802858277
From India, New Delhi
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Dear,
It is not ethical or feasible to conduct instant reference checks for all candidates when bulk hiring, as this process is lengthy. Before issuing an offer letter or letter of intent, companies could include a section in their offer letters where candidates must handwrite the statement: "I understand that this offer letter will be void if any discrepancies are found during my verification check, and legal action may be taken against me."
Ram Chauhan,
Sr. HR Recruiter
8802858277
From India, New Delhi
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It is not ethical or feasible to conduct instant reference checks for all candidates when bulk hiring, as this process is lengthy. Before issuing an offer letter or letter of intent, companies could include a section in their offer letters where candidates must handwrite the statement: "I understand that this offer letter will be void if any discrepancies are found during my verification check, and legal action may be taken against me."
Ram Chauhan,
Sr. HR Recruiter
8802858277
From India, New Delhi
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Background Verification Form.doc