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
12From United Arab Emirates, Dubai
Hi All I am looking for a challening opening in HR , kindly refer it to me , if you have reference for any challenging opening Regards R.Sudhakar
From India
From India
Yes... I strongly believe that employer/s 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 commiting from the employers front, they will be clear on the actions taken. Otherwise, It will be un-professional approach... first offering letter and then taking back. The only point which needs a debate !!! ???... is it ethical from the prospect employer view point to check directly with the present employer of the candidate.
Regards,
Vijay Bhasker V.
From India, Bangalore
Regards,
Vijay Bhasker V.
From India, Bangalore
I completely understand the need of pre-offer employment check. I have seen many companies seeking permission from the Candidate to have referance check with their immediate reporting authority in the application form itself. I think, this practice would make it comforable for the candidate.
But calling the candidate's reporting authority without seeking the concurrence of candidate is unethical and may in turn lead to dismisaal of the candidate from his organization. Will you as a recruiter take the responsibility for any such eventuality??
We in HR have to be sensitive towards such issues.
Seeking referance check with consent of employee is the best solution.
Regards,
Ajay
From India, Chennai
But calling the candidate's reporting authority without seeking the concurrence of candidate is unethical and may in turn lead to dismisaal of the candidate from his organization. Will you as a recruiter take the responsibility for any such eventuality??
We in HR have to be sensitive towards such issues.
Seeking referance check with consent of employee is the best solution.
Regards,
Ajay
From India, Chennai
Hi
There is nothing wrong in checking the references before putting the Offer. You can check the reference of the candidates from his ex- employers, not the company in which employee is working and after joining the new company, you can check reference from previous employer. Even Collegues / Seniors can be contacted with whom the candidate has worked in the past.
regards,
Ninad Sirdesai
From India, Mumbai
There is nothing wrong in checking the references before putting the Offer. You can check the reference of the candidates from his ex- employers, not the company in which employee is working and after joining the new company, you can check reference from previous employer. Even Collegues / Seniors can be contacted with whom the candidate has worked in the past.
regards,
Ninad Sirdesai
From India, Mumbai
it happens..but i would like to know...how companies do employee verifications without taking contact number from candidate ?
From India, Delhi
From India, Delhi
Dear HR,
This in not ethical and possible to have instant reference check for all the candidates in case of bulk hiring, as this process is very lengthy process, before giving offer letter of letter of intent, however,Companies should add a column in there offer letters and ask the candidate to write it in his own handwriting "I understand that this offer letter would be null and void if any thing found wrong in my verification check and legal action will be taken against me."
Ram Chauhan,
Sr. HR Recruiter
8802858277
From India, New Delhi
This in not ethical and possible to have instant reference check for all the candidates in case of bulk hiring, as this process is very lengthy process, before giving offer letter of letter of intent, however,Companies should add a column in there offer letters and ask the candidate to write it in his own handwriting "I understand that this offer letter would be null and void if any thing found wrong in my verification check and legal action will be taken against me."
Ram Chauhan,
Sr. HR Recruiter
8802858277
From India, New Delhi
Dear,
This in not ethical and possible to have instant reference check for all the candidates in case of bulk hiring, as this process is very lenthy process, before giving offer letter of letter of intent, however,Companies should add a column in there offer letters and ask the candidate to write it in his own handwriting "I understand that this offer letter would be null and void if any thing found wrong in my verification check and legal action will be taken against me."
Ram Chauhan,
Sr. HR Recruiter
8802858277
From India, New Delhi
This in not ethical and possible to have instant reference check for all the candidates in case of bulk hiring, as this process is very lenthy process, before giving offer letter of letter of intent, however,Companies should add a column in there offer letters and ask the candidate to write it in his own handwriting "I understand that this offer letter would be null and void if any thing found wrong in my verification check and legal action will be taken against me."
Ram Chauhan,
Sr. HR Recruiter
8802858277
From India, New Delhi
Hi
We are bangalore based limited company into all kinds of verification PAN India .
Please do contact me if you would like to outsource any kind of verification all over india.
we do :
address verification
pre and post employement verification
criminal verification
education verification
cibil verification
company verification
Do mail me at
or 
Thanks and regards
Anuj Jain
From India, Bangalore
We are bangalore based limited company into all kinds of verification PAN India .
Please do contact me if you would like to outsource any kind of verification all over india.
we do :
address verification
pre and post employement verification
criminal verification
education verification
cibil verification
company verification
Do mail me at
Thanks and regards
Anuj Jain
From India, Bangalore
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