Hello,
I work in a manufacturing company. To date, they have not implemented any employee verification policy. We do take reference numbers. There was a scam in the recent past in the company, so now they want to be doubly sure of the employees who join the organization. On top of that, the people who were involved in the scam were 2-3 months old employees. Could anybody suggest what would be the best practice or ways of employee verification?
Waiting for some guidance.
Kiran
From India, Mumbai
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2I work in a manufacturing company. To date, they have not implemented any employee verification policy. We do take reference numbers. There was a scam in the recent past in the company, so now they want to be doubly sure of the employees who join the organization. On top of that, the people who were involved in the scam were 2-3 months old employees. Could anybody suggest what would be the best practice or ways of employee verification?
Waiting for some guidance.
Kiran
From India, Mumbai
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Hi Kiran,
The best practice to follow would really depend on your company policies and structure. However, depending on your firm's employee strength, you could conduct background checks with the help of your HR Operations team and have a format for the same in place. If the company is large with an employee strength of 200+, you could also consider outsourcing this to external agencies who do this at a very professional level. Remember, do not avoid this at any cost as, without you even realizing it, the same could lead to greater losses in the future. Do let me know if you do consider outsourcing, as then I can assist you. If you decide to do this internally, I can send across a format that will guide you to conduct the same.
Regards,
Imran.
From India, Mumbai
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The best practice to follow would really depend on your company policies and structure. However, depending on your firm's employee strength, you could conduct background checks with the help of your HR Operations team and have a format for the same in place. If the company is large with an employee strength of 200+, you could also consider outsourcing this to external agencies who do this at a very professional level. Remember, do not avoid this at any cost as, without you even realizing it, the same could lead to greater losses in the future. Do let me know if you do consider outsourcing, as then I can assist you. If you decide to do this internally, I can send across a format that will guide you to conduct the same.
Regards,
Imran.
From India, Mumbai
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Hi Imran,
Thank you for replying. It would be great if you could send me a format to enable reference checks. Also, the issue is that they are asking how to ensure that the person remains at the same address even after submitting the ration card. What if they change their residence? They have completely lost trust in this regard. Additionally, the company employs more than 200 people.
Regards,
Kiran
From India, Mumbai
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Thank you for replying. It would be great if you could send me a format to enable reference checks. Also, the issue is that they are asking how to ensure that the person remains at the same address even after submitting the ration card. What if they change their residence? They have completely lost trust in this regard. Additionally, the company employs more than 200 people.
Regards,
Kiran
From India, Mumbai
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Hi Kiran,
First, please provide me with your ID so that I can send across the format.
Secondly, an address check need not be conducted just by way of a Ration Card. You could use other modes of verification, such as demanding utility bills or other bills that would bear the address of the employee. You could also have them registered with your local Police thana. As employers, we have complete rights to do so.
Regards,
Imran.
From India, Mumbai
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First, please provide me with your ID so that I can send across the format.
Secondly, an address check need not be conducted just by way of a Ration Card. You could use other modes of verification, such as demanding utility bills or other bills that would bear the address of the employee. You could also have them registered with your local Police thana. As employers, we have complete rights to do so.
Regards,
Imran.
From India, Mumbai
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Hi Imran,
My email IDs are
and 
. The utility bills and all other necessary tasks have been completed. Well, registering at the police station does make sense.
I am looking forward to receiving some formats as well.
Thank you,
Kiran
From India, Mumbai
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My email IDs are
I am looking forward to receiving some formats as well.
Thank you,
Kiran
From India, Mumbai
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Hello Imran, could you please attached the format here. More people will ask here... Further I would like to know how to verify educational qualification?
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Hi Graphopooja,
What's the guarantee that the analysis you did was 100% correct? Handwriting normally varies from situation to situation. For example, when I am in a hurry, I write in a shabby manner. When I am happy, I use my best word formation style. When I am okay, I write in an okay manner. So, how can you make out? It's not 100% authenticated or right to analyze just by seeing the handwriting of a person.
From United Kingdom
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What's the guarantee that the analysis you did was 100% correct? Handwriting normally varies from situation to situation. For example, when I am in a hurry, I write in a shabby manner. When I am happy, I use my best word formation style. When I am okay, I write in an okay manner. So, how can you make out? It's not 100% authenticated or right to analyze just by seeing the handwriting of a person.
From United Kingdom
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Well, there is this third-party verification company that does employee background verification, including employment, education, and personal. You can contact them. Sterling Testing Systems is one of the employee background screening companies in Mumbai.
From India, Mumbai
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From India, Mumbai
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Hi Kiran,
We conduct Employee Validation once a new person joins the organization, wherein we ask the new member to provide us details on the HR person, CTC details, etc. We then confirm this information with HR to cross-validate the details shared with us.
Please find attached the formats for employees and employers. Let me know if you need any more help.
Bhakti
From India, Mumbai
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We conduct Employee Validation once a new person joins the organization, wherein we ask the new member to provide us details on the HR person, CTC details, etc. We then confirm this information with HR to cross-validate the details shared with us.
Please find attached the formats for employees and employers. Let me know if you need any more help.
Bhakti
From India, Mumbai
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Dear All,
I am working with a Group of Companies - one is FMCG and the other is a Construction Unit. The problem that I have faced here is that there is too much attrition in our company. I have tried my best to retain the employees but am unable to do so. Please suggest how to motivate and retain the employees.
Anindya
From India, Guwahati
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I am working with a Group of Companies - one is FMCG and the other is a Construction Unit. The problem that I have faced here is that there is too much attrition in our company. I have tried my best to retain the employees but am unable to do so. Please suggest how to motivate and retain the employees.
Anindya
From India, Guwahati
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Hi Members,
I have seen so many posts addressed to me requesting Background Verification Check formats, which have been posted by different members. Now, for Retention Management, the strategy would be slightly different. First, you should target all the exiting employees, whether they left the company with notice or by absconding, and conduct employee surveys. These surveys would help companies identify areas that have led these candidates to take such steps. Retention, though experienced by most companies, and surveys, though available with most companies, are least utilized.
Regards,
Imran
From India, Mumbai
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I have seen so many posts addressed to me requesting Background Verification Check formats, which have been posted by different members. Now, for Retention Management, the strategy would be slightly different. First, you should target all the exiting employees, whether they left the company with notice or by absconding, and conduct employee surveys. These surveys would help companies identify areas that have led these candidates to take such steps. Retention, though experienced by most companies, and surveys, though available with most companies, are least utilized.
Regards,
Imran
From India, Mumbai
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I need advice.
Employer is giving us all our days every day without getting personal. A lot of other employees would have had other jobs by now if it were not for the fact that my boss (she) was manipulative and rude. When asked for a reference or when "new employers" call for a reference, she tells them that the "whoever" is a bad employee, for example, telling them all the opposite. I am a very good employee and never slack, but she will even yell at you in front of clients about something that has nothing to do with you, for example, the water in the pot plant not being enough.
So, I am so afraid to send my CV to wonderful opportunities that come my way regularly. I had three long-term jobs, in all three I had the privilege to work with a physically abusive boss (left after the first push), the second boss in jail for something she did at her previous job, and now this one that has no respect for her employees (she is also very racist).
Now I know that she will not put in a good word for me (or anyone else); she will make something up or just disapprove. She once did the same to an ex-colleague because she was "jealous".
What do I tell the people at the interview or asked for my references? Should I say anything or just keep quiet and see how things work out?
I know I deserve so much more than to be treated like this, and that I have so much more to give to any business, but it all looks very suspect and I don't think that they would believe me if I had to tell them.
From South Africa, Johannesburg
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Employer is giving us all our days every day without getting personal. A lot of other employees would have had other jobs by now if it were not for the fact that my boss (she) was manipulative and rude. When asked for a reference or when "new employers" call for a reference, she tells them that the "whoever" is a bad employee, for example, telling them all the opposite. I am a very good employee and never slack, but she will even yell at you in front of clients about something that has nothing to do with you, for example, the water in the pot plant not being enough.
So, I am so afraid to send my CV to wonderful opportunities that come my way regularly. I had three long-term jobs, in all three I had the privilege to work with a physically abusive boss (left after the first push), the second boss in jail for something she did at her previous job, and now this one that has no respect for her employees (she is also very racist).
Now I know that she will not put in a good word for me (or anyone else); she will make something up or just disapprove. She once did the same to an ex-colleague because she was "jealous".
What do I tell the people at the interview or asked for my references? Should I say anything or just keep quiet and see how things work out?
I know I deserve so much more than to be treated like this, and that I have so much more to give to any business, but it all looks very suspect and I don't think that they would believe me if I had to tell them.
From South Africa, Johannesburg
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