Do companies store employees' data (e.g., letters, resumes, last company salary slips, candidate information sheets, etc.) even after the employee resigns from the company? If they do store the data, will they correlate the new data with the previous data if the employee wishes to rejoin the same company again?
From India
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1From India
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Yes companies does keep such records for a specific period of time. It is binding by law too on employers.
From India, Pune
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From India, Pune
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If someone has 6 years of experience listed in the past while they were an employee of the company, and now they are listing 5 years of experience when rejoining the same company, will HR compare the new candidate information sheet with the previous one in their records? If the data does not match, is there a possibility that the employee could be terminated?
From India
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From India
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My query is that...
Suppose a person named RAM joins a company named XYZ, showing 6 years of experience (some fake + some original). Later, he resigns to join another company. After a few years, RAM clears the interview at XYZ company, and he cracks the interview. They ask him to fill the candidate info sheet so that they can verify and issue an offer letter to him. But this time, RAM decides to go with only original experience (he provides only original experience + submits original experience letters).
Now, the question arises: will the staff of XYZ company relate the current Candidate Info Sheet with the previous data they have for RAM? If they do check, they will easily find out RAM was lying to them when he was with them in the past. In this scenario, is there any probability that he will not be hired again, or will the staff of XYZ consider the information on the current CIS?
From India
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Suppose a person named RAM joins a company named XYZ, showing 6 years of experience (some fake + some original). Later, he resigns to join another company. After a few years, RAM clears the interview at XYZ company, and he cracks the interview. They ask him to fill the candidate info sheet so that they can verify and issue an offer letter to him. But this time, RAM decides to go with only original experience (he provides only original experience + submits original experience letters).
Now, the question arises: will the staff of XYZ company relate the current Candidate Info Sheet with the previous data they have for RAM? If they do check, they will easily find out RAM was lying to them when he was with them in the past. In this scenario, is there any probability that he will not be hired again, or will the staff of XYZ consider the information on the current CIS?
From India
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Data Storage.pdf
Employee Data - Format.xls
Background Verification Form.doc