Hi,
I would like to know how much weightage you give to the reports provided by the vendors on previous employment and educational background.
If you come across a situation where an employee has forged documents, and you are required to take action against them, please suggest actions that can be taken against former employees who have managed to secure jobs elsewhere by providing false information about their salary, duration, and designation during their time with your organization.
I work for a software product company based in Hyderabad.
Regards,
Ravikanth
From India, Hyderabad
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I would like to know how much weightage you give to the reports provided by the vendors on previous employment and educational background.
If you come across a situation where an employee has forged documents, and you are required to take action against them, please suggest actions that can be taken against former employees who have managed to secure jobs elsewhere by providing false information about their salary, duration, and designation during their time with your organization.
I work for a software product company based in Hyderabad.
Regards,
Ravikanth
From India, Hyderabad
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Dear Ravikanth,
As far as I am aware, there isn't anything that the previous organization can do in terms of legal action against the erring candidate. Legal action can be taken only by the hiring organization. So the best suggestion for you would be to inform the hiring organization regarding the situation and suggest if you would like any action taken, either legal or just not hiring the candidate. The final action would, however, depend on the hiring organization.
If a pre-employment screening (PES) company is conducting the screening exercise for the hiring company, the PES company will be informing the hiring organization about the inconsistency anyway. Organizations usually prefer to just not hire the candidate and not take harsh measures such as legal action. I hope this gives you a general idea.
Regards,
Leena
From India, Delhi
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3As far as I am aware, there isn't anything that the previous organization can do in terms of legal action against the erring candidate. Legal action can be taken only by the hiring organization. So the best suggestion for you would be to inform the hiring organization regarding the situation and suggest if you would like any action taken, either legal or just not hiring the candidate. The final action would, however, depend on the hiring organization.
If a pre-employment screening (PES) company is conducting the screening exercise for the hiring company, the PES company will be informing the hiring organization about the inconsistency anyway. Organizations usually prefer to just not hire the candidate and not take harsh measures such as legal action. I hope this gives you a general idea.
Regards,
Leena
From India, Delhi
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