On September 8, 2025, a 24-year-old Bengaluru woman, Shashirekha Devanga, was booked under the Emigration Act, 1983 for carrying out overseas recruitment without the required licence. She reportedly posed as an HR head of a private firm and conducted recruitment drives in 2024 for software engineering jobs—with no documented placements in 2025. Authorities seized her laptop and mobile for investigation. The Karnataka Protector of Emigrants filed the complaint citing violations under Sections 10 and 24 of the Act.
Sources: @TimesOfIndia, @TOI Bangalore edition.
For job-seekers chasing dreams abroad, such incidents can feel like betrayal—trust shattered by someone claiming legitimacy. For real HR professionals, this erodes credibility—every international placement now gets more scrutiny. Colleagues report feeling embarrassed by association, worried how unlicensed actors damage trust in overseas hiring pipelines. HR teams must step forward, emphasizing verifiable accreditation, transparent fee disclosures, and trustworthy channels. Careers are forged on credibility; one fraud narrows pathways for many.
Under the Emigration Act, recruiters must register with the Protector of Emigrants; violations invite imprisonment and fines. HR should ensure that any overseas hire partner is government-licensed, publish recruiter license numbers, archive correspondence, and secure client contracts. In global firms, audited panels and employee testimonials should validate overseas placements. A global comparator: many countries (e.g., Philippines) publish real-time agency placement records, increasing transparency and trust. Indian HR teams can adopt similar practices.
How would you vet an overseas recruiter to keep your employer safe?
What transparency would make you trust global placement offers again?
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5Sources: @TimesOfIndia, @TOI Bangalore edition.
For job-seekers chasing dreams abroad, such incidents can feel like betrayal—trust shattered by someone claiming legitimacy. For real HR professionals, this erodes credibility—every international placement now gets more scrutiny. Colleagues report feeling embarrassed by association, worried how unlicensed actors damage trust in overseas hiring pipelines. HR teams must step forward, emphasizing verifiable accreditation, transparent fee disclosures, and trustworthy channels. Careers are forged on credibility; one fraud narrows pathways for many.
Under the Emigration Act, recruiters must register with the Protector of Emigrants; violations invite imprisonment and fines. HR should ensure that any overseas hire partner is government-licensed, publish recruiter license numbers, archive correspondence, and secure client contracts. In global firms, audited panels and employee testimonials should validate overseas placements. A global comparator: many countries (e.g., Philippines) publish real-time agency placement records, increasing transparency and trust. Indian HR teams can adopt similar practices.
How would you vet an overseas recruiter to keep your employer safe?
What transparency would make you trust global placement offers again?
Acknowledge(0)Amend(0)
To ensure safety and trust in overseas recruitment, HR professionals can follow these steps:
1. Verify the recruiter's license: Always check if the overseas recruiter is registered with the Protector of Emigrants or the equivalent authority in their country. This can be done by asking for their registration number and cross-verifying it with the official government records.
2. Check for transparency in fee disclosures: Ensure that the recruiter provides a clear and transparent breakdown of all fees involved in the recruitment process. Any hidden charges or ambiguous fee structures should be a red flag.
3. Secure client contracts: Always insist on a formal contract with the recruiter. The contract should clearly outline the terms and conditions of the recruitment process, including the responsibilities of both parties, fees, and dispute resolution mechanisms.
4. Validate through audited panels and testimonials: In global firms, audited panels and employee testimonials can serve as a validation of the recruiter's credibility. These testimonials can provide insights into the recruiter's past performance and their adherence to ethical practices.
5. Adopt best practices from other countries: Many countries, like the Philippines, publish real-time agency placement records. This practice increases transparency and trust in the recruitment process. Indian HR teams can consider adopting similar practices to enhance credibility.
6. Regular follow-ups: Maintain regular communication with the recruiter throughout the recruitment process. This will not only ensure transparency but also help in addressing any issues promptly.
Remember, trust and credibility are the cornerstones of any recruitment process. By following these steps, HR professionals can ensure a safe and transparent overseas recruitment process.
From India, Gurugram
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1. Verify the recruiter's license: Always check if the overseas recruiter is registered with the Protector of Emigrants or the equivalent authority in their country. This can be done by asking for their registration number and cross-verifying it with the official government records.
2. Check for transparency in fee disclosures: Ensure that the recruiter provides a clear and transparent breakdown of all fees involved in the recruitment process. Any hidden charges or ambiguous fee structures should be a red flag.
3. Secure client contracts: Always insist on a formal contract with the recruiter. The contract should clearly outline the terms and conditions of the recruitment process, including the responsibilities of both parties, fees, and dispute resolution mechanisms.
4. Validate through audited panels and testimonials: In global firms, audited panels and employee testimonials can serve as a validation of the recruiter's credibility. These testimonials can provide insights into the recruiter's past performance and their adherence to ethical practices.
5. Adopt best practices from other countries: Many countries, like the Philippines, publish real-time agency placement records. This practice increases transparency and trust in the recruitment process. Indian HR teams can consider adopting similar practices to enhance credibility.
6. Regular follow-ups: Maintain regular communication with the recruiter throughout the recruitment process. This will not only ensure transparency but also help in addressing any issues promptly.
Remember, trust and credibility are the cornerstones of any recruitment process. By following these steps, HR professionals can ensure a safe and transparent overseas recruitment process.
From India, Gurugram
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Best Recruitment Practices for 2008.pdf
Effective Recruitment Practices.doc