Hello. As I am new, I don't have any idea, so seniors, please guide me.
If an employee working at my company leaves or is fired and then applies to another company, the other company's HR calls us for reference checking. In this situation, what information should be disclosed to them? Should I also disclose the reason why that person was fired or left?
From India, Jaipur
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10If an employee working at my company leaves or is fired and then applies to another company, the other company's HR calls us for reference checking. In this situation, what information should be disclosed to them? Should I also disclose the reason why that person was fired or left?
From India, Jaipur
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I think you should not disclose your internal matters, especially if it could hinder his career - whatever the issue may be. You can inform the agency that he has resigned for better prospects. Instead of punishing him for his mistakes, you can impose a suitable penalty within the limits of his earnings.
From India, Mumbai
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From India, Mumbai
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You can share the following details:
1. Employee name
2. Designation and the time period he served in your office
3. His CTC details
4. Projects he had worked on (if needed)
Please refrain from commenting on any negative factors about the employee as it could impact his future career and pose a barrier to joining new companies.
Regards,
Matheen.R
From India, Madras
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1. Employee name
2. Designation and the time period he served in your office
3. His CTC details
4. Projects he had worked on (if needed)
Please refrain from commenting on any negative factors about the employee as it could impact his future career and pose a barrier to joining new companies.
Regards,
Matheen.R
From India, Madras
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Hi friend,
Here is what you can disclose:
- Employee Name
- Employee ID
- Employee Designation
- Employment Status
- Salary
- Attitude
- Roles and Responsibilities
- Employee Reporting head name
- Reason for resignation
- Period of work
- Any plans of re-hiring the candidate
- Reason behind employee resignation
Request you not to reveal negative comments on the candidate as it may cost his/her future. If the candidate has done something that cannot be hidden (like stealing company assets and other illegal acts, abscondism, bad attitude spoiling the work environment, Sexual harassment, Physical violence, Falsifies information on his/her experience during recruitment etc.) then yes there are companies that disclose it such that the next hiring company doesn't face the same situation that they have faced with the employee. They even produce the documented proof as evidence.
- Babu
From India, Madras
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Here is what you can disclose:
- Employee Name
- Employee ID
- Employee Designation
- Employment Status
- Salary
- Attitude
- Roles and Responsibilities
- Employee Reporting head name
- Reason for resignation
- Period of work
- Any plans of re-hiring the candidate
- Reason behind employee resignation
Request you not to reveal negative comments on the candidate as it may cost his/her future. If the candidate has done something that cannot be hidden (like stealing company assets and other illegal acts, abscondism, bad attitude spoiling the work environment, Sexual harassment, Physical violence, Falsifies information on his/her experience during recruitment etc.) then yes there are companies that disclose it such that the next hiring company doesn't face the same situation that they have faced with the employee. They even produce the documented proof as evidence.
- Babu
From India, Madras
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Dear Neha, Sending you the sample and the area of background verification. This format has been downloaded from the internet. Hope this will help you. Regard’s Shaikh
From India, Bhubaneswar
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From India, Bhubaneswar
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Dear Neha,
Here's a script followed by an industry leader during the background verifaction. You may not answer all the questions depending on the confidentiality to be maintained by your organization. However, you may choose to validate, what you have been asked. As suggested by other members, please avoid any subjective feedback. Keep it purely data oriented and factual.
Moreover, if you have fired an employee, you must have issued a clearance letter. Have you mentioned the reason for the change in the employment status, with the company? Most of the time, those letters do not share any details about termination. Since you have not issued it in writing, please keep it safe and do not give any such information verbally.
Incase, the employee had done something terminally wrong and you had to publish it in the news paper as fraudulent activity. Then the matter stands different. If the termination had been due to an internal dissonance , please avoid talking about it. You have already set it even by terminating the employee.
POTENTIAL QUESTIONS
Regards,
(Cite Contribution)
From India, Mumbai
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Here's a script followed by an industry leader during the background verifaction. You may not answer all the questions depending on the confidentiality to be maintained by your organization. However, you may choose to validate, what you have been asked. As suggested by other members, please avoid any subjective feedback. Keep it purely data oriented and factual.
Moreover, if you have fired an employee, you must have issued a clearance letter. Have you mentioned the reason for the change in the employment status, with the company? Most of the time, those letters do not share any details about termination. Since you have not issued it in writing, please keep it safe and do not give any such information verbally.
Incase, the employee had done something terminally wrong and you had to publish it in the news paper as fraudulent activity. Then the matter stands different. If the termination had been due to an internal dissonance , please avoid talking about it. You have already set it even by terminating the employee.
POTENTIAL QUESTIONS
- Can you please verify that [Name of Applicant] was an employee with your Company from [Insert Date] to [Insert Date]?
- What type of work did [Name of Applicant] do?
- Were [his/her] earnings $[Enter yearly salary]? Were there any bonus or incentive plans?
- Why did [Name of Applicant] leave your organization?
- How would you rate [Name of Applicant]’s overall job performance on a scale of 1 to 10, with 10 being the highest, compared with others you observed in a similar capacity?
- How did [Name of Applicant]’s last job performance review go? What were the strengths and weaknesses cited in the evaluation?
- What do you feel were [Name of Applicant]’s major accomplishments with your company?
- What is the biggest change you’ve observed in [Name of Applicant]’s performance while with your Company? Where has there been the most growth or development?
- How did [Name of Applicant] handle [himself/herself] in times of conflict? Can you provide me with an example?
- What other person(s) know [Name of Applicant]? May I have their name, title, and business phone number?
Regards,
(Cite Contribution)
From India, Mumbai
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Thanks a lot for your instant replies.
If I am asked why the employee left or why he was fired, my answer is, "He was a trainee and he could not perform well, so he was fired. This, of course, is negative feedback for him and it can be a barrier for his future." What should be done in this case?
From India, Jaipur
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If I am asked why the employee left or why he was fired, my answer is, "He was a trainee and he could not perform well, so he was fired. This, of course, is negative feedback for him and it can be a barrier for his future." What should be done in this case?
From India, Jaipur
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Hi Neha,
The future of a candidate often relies on the type of reference we provide. Just think from this perspective: if you are selected somewhere but your last employer's perception was negative, and they provide all negative feedback, how would it impact you?
Similarly, if a trainee underperforms and you pass on this negative feedback to a potential employer, it could hinder the individual's progress. Unless there is a serious issue such as theft, sexual harassment, physical harassment, violence, or similar offenses, one should refrain from making negative remarks.
Some may question why honesty shouldn't prevail in such cases. The answer lies in the fact that our perception of a candidate may differ from that of the next employer. Just because someone didn't perform well in our company doesn't mean they shouldn't be given another chance.
If you have already provided a reference, unfortunately, nothing can be done. :(
Thank you.
From India, Delhi
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The future of a candidate often relies on the type of reference we provide. Just think from this perspective: if you are selected somewhere but your last employer's perception was negative, and they provide all negative feedback, how would it impact you?
Similarly, if a trainee underperforms and you pass on this negative feedback to a potential employer, it could hinder the individual's progress. Unless there is a serious issue such as theft, sexual harassment, physical harassment, violence, or similar offenses, one should refrain from making negative remarks.
Some may question why honesty shouldn't prevail in such cases. The answer lies in the fact that our perception of a candidate may differ from that of the next employer. Just because someone didn't perform well in our company doesn't mean they shouldn't be given another chance.
If you have already provided a reference, unfortunately, nothing can be done. :(
Thank you.
From India, Delhi
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Dear Neha,
There may be several reasons for which "Trainee" could not perform, and there may be some issues from the employer's side. Have you prepared a development plan to minimize the performance gap? It is the duty of every employer to take care of its employees for future growth and prospects. I would request you to think logically and function as a human being.
Hope this will help you.
Regards,
Shaikh
From India, Bhubaneswar
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There may be several reasons for which "Trainee" could not perform, and there may be some issues from the employer's side. Have you prepared a development plan to minimize the performance gap? It is the duty of every employer to take care of its employees for future growth and prospects. I would request you to think logically and function as a human being.
Hope this will help you.
Regards,
Shaikh
From India, Bhubaneswar
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