Dear all,
I am working as an HR Executive at Akshay Software Technologies, and we are conducting interviews for outstation IT candidates over the phone. However, after the 2nd round of interviews, we received feedback from the client that someone else was answering on behalf of the candidates. This suggests that during the telephone interviews, a different person is responding, and then someone else entirely is joining the company. How can we address this issue of fake candidates? I kindly request suggestions via email at kale.chaitali36@gmail.com.
Thank you.
From India, Mumbai
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I am working as an HR Executive at Akshay Software Technologies, and we are conducting interviews for outstation IT candidates over the phone. However, after the 2nd round of interviews, we received feedback from the client that someone else was answering on behalf of the candidates. This suggests that during the telephone interviews, a different person is responding, and then someone else entirely is joining the company. How can we address this issue of fake candidates? I kindly request suggestions via email at kale.chaitali36@gmail.com.
Thank you.
From India, Mumbai
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Hi,
When conducting a video interview, make sure to request or instruct the candidate to use a webcam for the interview. It is important to warn candidates about any malpractices, as this behavior is not only illegal but also unethical. If necessary, gather evidence and consider taking legal action.
Thank you.
From Kuwait, Salmiya
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32When conducting a video interview, make sure to request or instruct the candidate to use a webcam for the interview. It is important to warn candidates about any malpractices, as this behavior is not only illegal but also unethical. If necessary, gather evidence and consider taking legal action.
Thank you.
From Kuwait, Salmiya
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Not quite. I was once given an offer from one of the top 2 IT companies only on the basis of a written test and a couple of telephonic interviews. But this was before video conferencing became widespread. When you have large numbers to meet, companies need to be innovative to shorten the recruitment process and still maintain the quality of candidates. If you have a fairly robust performance management system, recruitment errors can always be managed. A good background verification process will also make the system more watertight.
From Netherlands
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From Netherlands
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Hi Chaitali,
Mr. Balaji is absolutely right because, in various sectors, outstation interviews are conducted via video conference after clearing 2-3 stages of telephonic rounds. This approach helps in identifying the right candidate effectively. Therefore, I recommend that you suggest this idea to your management.
Anamika Mayekar
From India, Mumbai
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Mr. Balaji is absolutely right because, in various sectors, outstation interviews are conducted via video conference after clearing 2-3 stages of telephonic rounds. This approach helps in identifying the right candidate effectively. Therefore, I recommend that you suggest this idea to your management.
Anamika Mayekar
From India, Mumbai
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Dear Chaitali,
This kind of situation has been in practice in the recent past. Further, I would like to give some suggestions and at the same time, I would also like to know what is the radius of your hiring. I mean, do you consider candidates within the state or from any states in India?
Coming along with my experience, I can suggest you these things:
1. Some people are good at expressing themselves in writing but they fail in communicating face to face. Similarly, many people can convince through the telephone but fail to do so in personal interviews.
2. Take an initial interview on the telephone: do not give an appointment for that. You will get most of your information when you actually discuss things, not just letting the candidate speak. Ask open-ended questions.
3. No matter how far you are fooled on the telephone, always ensure to take the candidate through a personal face-to-face interview with HR and respective department leads as the final rounds before selecting.
4. If you have been in the practice of delivering appointment letters, a letter of intent will suffice, stating that subject to final appearance interviews.
5. Try to cross-question the candidates on their personal details in the resume, family, education, past experience, etc. The more you confuse them, the better you will get out of the candidate.
6. When you feel that you are being fooled, try to take the references, i.e., their past and present company numbers.
7. As other members said in this forum, SKYPE has become official and is already in practice for video interviews. So, propose this to your bosses. They will appreciate it.
In conclusion, if the candidate was referred by your company employee, you can understand that the candidate knows about your practices and recruitment process.
Good Luck!
From United Arab Emirates, Dubai
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This kind of situation has been in practice in the recent past. Further, I would like to give some suggestions and at the same time, I would also like to know what is the radius of your hiring. I mean, do you consider candidates within the state or from any states in India?
Coming along with my experience, I can suggest you these things:
1. Some people are good at expressing themselves in writing but they fail in communicating face to face. Similarly, many people can convince through the telephone but fail to do so in personal interviews.
2. Take an initial interview on the telephone: do not give an appointment for that. You will get most of your information when you actually discuss things, not just letting the candidate speak. Ask open-ended questions.
3. No matter how far you are fooled on the telephone, always ensure to take the candidate through a personal face-to-face interview with HR and respective department leads as the final rounds before selecting.
4. If you have been in the practice of delivering appointment letters, a letter of intent will suffice, stating that subject to final appearance interviews.
5. Try to cross-question the candidates on their personal details in the resume, family, education, past experience, etc. The more you confuse them, the better you will get out of the candidate.
6. When you feel that you are being fooled, try to take the references, i.e., their past and present company numbers.
7. As other members said in this forum, SKYPE has become official and is already in practice for video interviews. So, propose this to your bosses. They will appreciate it.
In conclusion, if the candidate was referred by your company employee, you can understand that the candidate knows about your practices and recruitment process.
Good Luck!
From United Arab Emirates, Dubai
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Hi!
I'm working in a manufacturing company, and as we know very well, there are all kinds of workers and laborers in the factory. Recently, the issue came to light that in our organization, those lower-class laborers and workers are displaying unwanted and degrading behavior. This includes posting graffiti, pathetic posts and pictures in washrooms, doors, and lifts, spitting tobacco, etc. We are unable to identify the culprit among the 600 workers.
The situation is worsening day by day and becoming intolerable as it is detrimental to the growth of the organization.
Please suggest a way to identify the right culprit so that we can punish them severely to set an example and prevent our organization from negative elements.
This is very urgent, and we need effective opinions. Thank you.
From Japan
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I'm working in a manufacturing company, and as we know very well, there are all kinds of workers and laborers in the factory. Recently, the issue came to light that in our organization, those lower-class laborers and workers are displaying unwanted and degrading behavior. This includes posting graffiti, pathetic posts and pictures in washrooms, doors, and lifts, spitting tobacco, etc. We are unable to identify the culprit among the 600 workers.
The situation is worsening day by day and becoming intolerable as it is detrimental to the growth of the organization.
Please suggest a way to identify the right culprit so that we can punish them severely to set an example and prevent our organization from negative elements.
This is very urgent, and we need effective opinions. Thank you.
From Japan
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What the laborers do is quite unethical and cannot be accepted at any cost. Surprisingly, when one employee calls or considers the other employees as "lower class, culprit, and bad elements," it shows the attitude of the company and reflects the organizational culture. It is the management who needs to look into it and handle it to its best.
From India, Hyderabad
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From India, Hyderabad
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Hi, Readers,
I agree with Gomathy's opinion, although it is a disciplinary issue of spoiling the employer's property, which is unacceptable. However, using degrading words like "Lower Class" is also unacceptable. It shows a casteist mindset still pervading in minds considering physical laborers as lower class.
@ Sanjay,
As I understand, laborers are uneducated and untrained in workplace behavior. In such a situation, HR can take the following appropriate actions:
- HR can arrange workplace behavior training suitable to their understanding.
- Sensitize the workforce to the importance of cleanliness.
- Place signboards in the local language requesting not to litter the place.
- Speak to the trade union representative (if any) to encourage employee cooperation.
- Hire cleaning staff to remove such graffiti.
- Discourage chewing of tobacco during work hours or at work premises (same rule as No Smoking).
- Provide sufficient spittoons at the workplace to avoid coloring of walls.
- Install CCTV cameras to monitor and reprimand any unacceptable behavior.
It's difficult to monitor 600+ laborers to discipline them. Penalizing one or a bunch of them will not solve the problem; in fact, it may increase the issue along with other reactive behavior towards management.
From Kuwait, Salmiya
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I agree with Gomathy's opinion, although it is a disciplinary issue of spoiling the employer's property, which is unacceptable. However, using degrading words like "Lower Class" is also unacceptable. It shows a casteist mindset still pervading in minds considering physical laborers as lower class.
@ Sanjay,
As I understand, laborers are uneducated and untrained in workplace behavior. In such a situation, HR can take the following appropriate actions:
- HR can arrange workplace behavior training suitable to their understanding.
- Sensitize the workforce to the importance of cleanliness.
- Place signboards in the local language requesting not to litter the place.
- Speak to the trade union representative (if any) to encourage employee cooperation.
- Hire cleaning staff to remove such graffiti.
- Discourage chewing of tobacco during work hours or at work premises (same rule as No Smoking).
- Provide sufficient spittoons at the workplace to avoid coloring of walls.
- Install CCTV cameras to monitor and reprimand any unacceptable behavior.
It's difficult to monitor 600+ laborers to discipline them. Penalizing one or a bunch of them will not solve the problem; in fact, it may increase the issue along with other reactive behavior towards management.
From Kuwait, Salmiya
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I think it won't be possible to find out who is the culprit among these many employees. Instead, you can arrange for some sort of training which includes basic etiquettes and norms to be followed while at work. They need to be explained the ill effects of chewing tobacco, and the training should focus on the behavioral aspects. They are low-level employees, so they might be difficult to manage, but you need to explain to them their importance for the organization as well as make them feel responsible for everything they do. A sense of belonging, if evoked in the employees, would lead to self-improvement.
A good training will surely help, and then you will have to check how effective it has been.
From China
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A good training will surely help, and then you will have to check how effective it has been.
From China
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Hi Sanjay,
I noticed that this is your first post here and that you have recently joined, so I understand how desperately you have been searching for a solution on the web.
Dealing with such scenarios can be really complicated and can turn into a nightmare. However, I believe I can suggest something that might help, and hopefully, you will receive some good responses here.
1. Circulate an internal office memo to departments or post it on notice boards to ensure that the message reaches all employees. This initial notice should alert employees about the actions that can be taken if anyone is found engaging in practices like chewing tobacco at work.
2. Set a deadline for addressing issues such as tobacco use, indecency in lifts and washrooms, etc.
3. Simultaneously, ensure that all areas are cleared of such items and activities. Also, identify the shift timings when the majority of labor works.
4. Designate HR Spocs (single points of contact) in each department who can assist in handling these matters and provide you with necessary information.
5. Once the areas are clean, consider appointing security personnel to identify individuals engaging in such behaviors and conduct random checks during shift timings.
6. While cameras may not be suitable for a factory environment, you can rely on HR Spocs and security personnel to assist you. The effectiveness will depend on how you manage these resources.
I believe these suggestions will be beneficial to you, and I am looking forward to seeing other responses in this forum. Good luck!
From United Arab Emirates, Dubai
Acknowledge(0)Amend(0)
I noticed that this is your first post here and that you have recently joined, so I understand how desperately you have been searching for a solution on the web.
Dealing with such scenarios can be really complicated and can turn into a nightmare. However, I believe I can suggest something that might help, and hopefully, you will receive some good responses here.
1. Circulate an internal office memo to departments or post it on notice boards to ensure that the message reaches all employees. This initial notice should alert employees about the actions that can be taken if anyone is found engaging in practices like chewing tobacco at work.
2. Set a deadline for addressing issues such as tobacco use, indecency in lifts and washrooms, etc.
3. Simultaneously, ensure that all areas are cleared of such items and activities. Also, identify the shift timings when the majority of labor works.
4. Designate HR Spocs (single points of contact) in each department who can assist in handling these matters and provide you with necessary information.
5. Once the areas are clean, consider appointing security personnel to identify individuals engaging in such behaviors and conduct random checks during shift timings.
6. While cameras may not be suitable for a factory environment, you can rely on HR Spocs and security personnel to assist you. The effectiveness will depend on how you manage these resources.
I believe these suggestions will be beneficial to you, and I am looking forward to seeing other responses in this forum. Good luck!
From United Arab Emirates, Dubai
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