Reasons Leading to Fake Experience
I would like to address some scenarios where candidates feel compelled to fabricate their experience due to certain situations:
1) Working for a company for several years, but not receiving experience letters upon leaving, leaving them with no choice but to resort to falsifying their experience. What options do they have in such cases?
2) At a company (let's call it X Company), a disagreement with the manager, which was the manager's fault, led to an abrupt dismissal without notice. In such circumstances, pursuing legal action is not viable due to financial constraints.
3) Being promised a development project but being assigned to a support role instead. When resigning from such a position, the next employer questions the short duration of the previous employment.
4) Initially informed of a 6-month training program, only to be put directly into work responsibilities.
5) Told to work 8 hours a day, but pressured to extend working hours to 12.
6) Recruited for a technology (let's say X Technology) of interest, only to be assigned to something else within the company.
These are some of the challenges that may lead individuals to consider falsifying their work experience.
From India, Hyderabad
I would like to address some scenarios where candidates feel compelled to fabricate their experience due to certain situations:
1) Working for a company for several years, but not receiving experience letters upon leaving, leaving them with no choice but to resort to falsifying their experience. What options do they have in such cases?
2) At a company (let's call it X Company), a disagreement with the manager, which was the manager's fault, led to an abrupt dismissal without notice. In such circumstances, pursuing legal action is not viable due to financial constraints.
3) Being promised a development project but being assigned to a support role instead. When resigning from such a position, the next employer questions the short duration of the previous employment.
4) Initially informed of a 6-month training program, only to be put directly into work responsibilities.
5) Told to work 8 hours a day, but pressured to extend working hours to 12.
6) Recruited for a technology (let's say X Technology) of interest, only to be assigned to something else within the company.
These are some of the challenges that may lead individuals to consider falsifying their work experience.
From India, Hyderabad
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But they will move to other then?
7) Why should I give my personal property to the company for a bank statement?
8) Some companies fire during rescission, so how can I fill the gap?
9) The company wants me to join in only 15 days, but my notice period is 3 months. Even in your company, it is also 3 months, but you ask to join in 15 days.
10) What if my previous company closed due to a lack of projects?
11) What if my previous company was involved in giving fake experience by taking huge money?
Like this, there are hundreds of problems from a candidate's perspective. Who will answer all these?
The government has to follow some standards to address all these issues. If a company hires a candidate, whether fake or genuine, they need to keep the promises made. If they want to do any verification, it has to be done before the offer letter is released.
From India, Hyderabad
7) Why should I give my personal property to the company for a bank statement?
8) Some companies fire during rescission, so how can I fill the gap?
9) The company wants me to join in only 15 days, but my notice period is 3 months. Even in your company, it is also 3 months, but you ask to join in 15 days.
10) What if my previous company closed due to a lack of projects?
11) What if my previous company was involved in giving fake experience by taking huge money?
Like this, there are hundreds of problems from a candidate's perspective. Who will answer all these?
The government has to follow some standards to address all these issues. If a company hires a candidate, whether fake or genuine, they need to keep the promises made. If they want to do any verification, it has to be done before the offer letter is released.
From India, Hyderabad
The government has to take strict action against companies that lie during candidate recruitment. There should be a list of blacklisted companies if they mistreat employees in NASSCOM. If companies attempt to harm candidates' futures by keeping them in the NSR for a lifetime, there will be a day when employees will retaliate against the IT companies.
My suggestion to all IT companies: please conduct background checks before issuing offer letters because IT professionals are often financially vulnerable. Once they secure a job, they have high hopes. Therefore, it is essential to conduct background checks before extending an offer letter if you are interested.
I am writing this after seeing a friend cry over losing a job at X company just after relocating his family. If any recruiter, HR personnel, or anyone else has the courage to provide a perfect answer, please reply.
From India, Hyderabad
My suggestion to all IT companies: please conduct background checks before issuing offer letters because IT professionals are often financially vulnerable. Once they secure a job, they have high hopes. Therefore, it is essential to conduct background checks before extending an offer letter if you are interested.
I am writing this after seeing a friend cry over losing a job at X company just after relocating his family. If any recruiter, HR personnel, or anyone else has the courage to provide a perfect answer, please reply.
From India, Hyderabad
All you said is right. It's by nature that any entity or individual will safeguard its/his/her interest first and think of anything else. Now we, as individuals, have to be smart enough to accommodate ourselves to such situations. Either you stick to the policy that you won't show fake experience or else you should be prepared to face the worst of the situations arising out of that.
There is no company or individual who is 100% clean, no matter how big they are or no matter how they brag about their credentials. Believe in yourself and act as per the situation demands. That is all I can infer from the experience that I have gained from at least 7-8 companies including public sector (Govt.), Indian-based MNCs, and other MNCs as well. None of them are different from the other.
From India, Madras
There is no company or individual who is 100% clean, no matter how big they are or no matter how they brag about their credentials. Believe in yourself and act as per the situation demands. That is all I can infer from the experience that I have gained from at least 7-8 companies including public sector (Govt.), Indian-based MNCs, and other MNCs as well. None of them are different from the other.
From India, Madras
Work Experience shall not be faked.
Majority of Instances you posted in your query is lack of proof of work experience. Which shall be honestly conveyed by the candidate to HR personnel.
Usually candidate appears to be holier than thou to prove innocently why they seeking a better job in short period of time. Nowdays, employees have become arrogant and greedy with regards to high salary prospects.
Seeking better prospects is not a sin, but there has to be some sense of stability, respect and integrity towards the company and own self respect. I have come across pathetic professionals who are ready to jump jobs moment they join a company. Just because they dint like the infrastructure, bosses, colleagues (no pretty girls or hunky boys) or came across a tempting offer from another company.
This attitude of “Who-cares” has affected recruitment costs and efficiency of an organization. After jumping jobs, when these candidates realize their foolishness, they resort to faking experiences to prove their credibility.
There are various ways to prove work experiences, lack of documentation shall be explained by the candidate.
Bank statements providing previous salary information is a not a very personal document, when a candidate has legal source of incomes and taxes paid duly, one shall not be afraid from providing bank statements to substantiate previous salary received.
If a company does not provide relieving letter, reason shall be ascertained. Candidate can provide reason in writing and relevant professional reference to support work experience claims.
Family relocation, Medial leaves, education gaps are acceptable reasons for HR to consider reasons of living with substantiated proofs.
When employee is hired, contracts are signed by them in complete sanity. Clauses in the contract states, services of the employee shall be used as per management’s discretion depending on prevailing situations in the company. Employee shall take effort to read the contract and understand its implication in long term.
When a person commits to a company, they shall commit in good faith and fliexibility. If they are so ambitious and particular fixed and rigid headed with idea of working on a particular platform only, then they shall start their own company and throw tantrums around. Employee must take initative and adapt to changing situation, wherein if they are required to work for certain amount of time on mutual understanding with the management then its not a reason to leave.
I find it very absurd for those candidate who leave within one year of employment with judgement that, they were not provided challenging assignments, poor work culture, lack of growth, poor pay grade.
If a candidate is cheated entirely from day one in violation of terms and clauses stated in offer contract, then candidate has valid reason to resign with valid documented proof.
From Kuwait, Salmiya
30Majority of Instances you posted in your query is lack of proof of work experience. Which shall be honestly conveyed by the candidate to HR personnel.
Usually candidate appears to be holier than thou to prove innocently why they seeking a better job in short period of time. Nowdays, employees have become arrogant and greedy with regards to high salary prospects.
Seeking better prospects is not a sin, but there has to be some sense of stability, respect and integrity towards the company and own self respect. I have come across pathetic professionals who are ready to jump jobs moment they join a company. Just because they dint like the infrastructure, bosses, colleagues (no pretty girls or hunky boys) or came across a tempting offer from another company.
This attitude of “Who-cares” has affected recruitment costs and efficiency of an organization. After jumping jobs, when these candidates realize their foolishness, they resort to faking experiences to prove their credibility.
There are various ways to prove work experiences, lack of documentation shall be explained by the candidate.
Bank statements providing previous salary information is a not a very personal document, when a candidate has legal source of incomes and taxes paid duly, one shall not be afraid from providing bank statements to substantiate previous salary received.
If a company does not provide relieving letter, reason shall be ascertained. Candidate can provide reason in writing and relevant professional reference to support work experience claims.
Family relocation, Medial leaves, education gaps are acceptable reasons for HR to consider reasons of living with substantiated proofs.
When employee is hired, contracts are signed by them in complete sanity. Clauses in the contract states, services of the employee shall be used as per management’s discretion depending on prevailing situations in the company. Employee shall take effort to read the contract and understand its implication in long term.
When a person commits to a company, they shall commit in good faith and fliexibility. If they are so ambitious and particular fixed and rigid headed with idea of working on a particular platform only, then they shall start their own company and throw tantrums around. Employee must take initative and adapt to changing situation, wherein if they are required to work for certain amount of time on mutual understanding with the management then its not a reason to leave.
I find it very absurd for those candidate who leave within one year of employment with judgement that, they were not provided challenging assignments, poor work culture, lack of growth, poor pay grade.
If a candidate is cheated entirely from day one in violation of terms and clauses stated in offer contract, then candidate has valid reason to resign with valid documented proof.
From Kuwait, Salmiya
Dear Mr. Hussain,
You have mentioned in the caption statement that a person should at least work for a year and should have some sense of stability. However, do you believe that in the initial phase after lots of hard work in MBA/Graduation, a person should have stability even if he is not paid well what he deserves? I believe that everybody rotates his/her jobs because of better prospects and responsibilities. One should change/rotate jobs for the initial two years, and then I AGREE with your virtues, that an employee should have a stable life in a particular organization and serve that organization.
Regards,
Sangani
HR Professional
From India, Mumbai
You have mentioned in the caption statement that a person should at least work for a year and should have some sense of stability. However, do you believe that in the initial phase after lots of hard work in MBA/Graduation, a person should have stability even if he is not paid well what he deserves? I believe that everybody rotates his/her jobs because of better prospects and responsibilities. One should change/rotate jobs for the initial two years, and then I AGREE with your virtues, that an employee should have a stable life in a particular organization and serve that organization.
Regards,
Sangani
HR Professional
From India, Mumbai
Hi Sangani
I welcome your POV.
There is no contentment to what one deserves (monetory compensation). In our materialistic world, our desire benchmarks are raising day by day Leading to restless hunt for better and bigger pay packages. Any candidate has 2 major reasons to leave a job prematurely (within 1 year)
• Better Prospects (Salary, benefits, material attraction)
• Dislike or Boredom from Current Job profile
The tolerance standards has decreased to few months and days as compared to years in times of our fathers. Along with global prosperity and abundant temptation available in the market to jump jobs. I m not against progressive decision of a candidate to improve its financial standing and self development. But what we see in today’s young workforce a disturbing restlessness to achieve before time and age.
Immature job jumping, lack of knowledge and integrity makes candidate lie or distort facts with work experience. I have come across straightforward cases of gaps in employment being twisted and distorted to win jobs, such acts haunting them later in the career.
What I understand is; you are suggesting one shall experiment in first 2 years of their career kickstart before finalizing on one company and job profile for a stable employment ?
It’s a harmful advise, no offense please. A person who starts with a shaky mindset and keep yearning for bigger and better, as grass “could be” greener on other side would lead to shaping a young moldable mind into job hopper lowering tolerance standards for begining of his professional life, your honest 2 years suggestion would turn into good 4 – 5 years stint of job jumping as valid excuse of experimentation.
Specific professionals, who spend considerable amount of time, energy and resources to acquire niche skills must plan their profession and employment. A job offer must be weighed and thought over. Matured Professional must discipline their minds after accepting a job offer and resuming duty. Else this mindless race will never end.
I m not generalizing my POV to everyone, exceptional cases where employee is cheated, harassed, discriminated or other valid circumstances which leads to job hopping in understandable. But they are rare.
My POV is open to objection and debate. Inputs are welcome.
From Kuwait, Salmiya
I welcome your POV.
There is no contentment to what one deserves (monetory compensation). In our materialistic world, our desire benchmarks are raising day by day Leading to restless hunt for better and bigger pay packages. Any candidate has 2 major reasons to leave a job prematurely (within 1 year)
• Better Prospects (Salary, benefits, material attraction)
• Dislike or Boredom from Current Job profile
The tolerance standards has decreased to few months and days as compared to years in times of our fathers. Along with global prosperity and abundant temptation available in the market to jump jobs. I m not against progressive decision of a candidate to improve its financial standing and self development. But what we see in today’s young workforce a disturbing restlessness to achieve before time and age.
Immature job jumping, lack of knowledge and integrity makes candidate lie or distort facts with work experience. I have come across straightforward cases of gaps in employment being twisted and distorted to win jobs, such acts haunting them later in the career.
What I understand is; you are suggesting one shall experiment in first 2 years of their career kickstart before finalizing on one company and job profile for a stable employment ?
It’s a harmful advise, no offense please. A person who starts with a shaky mindset and keep yearning for bigger and better, as grass “could be” greener on other side would lead to shaping a young moldable mind into job hopper lowering tolerance standards for begining of his professional life, your honest 2 years suggestion would turn into good 4 – 5 years stint of job jumping as valid excuse of experimentation.
Specific professionals, who spend considerable amount of time, energy and resources to acquire niche skills must plan their profession and employment. A job offer must be weighed and thought over. Matured Professional must discipline their minds after accepting a job offer and resuming duty. Else this mindless race will never end.
I m not generalizing my POV to everyone, exceptional cases where employee is cheated, harassed, discriminated or other valid circumstances which leads to job hopping in understandable. But they are rare.
My POV is open to objection and debate. Inputs are welcome.
From Kuwait, Salmiya
Dear Mr. Hussain,
I agree that from ancient times, as our fathers had worked, this generation can't work. However, with infrastructure, technology, politics, and cultures rapidly changing in today's world, they also play a vital role.
For example, if a candidate has completed an MBA with 80% but is unable to find a job for 4-6 months after graduation and eventually secures one with low pay, they have to endure unemployment, low wages, and potentially face harassment or discrimination.
So, what can be done?
Obviously, one would want a better prospectus, at least initially, deserving of their good performance and knowledge. It's essential to consider each case individually, as the situation varies. One may need to stick to a job for 4-5 years in the initial phases, as mentioned.
In the initial phase, if an employee receives good pay and enjoys a user-friendly culture, they are less likely to seek change. Leaving the current organizational culture is not easy for anyone.
Organizations differ in terms of OD interventions, adherence to benchmarking or labor market standards, and ethics. If these aspects are well established, individuals will think twice before switching jobs.
The discussion raised by RAJPCS highlights the need to recommend that decisions should be based on the internal or external environment. One cannot predict the ideal duration for any specific employee.
Some may find a good pay and culture after completing a degree course while others may not.
I hope no one is offended by this post.
Thanks & Regards,
Sangani
From India, Mumbai
I agree that from ancient times, as our fathers had worked, this generation can't work. However, with infrastructure, technology, politics, and cultures rapidly changing in today's world, they also play a vital role.
For example, if a candidate has completed an MBA with 80% but is unable to find a job for 4-6 months after graduation and eventually secures one with low pay, they have to endure unemployment, low wages, and potentially face harassment or discrimination.
So, what can be done?
Obviously, one would want a better prospectus, at least initially, deserving of their good performance and knowledge. It's essential to consider each case individually, as the situation varies. One may need to stick to a job for 4-5 years in the initial phases, as mentioned.
In the initial phase, if an employee receives good pay and enjoys a user-friendly culture, they are less likely to seek change. Leaving the current organizational culture is not easy for anyone.
Organizations differ in terms of OD interventions, adherence to benchmarking or labor market standards, and ethics. If these aspects are well established, individuals will think twice before switching jobs.
The discussion raised by RAJPCS highlights the need to recommend that decisions should be based on the internal or external environment. One cannot predict the ideal duration for any specific employee.
Some may find a good pay and culture after completing a degree course while others may not.
I hope no one is offended by this post.
Thanks & Regards,
Sangani
From India, Mumbai
Hi Sangini
I understand, your practical approach. Sticking to the thread topic, which is about work experience issues. Due to short-tenure-job-hopping candidate creates a web of instability, suspicion and lack of confidence in HR minds about the ability of the candidate. To overcome or distort this perception of HRs, candidates presumingly fakes a stable experience to present credible profile. Which is wrong.
Another plea by many candidates is to consider their job hopping reason to be valid and acceptable by HRs in today’s times. Which I find amusing. Quoting my personal experience from interviews and general talk amongst Social HR groups. I have come across following generalized reasons to job hop !
Better Prospects : Usually it’s an average hike over existing package, candidate is immature or desperate to jump job for more money, shows no remorse or care to leave his current employment within days or months of joining. Ignoring long term growth promised against performance.
Better Profile : Seeking job change or chasing fancy job titles in exaggerated corporate hierarchy. Usually want to escape a challenging target or tough working condition. Please note, this is a subjective issue. Depending on perception and tolerance levels of the candidate and benchmarking of the HRs or Hiring Managers.
Politics / Negative work environment : This reason displays lack of adaptability and people management skills. Politics is a sad reality of our human civilization. We have to adapt and survive through it. resigning from one and getting into another with hope of respite is a fancy dream.
Boredom : Candidate was bored of their jobs within days, months or a year of employment. Quoting reason as monotonous, lack of challenge and fresh assignments. A company is running on such monotonous tasks and generating revenue. An employee throws such mood swings because they have an option to chuck and go for fresh environments rather than take intiative to make their job richer.
----------------------------------------------------
We expect educated professionals to be aware of their rights and responsibilities. A credible work experience can be proved from various sources.
A company makes a candidate sign on offer letter agreeing to all stated clause. In good faith, that all credentials presented are valid and legal. Due to urgent business requirements, various formalities such as authentication, background check is done after resuming duty on the job. The onus of providing authentic information is on the candidate. It’s a unfair argument on candidate’s part to make companies accept whatever is dished out by them (untrue) because they have resigned from previous job and now employed and performing in current profile. However many companies are still forgiving in exchange of performance.
Any sane HR accept valid reasons for job change. Problem is when silly and unsubstantiated reasons are dished out and candidate expects them to be accepted. However acceptance of any reason depends on the employer and their needs. What law or government can do in such cases !
We may be creating a culture of mediocrity in professional circles, where employees are resigning at drop of a hat temptation, abscond from work, not fulfill in-hand obligation, throw tantrums, cause wastage of time and resources. And expect next employer to buy our whimsical actions of insecurity, restlessness and desperation as acceptable reason.
From Kuwait, Salmiya
I understand, your practical approach. Sticking to the thread topic, which is about work experience issues. Due to short-tenure-job-hopping candidate creates a web of instability, suspicion and lack of confidence in HR minds about the ability of the candidate. To overcome or distort this perception of HRs, candidates presumingly fakes a stable experience to present credible profile. Which is wrong.
Another plea by many candidates is to consider their job hopping reason to be valid and acceptable by HRs in today’s times. Which I find amusing. Quoting my personal experience from interviews and general talk amongst Social HR groups. I have come across following generalized reasons to job hop !
Better Prospects : Usually it’s an average hike over existing package, candidate is immature or desperate to jump job for more money, shows no remorse or care to leave his current employment within days or months of joining. Ignoring long term growth promised against performance.
Better Profile : Seeking job change or chasing fancy job titles in exaggerated corporate hierarchy. Usually want to escape a challenging target or tough working condition. Please note, this is a subjective issue. Depending on perception and tolerance levels of the candidate and benchmarking of the HRs or Hiring Managers.
Politics / Negative work environment : This reason displays lack of adaptability and people management skills. Politics is a sad reality of our human civilization. We have to adapt and survive through it. resigning from one and getting into another with hope of respite is a fancy dream.
Boredom : Candidate was bored of their jobs within days, months or a year of employment. Quoting reason as monotonous, lack of challenge and fresh assignments. A company is running on such monotonous tasks and generating revenue. An employee throws such mood swings because they have an option to chuck and go for fresh environments rather than take intiative to make their job richer.
----------------------------------------------------
We expect educated professionals to be aware of their rights and responsibilities. A credible work experience can be proved from various sources.
A company makes a candidate sign on offer letter agreeing to all stated clause. In good faith, that all credentials presented are valid and legal. Due to urgent business requirements, various formalities such as authentication, background check is done after resuming duty on the job. The onus of providing authentic information is on the candidate. It’s a unfair argument on candidate’s part to make companies accept whatever is dished out by them (untrue) because they have resigned from previous job and now employed and performing in current profile. However many companies are still forgiving in exchange of performance.
Any sane HR accept valid reasons for job change. Problem is when silly and unsubstantiated reasons are dished out and candidate expects them to be accepted. However acceptance of any reason depends on the employer and their needs. What law or government can do in such cases !
We may be creating a culture of mediocrity in professional circles, where employees are resigning at drop of a hat temptation, abscond from work, not fulfill in-hand obligation, throw tantrums, cause wastage of time and resources. And expect next employer to buy our whimsical actions of insecurity, restlessness and desperation as acceptable reason.
From Kuwait, Salmiya
Hi,
See, that is what I told you - reference checks and all these legal HR practices must be there. I am commenting for those candidates who are not making premature decisions and, according to the caption (e.g., they are willing to get what they deserve), but for those who are over-anxious in making decisions and using fake certificates, ethics do not apply.
In short, angels and devils are different, and this can be applied to both employees and organizations.
Regards,
Sangani
From India, Mumbai
See, that is what I told you - reference checks and all these legal HR practices must be there. I am commenting for those candidates who are not making premature decisions and, according to the caption (e.g., they are willing to get what they deserve), but for those who are over-anxious in making decisions and using fake certificates, ethics do not apply.
In short, angels and devils are different, and this can be applied to both employees and organizations.
Regards,
Sangani
From India, Mumbai
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