Dear all,
In my experience in this industry as an HR and Investigation professional for 15 years, if the verification is sincere and honest, the employer or responsible person certainly values it. In our experience, my clients absolutely value our reports in total, whether they are negative or positive. I am already convinced of this perspective.
The whole exercise should be viewed from the standpoint of honesty, integrity, and consistency of both employers and employees. These three values pay off in the long run only. There is no shortcut to proving this, and it is a time-tested and unspoken policy in employee hiring, retention, and career progression.
Regards,
V. Rangarajan.
From India, Pune
In my experience in this industry as an HR and Investigation professional for 15 years, if the verification is sincere and honest, the employer or responsible person certainly values it. In our experience, my clients absolutely value our reports in total, whether they are negative or positive. I am already convinced of this perspective.
The whole exercise should be viewed from the standpoint of honesty, integrity, and consistency of both employers and employees. These three values pay off in the long run only. There is no shortcut to proving this, and it is a time-tested and unspoken policy in employee hiring, retention, and career progression.
Regards,
V. Rangarajan.
From India, Pune
When everything is in writing, including the relieving letter, there is no question of taking any action. In such cases, you can approach the HR higher authority and explain the situation. If anyone brings up any issues, ask them to provide written documentation. HR serves as the gateway for handling such matters, and having everything documented clearly is essential.
A company with such low ethical standards truly reflects a negative culture.
From India, Madras
A company with such low ethical standards truly reflects a negative culture.
From India, Madras
With reference to Mr. Rangarajan's post, I would like to know what parameters are used to conduct background checks of an individual. After all, outsourced agencies would have limited access to information unless it is the C.B.I. who is undertaking the job. With limited access to information, agencies would have to rely on the so-called 'sources' to gather information, which could be flawed. Quite often, a person who has been outspoken, straightforward, and does not engage in sycophancy is not very well-liked by managers. There could also be cases where personal grudges are involved. Thus, when the verification system itself could be faulty in some instances, how can one decide on a person's career based on these reports?
A few years ago, there was no system of background verification undertaken by any organization. It was during those days when employees would stay loyal to one organization for 20-25 years, treating the company as their own. Today, despite all background verifications being done, people seem to have scant regard for their workplace.
It is better to trust people than to start off by mistrusting them. Mistrust only breeds more mistrust.
From India, Calcutta
A few years ago, there was no system of background verification undertaken by any organization. It was during those days when employees would stay loyal to one organization for 20-25 years, treating the company as their own. Today, despite all background verifications being done, people seem to have scant regard for their workplace.
It is better to trust people than to start off by mistrusting them. Mistrust only breeds more mistrust.
From India, Calcutta
Dear sir,
Being in the industry in the role of an investigator and HR consultant for a long time, I firmly believe, based on my experience and interactions with various responsible professionals in different disciplines, that trust is fundamental in any relationship, whether in a career or personal life. In a career, trust is built on honesty, sincerity, and consistency in one's actions. As you rightly said, "begin the relationship with trust. Mistrust does not work in the long run."
The parameters we follow are simple and prioritize the following aspects related to employees/recruitment:
1. Inappropriate financial dealings with customers or associates that directly or indirectly affect, alter, or damage the financial status of the organization, or violate its policies knowingly as a mature employable candidate.
2. Dishonest business practices in transactions.
3. Acts of connivance against the company's interests.
4. Misbehavior or misconduct amounting to indiscipline with colleagues and customers.
Performance, designation, or superficial behaviors are not the sole considerations for candidacy. Long experience is a factor but does not guarantee meeting all the criteria mentioned above.
In every environment, there are individuals with both positive and negative traits. As a professional or business person, regardless of the size or nature of the organization, investments are primarily made in people. Therefore, investing in people requires caution and care.
I acknowledge that people may have mixed reactions, but I maintain the principle of prioritizing trust regardless of the outcomes. This approach has proven beneficial in the long run.
I am not inclined to prompt anyone in the forum to share moral anecdotes, but I felt compelled to express my thoughts. Not everyone may agree, and that's acceptable.
Thanks and regards.
V. Rangarajan.
From India, Pune
Being in the industry in the role of an investigator and HR consultant for a long time, I firmly believe, based on my experience and interactions with various responsible professionals in different disciplines, that trust is fundamental in any relationship, whether in a career or personal life. In a career, trust is built on honesty, sincerity, and consistency in one's actions. As you rightly said, "begin the relationship with trust. Mistrust does not work in the long run."
The parameters we follow are simple and prioritize the following aspects related to employees/recruitment:
1. Inappropriate financial dealings with customers or associates that directly or indirectly affect, alter, or damage the financial status of the organization, or violate its policies knowingly as a mature employable candidate.
2. Dishonest business practices in transactions.
3. Acts of connivance against the company's interests.
4. Misbehavior or misconduct amounting to indiscipline with colleagues and customers.
Performance, designation, or superficial behaviors are not the sole considerations for candidacy. Long experience is a factor but does not guarantee meeting all the criteria mentioned above.
In every environment, there are individuals with both positive and negative traits. As a professional or business person, regardless of the size or nature of the organization, investments are primarily made in people. Therefore, investing in people requires caution and care.
I acknowledge that people may have mixed reactions, but I maintain the principle of prioritizing trust regardless of the outcomes. This approach has proven beneficial in the long run.
I am not inclined to prompt anyone in the forum to share moral anecdotes, but I felt compelled to express my thoughts. Not everyone may agree, and that's acceptable.
Thanks and regards.
V. Rangarajan.
From India, Pune
don’t worry dear world is wide, be confident yourself and search job you will be a king in this job market.
From India, Madras
From India, Madras
Dear Sharadsoni,
Perhaps in your career journey, you may have to change your methodology of employee hiring or assessment through a micro lens called TALENT only. This wisdom comes with age and experience as you traverse through the different milestones of the journey. Until it dawns, let it be like that. No doubt organizations employ verification exercises to trim the wrong person/mismatch, thereby reinforcing the well-established and time-tested concept of the right person for the right job and at the right time.
Less said is better about the police, be it positive or negative.
All the best.
V. Rangarajan.
From India, Pune
Perhaps in your career journey, you may have to change your methodology of employee hiring or assessment through a micro lens called TALENT only. This wisdom comes with age and experience as you traverse through the different milestones of the journey. Until it dawns, let it be like that. No doubt organizations employ verification exercises to trim the wrong person/mismatch, thereby reinforcing the well-established and time-tested concept of the right person for the right job and at the right time.
Less said is better about the police, be it positive or negative.
All the best.
V. Rangarajan.
From India, Pune
Dear Mr Sharad, I appreciate your reply. I respect your background and your methods in your own ways. Regards. V. Rangarajan.
From India, Pune
From India, Pune
Thank you everyone for your valuable comments and suggestions.
Dear Mr. V. Rangarajan, thank you for your support and help. I have not disclosed my real name and other details as I think this is a violation of terms here for this site, but I would definitely like to ask for your personal/official ID so that I can approach you directly.
Further to your comments, I would like to say that I admit I did not have a good rapport with my manager. However, my point remains the same that he was not the only manager I reported to in that organization. Prior to his joining, I reported to two different managers who are in the top-level management. Moreover, I want to mention that my performance was good as I was the 2nd best in my particular department. I can assure anyone that during my time with that organization, there were never any disciplinary issues, no financial issues, and I always helped the clients. Therefore, I disagree with the points you mentioned regarding inappropriate financial dealings, dishonest practices, acts of connivance, and misconduct.
Also, I have worked with three more organizations, so why should one particular issue, which is not even professional, hamper anyone's career? I understand how background checks are conducted, but why don't companies perform these checks before an employee joins, especially since they collect all scanned documents well in advance? This would prevent situations like mine, where I resigned from my previous organization as soon as I received the offer letter, only to be terminated due to a background check. Now, I cannot ask my previous organization to rehire me. It is a serious problem, in my opinion, and it seems unfair that even if an employee is genuine, they may not be hired due to the company's strict background checks.
I also want to share that the HR informed me that they have been working with the background check company for the last 10 years and they cannot be wrong. However, in my case, it was clear that they made a mistake by misrepresenting the situation.
Dear Seniors, I have one request for all of you. When I was terminated, I was not given any letter (hard copy or anything); I received a system-generated email stating that I was terminated. Offer letters usually require a signature and need to be returned to the company, so how valid is this type of termination where no valid reason was provided to me in writing?
I appreciate any help or advice you can offer in this situation. Thank you.
From India, Hyderabad
Dear Mr. V. Rangarajan, thank you for your support and help. I have not disclosed my real name and other details as I think this is a violation of terms here for this site, but I would definitely like to ask for your personal/official ID so that I can approach you directly.
Further to your comments, I would like to say that I admit I did not have a good rapport with my manager. However, my point remains the same that he was not the only manager I reported to in that organization. Prior to his joining, I reported to two different managers who are in the top-level management. Moreover, I want to mention that my performance was good as I was the 2nd best in my particular department. I can assure anyone that during my time with that organization, there were never any disciplinary issues, no financial issues, and I always helped the clients. Therefore, I disagree with the points you mentioned regarding inappropriate financial dealings, dishonest practices, acts of connivance, and misconduct.
Also, I have worked with three more organizations, so why should one particular issue, which is not even professional, hamper anyone's career? I understand how background checks are conducted, but why don't companies perform these checks before an employee joins, especially since they collect all scanned documents well in advance? This would prevent situations like mine, where I resigned from my previous organization as soon as I received the offer letter, only to be terminated due to a background check. Now, I cannot ask my previous organization to rehire me. It is a serious problem, in my opinion, and it seems unfair that even if an employee is genuine, they may not be hired due to the company's strict background checks.
I also want to share that the HR informed me that they have been working with the background check company for the last 10 years and they cannot be wrong. However, in my case, it was clear that they made a mistake by misrepresenting the situation.
Dear Seniors, I have one request for all of you. When I was terminated, I was not given any letter (hard copy or anything); I received a system-generated email stating that I was terminated. Offer letters usually require a signature and need to be returned to the company, so how valid is this type of termination where no valid reason was provided to me in writing?
I appreciate any help or advice you can offer in this situation. Thank you.
From India, Hyderabad
Dear friend,
Let us not drag on this issue, but let us put a stop to this, even though I can sympathize with you fully for the wrongdoings that happened in your case. Let us look forward to more positive and careful steps in our career. I assume you are young in your career. All of us do commit mistakes and learn from them, but let us not repeat the same.
My official email id is
.
Regards,
V. Rangarajan.
From India, Pune
Let us not drag on this issue, but let us put a stop to this, even though I can sympathize with you fully for the wrongdoings that happened in your case. Let us look forward to more positive and careful steps in our career. I assume you are young in your career. All of us do commit mistakes and learn from them, but let us not repeat the same.
My official email id is
Regards,
V. Rangarajan.
From India, Pune
Dear Mr. Rangarajan,
Thank you for your sympathy, but I am posting this issue not just for myself, but for everyone. It is important that everyone is aware of these matters so that before entering a new job, individuals inquire about such issues with the organization. This proactive approach can help prevent any kind of harassment, similar to what happened to me, despite no fault of my own.
I remain optimistic, drawing on my 6.5 years of industry experience. However, I now have a gap in my CV, which I understand is unfavorable. Unfortunately, no one can compensate me for the challenges I have faced.
Thank you.
From India, Hyderabad
Thank you for your sympathy, but I am posting this issue not just for myself, but for everyone. It is important that everyone is aware of these matters so that before entering a new job, individuals inquire about such issues with the organization. This proactive approach can help prevent any kind of harassment, similar to what happened to me, despite no fault of my own.
I remain optimistic, drawing on my 6.5 years of industry experience. However, I now have a gap in my CV, which I understand is unfavorable. Unfortunately, no one can compensate me for the challenges I have faced.
Thank you.
From India, Hyderabad
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