Hi all,
I am an NRI entrepreneur who started a business here 2 years ago.
I have a team of technology people for whom previous employment history needs to be checked since I suspect them of carrying experience certificates issued by bogus companies for money. The last companies they worked for are all fine, but their career start-ups are suspect. Please let me know the way the checks are performed and how foolproof they are.
The suspects can easily pass the usual methods like email/phone, etc. I saw from the website and I called them, but the company is operating now with existing old customers and predominantly issuing fake experience certificates. Let me know how you deal with finding a company issuing a fake certificate and whether the candidate has worked in any other company during that period.
Please share your suggestions on this.
Note: There are gaps in their employment that need to be checked to see if they were employed in other domains at that time. I know third-party verification can do this, but I want to understand the process of how this is done because no agency is willing to share the process flow.
Thank you.
From India, Bangalore
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1I am an NRI entrepreneur who started a business here 2 years ago.
I have a team of technology people for whom previous employment history needs to be checked since I suspect them of carrying experience certificates issued by bogus companies for money. The last companies they worked for are all fine, but their career start-ups are suspect. Please let me know the way the checks are performed and how foolproof they are.
The suspects can easily pass the usual methods like email/phone, etc. I saw from the website and I called them, but the company is operating now with existing old customers and predominantly issuing fake experience certificates. Let me know how you deal with finding a company issuing a fake certificate and whether the candidate has worked in any other company during that period.
Please share your suggestions on this.
Note: There are gaps in their employment that need to be checked to see if they were employed in other domains at that time. I know third-party verification can do this, but I want to understand the process of how this is done because no agency is willing to share the process flow.
Thank you.
From India, Bangalore
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Are you keen about having the BC done OR knowing the process — meaning, do you want the cake OR know how it’s made? Both are 2 different aspects/issues. Rgds, TS
From India, Hyderabad
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From India, Hyderabad
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Dear Amit,
The process for checking the validity of an employment is different from the validity of the firm. The Reference Check firms ideally keep a list of names of the firms that issue such certificates. Hence it's easy for them.
If you want to do it in-house, it might be cumbersome for you. Please consider the reference check process by Nasscom - Skill Registry. You can ask your employees to initiate it for themselves and then share the reports with you. That way, you will find a standard report as per the industry benchmarks.
Even if you reimburse the cost to your employees, it would still be affordable and reliable.
Two discussions for you to consider:
Printing mistakes can be costly
Background Verification: Process Map
Thank you.
From India, Mumbai
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The process for checking the validity of an employment is different from the validity of the firm. The Reference Check firms ideally keep a list of names of the firms that issue such certificates. Hence it's easy for them.
If you want to do it in-house, it might be cumbersome for you. Please consider the reference check process by Nasscom - Skill Registry. You can ask your employees to initiate it for themselves and then share the reports with you. That way, you will find a standard report as per the industry benchmarks.
Even if you reimburse the cost to your employees, it would still be affordable and reliable.
Two discussions for you to consider:
Printing mistakes can be costly
Background Verification: Process Map
Thank you.
From India, Mumbai
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Hello Amitlogictech,
There are TWO aspects to your request/need.
1. While it's fine doing a BC/GAP check about your employees, what's YOUR purpose/aim of conducting this? What do you intend to do with the results—whatever they might be eventually—that come out of such an exercise?
2. Are you keen about having the BC done OR knowing the process—meaning, do you want the cake OR know how it's made? Both are two different aspects/issues.
Rgds,
TS
Thanks Taj/Nabo for your replies.
I want to do this because of late the performance of the members whom I suspect has gone down drastically. They don't have any intention to work or put themselves behind. Above all this, even when I give them very worst appraisals with the intention to make them think about a job change, they never do. I am receiving anonymous letters regarding this. I even consulted 2 or 3 BC agencies, but they want either to enter into a deal first or are not willing to provide how these checks are done. TS - for your question, I want to know how the CAKE is made. Any help will be appreciated..!
From India, Bangalore
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There are TWO aspects to your request/need.
1. While it's fine doing a BC/GAP check about your employees, what's YOUR purpose/aim of conducting this? What do you intend to do with the results—whatever they might be eventually—that come out of such an exercise?
2. Are you keen about having the BC done OR knowing the process—meaning, do you want the cake OR know how it's made? Both are two different aspects/issues.
Rgds,
TS
Thanks Taj/Nabo for your replies.
I want to do this because of late the performance of the members whom I suspect has gone down drastically. They don't have any intention to work or put themselves behind. Above all this, even when I give them very worst appraisals with the intention to make them think about a job change, they never do. I am receiving anonymous letters regarding this. I even consulted 2 or 3 BC agencies, but they want either to enter into a deal first or are not willing to provide how these checks are done. TS - for your question, I want to know how the CAKE is made. Any help will be appreciated..!
From India, Bangalore
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Hello Amitlogictech,
Regarding what you mentioned - "I even consulted 2 or 3 BC agencies, but they want either to enter into a deal first or are not willing to provide how these checks are done": I guess they would like to keep their methods confidential, which is understandable.
Though we don't usually handle BCs, if you are okay with it, please mail the details from your official email ID to me at my ID: taj@sphinxresources.com. Let me see if we can do something about it - no charges - thank CiteHR for it.
Regards,
TS
From India, Hyderabad
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Regarding what you mentioned - "I even consulted 2 or 3 BC agencies, but they want either to enter into a deal first or are not willing to provide how these checks are done": I guess they would like to keep their methods confidential, which is understandable.
Though we don't usually handle BCs, if you are okay with it, please mail the details from your official email ID to me at my ID: taj@sphinxresources.com. Let me see if we can do something about it - no charges - thank CiteHR for it.
Regards,
TS
From India, Hyderabad
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Hello Amitlogictech,
There can be another side to the situation.
You mentioned that "......off late the performance of the members whom I suspect, has gone down drastically.........".
Which means that their performance was good to begin with.
Usually, such situations point to flaws within the organization and the procedures/processes followed, where the motivation levels of the employees 'taper off' with time—the reasons could be anything. From lack of appreciation to poor managerial control/guidance to wrong HR policies, there can be really multiple reasons.
Quite often, employees stonewall any inquiry into the reasons for the fall in performance when they are convinced that their feedback will be used against them—please note that they may be wrong in such a presumption. But the scope does exist for such an impression from the employer's perspective—and again, quite often, many employers don't even realize that they contributed to such a situation.
I suggest you give this aspect some thought. Something or some things must have happened for this situation to emerge.
For a moment, presuming the guys have faked their earlier experience, usually, most people can be caught during the interview phases—especially face-to-face rounds by closely watching body language. How could such guys clear the interviews?
Another point you mentioned: "....I'm receiving anonymous letters regarding this....". Can you please elaborate?
Regards,
TS
From India, Hyderabad
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There can be another side to the situation.
You mentioned that "......off late the performance of the members whom I suspect, has gone down drastically.........".
Which means that their performance was good to begin with.
Usually, such situations point to flaws within the organization and the procedures/processes followed, where the motivation levels of the employees 'taper off' with time—the reasons could be anything. From lack of appreciation to poor managerial control/guidance to wrong HR policies, there can be really multiple reasons.
Quite often, employees stonewall any inquiry into the reasons for the fall in performance when they are convinced that their feedback will be used against them—please note that they may be wrong in such a presumption. But the scope does exist for such an impression from the employer's perspective—and again, quite often, many employers don't even realize that they contributed to such a situation.
I suggest you give this aspect some thought. Something or some things must have happened for this situation to emerge.
For a moment, presuming the guys have faked their earlier experience, usually, most people can be caught during the interview phases—especially face-to-face rounds by closely watching body language. How could such guys clear the interviews?
Another point you mentioned: "....I'm receiving anonymous letters regarding this....". Can you please elaborate?
Regards,
TS
From India, Hyderabad
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Twice, I received anonymous letters to my office, which stated the details of 2-3 members of my team providing fake experience. Is it possible to ask for the salary and previous employment details of the employees, such as when they joined all the previous employers' HR departments? Will they be able to reveal that?
From India, Bangalore
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From India, Bangalore
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Just do one thing, Amitlogictech. Suggest asking ALL your employees for the Salary Slips, Appointment Letters, and Relieving Letters of ALL the companies they worked for. DON'T give any scope for anyone to figure out WHY you are asking— you can say it's to update your HR records. If someone HAS all the records in proper shape, they will submit ASAP. The tell-tale signs of guys faking would be: buying time (I will give tomorrow, my records are in my hometown, etc. stories). Give them sufficient time— maybe a week or so— for them to submit.
Also, please have an open mind over this issue— your NEXT step could be thought of based on how this exercise takes shape. For all you know, those whom you suspect MAY be clean cases, and you MAY get surprises from another guy. All the best.
Regards,
TS
From India, Hyderabad
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Also, please have an open mind over this issue— your NEXT step could be thought of based on how this exercise takes shape. For all you know, those whom you suspect MAY be clean cases, and you MAY get surprises from another guy. All the best.
Regards,
TS
From India, Hyderabad
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Is it possible to ask the salary and previous employment details of the employees as when they joined to all the previous employment HR’s.? will they be able to reveal that?
From India, Bangalore
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From India, Bangalore
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I think I have addressed your queries yesterday, Amitlogictech.
Please go through my posting. I suggest always weigh the evidence (in your case, the letters you received) very carefully before you initiate any action. For all you know, the 2-3 guys being targeted could be victims of some individual or personal animosities. You can't be sure it is such a case, but neither can you say it isn't such a case.
This was the reason I suggested getting the complete educational and career track records of all the employees—don't target only some employees. This could lead to other problems that you may not be able to control. While your intent is to check out the antecedents of these individuals, you need to couch your action in a general approach.
Hope you get the point. All the best.
Regards, TS
From India, Hyderabad
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Please go through my posting. I suggest always weigh the evidence (in your case, the letters you received) very carefully before you initiate any action. For all you know, the 2-3 guys being targeted could be victims of some individual or personal animosities. You can't be sure it is such a case, but neither can you say it isn't such a case.
This was the reason I suggested getting the complete educational and career track records of all the employees—don't target only some employees. This could lead to other problems that you may not be able to control. While your intent is to check out the antecedents of these individuals, you need to couch your action in a general approach.
Hope you get the point. All the best.
Regards, TS
From India, Hyderabad
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Pf employment history.docx
Previous Employment verfication.xls