Hello Friends,
Here I would like to raise the issue of Employee Verification. It is one of the crucial part of the recruitment exercise because more than 50 percent CVs reveal fake information. For the purpose of employee verification we may either get the help of some outside probe agency or we may do the BGC ourselves. But in both cases confidentiality has to be maintained and BGC has to be exercised in such a manner that the current company of the candidate in reference should not get to know that his employee is looking for the change otherwise this might prove to be a risky business for the future of candidate in reference. But its very difficult to hide the fact while making the back ground check that candidate has applied in our company.
I would like to invite suggestions from all of you Cite HR community members as to how to do the Back Ground Check with strict confidentiality.
Hope to get overwhelming response on this topic.
Amit Goyal
From India, Delhi
10Here I would like to raise the issue of Employee Verification. It is one of the crucial part of the recruitment exercise because more than 50 percent CVs reveal fake information. For the purpose of employee verification we may either get the help of some outside probe agency or we may do the BGC ourselves. But in both cases confidentiality has to be maintained and BGC has to be exercised in such a manner that the current company of the candidate in reference should not get to know that his employee is looking for the change otherwise this might prove to be a risky business for the future of candidate in reference. But its very difficult to hide the fact while making the back ground check that candidate has applied in our company.
I would like to invite suggestions from all of you Cite HR community members as to how to do the Back Ground Check with strict confidentiality.
Hope to get overwhelming response on this topic.
Amit Goyal
From India, Delhi
Accoring to me, the background check can be done only after the candidate joins the company,,, Views Expected,,,,
From India, Coimbatore
From India, Coimbatore
Dear Mr Peer,
Thank you very much for your reply. Otherwise I thought that no body from the entire community has any suggestions in this regard. There are so many views but only one reply from you. Yes, you are very right and this is ethical too to do the BGC only after employee has joined but what if the information provided by the candidate is found to be false or fake or it might also be possible that the previous employer did not verify the credentials knowingly just to get his ex-employee suffer. NOw should we terminate the employee? Will it be ethical? This is really a difficult situation that is why we did not get any reply I suppose.
There may be one solution that I adopt usually. I just make call to his last employer pretending that I am calling from some Bank and so and so employee has applied for Credit card or Loan...and I just want to get few clarification regarding his/her designation, salary details and date of joining etc. In this way we may make enquiry with full confidentiality. But one has to be a very good Actor to make enquiry in this manner...HAHAHA!!!!!! What do you say????
Amit Goyal
From India, Delhi
Thank you very much for your reply. Otherwise I thought that no body from the entire community has any suggestions in this regard. There are so many views but only one reply from you. Yes, you are very right and this is ethical too to do the BGC only after employee has joined but what if the information provided by the candidate is found to be false or fake or it might also be possible that the previous employer did not verify the credentials knowingly just to get his ex-employee suffer. NOw should we terminate the employee? Will it be ethical? This is really a difficult situation that is why we did not get any reply I suppose.
There may be one solution that I adopt usually. I just make call to his last employer pretending that I am calling from some Bank and so and so employee has applied for Credit card or Loan...and I just want to get few clarification regarding his/her designation, salary details and date of joining etc. In this way we may make enquiry with full confidentiality. But one has to be a very good Actor to make enquiry in this manner...HAHAHA!!!!!! What do you say????
Amit Goyal
From India, Delhi
Dear Amit,
Reference check / verification can be done in such a manner tht you can get inputs from both Senior as well as collegue of the aspirant candidates.
from both u can able to judge the same,
Question can be asked such as,
Technical Ability / Job Knowledge.
Attendance and punctuality.
Ability to work as a part of team
willingness to work for extended hours
General Attitute towards work / Job
Reason for leaving, Etc.
but above question can be changed according to the desired designations
for senior position u cant ask above question......
This is my personal perception...... it may correct or may not be ... But I personallly follw these rules for my cross-check.
Rdgs,
Rinky
From India, Lucknow
Reference check / verification can be done in such a manner tht you can get inputs from both Senior as well as collegue of the aspirant candidates.
from both u can able to judge the same,
Question can be asked such as,
Technical Ability / Job Knowledge.
Attendance and punctuality.
Ability to work as a part of team
willingness to work for extended hours
General Attitute towards work / Job
Reason for leaving, Etc.
but above question can be changed according to the desired designations
for senior position u cant ask above question......
This is my personal perception...... it may correct or may not be ... But I personallly follw these rules for my cross-check.
Rdgs,
Rinky
From India, Lucknow
background check is one of the 127 controls specified in ISO27001 (information security mgmt).
the question of ethics comes into picture not during data collection but later. the question is does your organsiation exploit personal information eg ethnicity/ disabilities/ political affiliations etc to the detriment of the employee. for that matter "scanner" on emails/ cctv's alos infringes upon privacy.
my collegues in US/ Europe would agree that even financial data is gathered as a part of running checks on an individual.
surya
From India, Delhi
the question of ethics comes into picture not during data collection but later. the question is does your organsiation exploit personal information eg ethnicity/ disabilities/ political affiliations etc to the detriment of the employee. for that matter "scanner" on emails/ cctv's alos infringes upon privacy.
my collegues in US/ Europe would agree that even financial data is gathered as a part of running checks on an individual.
surya
From India, Delhi
Hi,
Whether you be a good or bad actor, unless you are open enough to say that it is a back ground check from the candidates' new company I dont thing any former company would disclose these sort of particulars to the banks or any like institutions. Otherwise answer can be not more than " Sorry, the person is no more associated with our organisation" And banks and credit card persons need to know nothing more than that, either.
Rgds
Rani
From India
Whether you be a good or bad actor, unless you are open enough to say that it is a back ground check from the candidates' new company I dont thing any former company would disclose these sort of particulars to the banks or any like institutions. Otherwise answer can be not more than " Sorry, the person is no more associated with our organisation" And banks and credit card persons need to know nothing more than that, either.
Rgds
Rani
From India
Dear Rinky,
Thanks for your views. But My question is still remains same that how to do it in confidential manner coz we dont want that his/her present company should know that he is looking for job change so as to keep him/her on safer side.
Any views??????
Rani: Thanks for your views....but can u suggest any such way to do it in confidential manner?
Surya: Thanks for your views
Amit Goyal
From India, Delhi
Thanks for your views. But My question is still remains same that how to do it in confidential manner coz we dont want that his/her present company should know that he is looking for job change so as to keep him/her on safer side.
Any views??????
Rani: Thanks for your views....but can u suggest any such way to do it in confidential manner?
Surya: Thanks for your views
Amit Goyal
From India, Delhi
Hi Amit,
I guess you want to do the BCG before the person is absorbed by your organisation. Right? Well, in that case it needs a disguise.. But generally we do it after the person joins the organisation.
For that you have a clause in the offer letter / employee hand book, wherein you state that if any info. you have supplied... like.. docs etc etc seems to be fake.. the employee is liable to be terminated.
If after employment you do the BCG there is no need for any disguise. And terminating an employee is purely at your discretion based on the gravity of the misrepresentation of the person.
rgds
Rani
From India
I guess you want to do the BCG before the person is absorbed by your organisation. Right? Well, in that case it needs a disguise.. But generally we do it after the person joins the organisation.
For that you have a clause in the offer letter / employee hand book, wherein you state that if any info. you have supplied... like.. docs etc etc seems to be fake.. the employee is liable to be terminated.
If after employment you do the BCG there is no need for any disguise. And terminating an employee is purely at your discretion based on the gravity of the misrepresentation of the person.
rgds
Rani
From India
@ Rinky...
If the candidate is going thro 3 Rounds of Interview.....and its the Technical Panel who would decide whether Hire him r not....
If a candidate clears all the rounds then he would be competent rite...
so during Reference Check is it relevent to enquire about the Competency level of the candidate...
And its the HR Who should take a decision whether hes a fitment to the organisation.....
Regards'
Nidhin Jacob
From India
If the candidate is going thro 3 Rounds of Interview.....and its the Technical Panel who would decide whether Hire him r not....
If a candidate clears all the rounds then he would be competent rite...
so during Reference Check is it relevent to enquire about the Competency level of the candidate...
And its the HR Who should take a decision whether hes a fitment to the organisation.....
Regards'
Nidhin Jacob
From India
hi guys,
we have a very strong BC verification team in my company.
The candidate has to undergo the BC. Unless and until he clears the same he can not join.
For some candidates who belong to particular locations of the country, say, Kashmir etc, the candidates have to undergo criminal verification also.
Regards,
Dixita
From India, Bangalore
we have a very strong BC verification team in my company.
The candidate has to undergo the BC. Unless and until he clears the same he can not join.
For some candidates who belong to particular locations of the country, say, Kashmir etc, the candidates have to undergo criminal verification also.
Regards,
Dixita
From India, Bangalore
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