Hi,
I would like to know how much weightage you people give to the report provided by the the vendors on previous employment, education background.
If you come across a situation wherein your employee has forged documents and you are required to take an action against him.
Please suggest actions that can be taken to erring ex-employees who have managed to get jobs else where, by giving false information about their salary, duration and designation with your organization.
I work for a software product company and based at Hyderabad.
Regards
Ravikanth
From India, Hyderabad
I would like to know how much weightage you people give to the report provided by the the vendors on previous employment, education background.
If you come across a situation wherein your employee has forged documents and you are required to take an action against him.
Please suggest actions that can be taken to erring ex-employees who have managed to get jobs else where, by giving false information about their salary, duration and designation with your organization.
I work for a software product company and based at Hyderabad.
Regards
Ravikanth
From India, Hyderabad
Dear Ravikanth,
As far as I am aware, there isn't anything that the previous organization can do in terms of legal action against the erring candidate.
Legal action can be taken only by the hiring organization. So the best suggestion for you would be to inform the hiring organization regarding the siutation and suggest if you would like any action taken, either legal or just not hiring the candidate. The final action would however depend on the hiring organization.
If a pre-employment screening (PES) company is conducting the screening exercise for the hiring company, the PES company will be informing the hiring organization about the incosistency anyways.
Organizations usually prefer to just not hire the candidate and not take harsh measures such as legal action.
I hope this gives you a general idea.
Regards,
Leena
From India, Delhi
3As far as I am aware, there isn't anything that the previous organization can do in terms of legal action against the erring candidate.
Legal action can be taken only by the hiring organization. So the best suggestion for you would be to inform the hiring organization regarding the siutation and suggest if you would like any action taken, either legal or just not hiring the candidate. The final action would however depend on the hiring organization.
If a pre-employment screening (PES) company is conducting the screening exercise for the hiring company, the PES company will be informing the hiring organization about the incosistency anyways.
Organizations usually prefer to just not hire the candidate and not take harsh measures such as legal action.
I hope this gives you a general idea.
Regards,
Leena
From India, Delhi
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