Dear all, I am working as HR Executive in Akshay software Technologies and we are taking interview of the outstations IT candidates through telephonic. but after 2nd round of interview we received feedback from the client that there are some other person giving answer on behalf of candidate, it means on telephone other person giving interview and some body else joining the company. how we can overcome from such fake candidates issue. Please i need suggestions mail me on 
From India, Mumbai
From India, Mumbai
Hi
Go for video interview, request or instruct candidate to give interview on webcam.
Warn candidates of such malpractise, this is illegal and unethical, establish proof and take legal action if feasible.
From Kuwait, Salmiya
27Go for video interview, request or instruct candidate to give interview on webcam.
Warn candidates of such malpractise, this is illegal and unethical, establish proof and take legal action if feasible.
From Kuwait, Salmiya
Not quite. I was once given an offer from one of the top 2 IT companies only on the basis of a written test and a couple of telephonic interviews.
But this was before video conferencing became widespread. When you have large numbers to meet, companies need to be innovative to shorten the recruitment process and still maintain quality of candidates.
If you have a fairly robust performance management system, recruitment errors can always be managed. A good background verification process will also make the system more watertight.
From Netherlands
But this was before video conferencing became widespread. When you have large numbers to meet, companies need to be innovative to shorten the recruitment process and still maintain quality of candidates.
If you have a fairly robust performance management system, recruitment errors can always be managed. A good background verification process will also make the system more watertight.
From Netherlands
Hi Chaitali,
Mr Balaji is totally right because, in various sector Outstation Interviews are done on video conference, after clearing 2-3 stages of Telephonic rounds. Hence it leads to know the right candidate.
So try to suggest ur Management regarding this idea.
Anamika Mayekar
From India, Mumbai
Mr Balaji is totally right because, in various sector Outstation Interviews are done on video conference, after clearing 2-3 stages of Telephonic rounds. Hence it leads to know the right candidate.
So try to suggest ur Management regarding this idea.
Anamika Mayekar
From India, Mumbai
Dear Chaitali,
This kind of situations have been in practising in the recent past. Further, i would like to give some suggestions and at the same time, I would also like to know what is the radius of your hiring. I mean, do you consider candidates within the state or from any states in India?
Coming along with my experience, I can suggest you these things:
1. Some peope are good in expressing themselves in writing but they fail in communicating face to face..... same way, many people convince thru telephone but fail to do so in personal interviews.
2. Take an initial interview on telephone: do not give appointment for that. You will get most of your information when you actually discuss on things, not just letting the candidate speak. Put open-ended questions.
3. No matter how far you will fooled on telephone, always ensure to take the candidate through a personal face to face interview with HR and respective department leads as the final rounds before selecting.
4. If you have been in practice of delivering appointment letters, a letter of intent will do stating that subject to final apperance interviews.
5. Try to cross question the candidates on their personal details in the resume, family, education, past experience, etc. The most you confuse the best you will get out of the candidate.
6. When you feel that you are being fooled, try to take the references i.e. their past and present company numbers.
7. As other members said in this forum, SKYPE has become official and already in practice for video interviews. So, propose this to your bosses. They will appreciate it.
At last, if the candidate was refered by your company employee ... you can understand that the candidate knows about your practices and recruitment process.
Good Luck!
From United Arab Emirates, Dubai
This kind of situations have been in practising in the recent past. Further, i would like to give some suggestions and at the same time, I would also like to know what is the radius of your hiring. I mean, do you consider candidates within the state or from any states in India?
Coming along with my experience, I can suggest you these things:
1. Some peope are good in expressing themselves in writing but they fail in communicating face to face..... same way, many people convince thru telephone but fail to do so in personal interviews.
2. Take an initial interview on telephone: do not give appointment for that. You will get most of your information when you actually discuss on things, not just letting the candidate speak. Put open-ended questions.
3. No matter how far you will fooled on telephone, always ensure to take the candidate through a personal face to face interview with HR and respective department leads as the final rounds before selecting.
4. If you have been in practice of delivering appointment letters, a letter of intent will do stating that subject to final apperance interviews.
5. Try to cross question the candidates on their personal details in the resume, family, education, past experience, etc. The most you confuse the best you will get out of the candidate.
6. When you feel that you are being fooled, try to take the references i.e. their past and present company numbers.
7. As other members said in this forum, SKYPE has become official and already in practice for video interviews. So, propose this to your bosses. They will appreciate it.
At last, if the candidate was refered by your company employee ... you can understand that the candidate knows about your practices and recruitment process.
Good Luck!
From United Arab Emirates, Dubai
Hi..!!
I'm working in a manufacturing company & as we know very well that there are all kind of workers & labours in factory.
Recently the issue came to know that in our organization those lower class labours & workers showing unwanted and degrade behaviour.Like posting graffiti, pathetic posts and pictures in washrooms, doors & lifts, spitting tobacco etc.and we are not able to find the culprit among 600 workers.
Situation going bad day by day & untolerable as its not at all good for the growth of any organozation
Please suggest the way to find the right culprit so that we punish him seviorly to set an example & also to prevent our organisation from bad elements.
Please its very urgent & need the effective opinion ..!!
Thanx
From Japan
I'm working in a manufacturing company & as we know very well that there are all kind of workers & labours in factory.
Recently the issue came to know that in our organization those lower class labours & workers showing unwanted and degrade behaviour.Like posting graffiti, pathetic posts and pictures in washrooms, doors & lifts, spitting tobacco etc.and we are not able to find the culprit among 600 workers.
Situation going bad day by day & untolerable as its not at all good for the growth of any organozation
Please suggest the way to find the right culprit so that we punish him seviorly to set an example & also to prevent our organisation from bad elements.
Please its very urgent & need the effective opinion ..!!
Thanx
From Japan
What the labors do is quite unethical & cannot be accepted at any cost.
Surprisingly when one employee calls/considers the other employees as "lower class,culprit & bad elements",it shows the attitude of the company and reflects the organizational culture .
It is the management who needs to look in to it & handle to its best.
From India, Hyderabad
Surprisingly when one employee calls/considers the other employees as "lower class,culprit & bad elements",it shows the attitude of the company and reflects the organizational culture .
It is the management who needs to look in to it & handle to its best.
From India, Hyderabad
Hi Readers
I agree with Gomathy's opinion, Although it is a disciplinary issue of spoiling employer's property which is unacceptable, but using degrading words like "Lower Class" is unacceptable, it shows a castiest mindset still pervading in minds considering physical labourers as lower class.
@ Sanjay
As I understand, Labours are uneducated and untrained with workplace behavior, so in such situation, HR can do following as appropriate
HR can arrange a workplace behavior training suitable to thier understanding.
Sensitize Workforce with importance of cleanliness.
Place signboards in local language requesting not to litter the place.
Speak to trade union representative (if any) to encourage employee cooperation.
Hire a cleaning staff to remove such graffities.
Discourage chewing of tabacco during work hours or at work premises (same rule as No Smoking)
provide sufficient Spittoons at workplace to avoid coloring of walls :-)
Install CCTV cameras to monitor and reprimand any unacceptable behavior.
Its difficult to monitor 600+ labours to discipline them. Penalising one or bunch of them will not solve the problem, infact it may increase the problem along with other reactive behavior towards management.
From Kuwait, Salmiya
I agree with Gomathy's opinion, Although it is a disciplinary issue of spoiling employer's property which is unacceptable, but using degrading words like "Lower Class" is unacceptable, it shows a castiest mindset still pervading in minds considering physical labourers as lower class.
@ Sanjay
As I understand, Labours are uneducated and untrained with workplace behavior, so in such situation, HR can do following as appropriate
HR can arrange a workplace behavior training suitable to thier understanding.
Sensitize Workforce with importance of cleanliness.
Place signboards in local language requesting not to litter the place.
Speak to trade union representative (if any) to encourage employee cooperation.
Hire a cleaning staff to remove such graffities.
Discourage chewing of tabacco during work hours or at work premises (same rule as No Smoking)
provide sufficient Spittoons at workplace to avoid coloring of walls :-)
Install CCTV cameras to monitor and reprimand any unacceptable behavior.
Its difficult to monitor 600+ labours to discipline them. Penalising one or bunch of them will not solve the problem, infact it may increase the problem along with other reactive behavior towards management.
From Kuwait, Salmiya
I think it wont be possible to find out who is the culprit among these many employees. Instead u can arrange for some sort of training which includes basic etiquettes and norms to be followed while at work. They need to be explained the ill effects of chewing tobacco and the training should focus on the behavioural aspects. they are low level employees they would be difficult to manage but then you need to explain them their importance for the organisation as well as they must be made to feel responsible for everything they do. A sense of belonging if its evoked in the employees they themselves would improve.
A good training will surely help and then you will have check how effective it has been.
From China
A good training will surely help and then you will have check how effective it has been.
From China
Hi Sanjay,
I realized that here you posted for the first time and joined new... so, I can understand how desperately you have been searching for a solution on the web.
Well, tackling such scenarios is really complicated and become a nightmare. Well, I think I can suggest you something and also expect you will receive few good responses here.
1. Circulate internal office memo to departments or stick on notice boards and ensure that message spreads through all employees --- An initial notice alerting employees the action which can be taken upon finding anyone doing such practices and chewing tobacco at work.
2. Set a deadline for this point... target tobacco, indecency in lifts and washrooms, etc.
3. At the same time get all this stuff cleared from all possible areas.... meanwhile, identify the shift timings where majority of labour works.
4. You can designate some HR Spocs (single point of contact) in every department and you know how to deal with them to get your information.
5. Upon seeing the places clean, you may appoint some security people to identify such people and do random check during the shift-timings.
6. I don't expect cameras in factory environment but can think of HR Spocs and Security people who can help you. Depends upon how you tackle with them.
I believe these points will help you, and I would also love to see other responses in this forum. Good Luck!
From United Arab Emirates, Dubai
I realized that here you posted for the first time and joined new... so, I can understand how desperately you have been searching for a solution on the web.
Well, tackling such scenarios is really complicated and become a nightmare. Well, I think I can suggest you something and also expect you will receive few good responses here.
1. Circulate internal office memo to departments or stick on notice boards and ensure that message spreads through all employees --- An initial notice alerting employees the action which can be taken upon finding anyone doing such practices and chewing tobacco at work.
2. Set a deadline for this point... target tobacco, indecency in lifts and washrooms, etc.
3. At the same time get all this stuff cleared from all possible areas.... meanwhile, identify the shift timings where majority of labour works.
4. You can designate some HR Spocs (single point of contact) in every department and you know how to deal with them to get your information.
5. Upon seeing the places clean, you may appoint some security people to identify such people and do random check during the shift-timings.
6. I don't expect cameras in factory environment but can think of HR Spocs and Security people who can help you. Depends upon how you tackle with them.
I believe these points will help you, and I would also love to see other responses in this forum. Good Luck!
From United Arab Emirates, Dubai
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