Hi There,
I need some help regarding the feedback or employee verification that is done of our ex-employees.We are planning to inculcate some process regarding this so that when some one calls us for information everything should be already tabulated and it should not include any personal views,biases from HR.
Also it is very important to give right information regarding any employee because only then can we expect right information during any new hire.
Now the problem here is how what criteria should i keep and how do i get the information regarding the traits like professionalism, attitude towards work as being HR i don't know many of the employees personally.Also getting the information from other colleagues can have the chances of personal views and opinions about somebody.
Please Seniors guide me regarding same.
From India, Pune
I need some help regarding the feedback or employee verification that is done of our ex-employees.We are planning to inculcate some process regarding this so that when some one calls us for information everything should be already tabulated and it should not include any personal views,biases from HR.
Also it is very important to give right information regarding any employee because only then can we expect right information during any new hire.
Now the problem here is how what criteria should i keep and how do i get the information regarding the traits like professionalism, attitude towards work as being HR i don't know many of the employees personally.Also getting the information from other colleagues can have the chances of personal views and opinions about somebody.
Please Seniors guide me regarding same.
From India, Pune
Dear,
I Know this has been the problem for many HR professionals, but not to worry.
Do u maintain personal Records of emp.
Do u conduct exit interviews?
Do u have reference check policy in ur org?
sorry, if i miss something.
m attaching some doc of reference check for ur reference.
Regards
Vipin
From India, New Delhi
32I Know this has been the problem for many HR professionals, but not to worry.
Do u maintain personal Records of emp.
Do u conduct exit interviews?
Do u have reference check policy in ur org?
sorry, if i miss something.
m attaching some doc of reference check for ur reference.
Regards
Vipin
From India, New Delhi
Nitu,
There are so many things questioned by the recruiter while verification from the previous company, e.g.:
1. Reasons for leaving
2. Attitute
3. Technical Skills and performance
4. If terminated than the reasons
5. Salary Package
6. Possibility of rehiring: No or Yes with Reasons.
7. Special Remark for the employee.
For responding the queries of the recruiter; you have to farme certain policies:
1. Mode of communication: Email or through the telephone only to respond such queries.
2. Disclosure of information regarding the Ex Employee, this will cover the point 1-7 above or any of 1-7.
3. Rehiring policies
4. Public Information Policy: Policy for the public statements that can be issued on company behalf.
As far as knowing the person technically, you may coordinate with the technical person who had lead the Ex Employee. For other details you have to discuss and analyse the employee in the EXIT Interview.
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From India, Jaipur
There are so many things questioned by the recruiter while verification from the previous company, e.g.:
1. Reasons for leaving
2. Attitute
3. Technical Skills and performance
4. If terminated than the reasons
5. Salary Package
6. Possibility of rehiring: No or Yes with Reasons.
7. Special Remark for the employee.
For responding the queries of the recruiter; you have to farme certain policies:
1. Mode of communication: Email or through the telephone only to respond such queries.
2. Disclosure of information regarding the Ex Employee, this will cover the point 1-7 above or any of 1-7.
3. Rehiring policies
4. Public Information Policy: Policy for the public statements that can be issued on company behalf.
As far as knowing the person technically, you may coordinate with the technical person who had lead the Ex Employee. For other details you have to discuss and analyse the employee in the EXIT Interview.
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From India, Jaipur
When Someone Calls N Enquires About Old Employeees Who Have Left Always Speak Good Of Them , Take This Golden Advise And U Will Be Very Happy In Life U Will Feel So Good That U Will Experience Bliss
From India, Pune
From India, Pune
Hi Nitu.
when the reference check is done it is done with the immediate boss and need not be with HR. SO when u r doing reference check , you will do it with immediate superior, or collegue who will know abt the candidate most of the things.
Regards,
Harshad
From India, Mumbai
when the reference check is done it is done with the immediate boss and need not be with HR. SO when u r doing reference check , you will do it with immediate superior, or collegue who will know abt the candidate most of the things.
Regards,
Harshad
From India, Mumbai
Hi Nitu
Mr Vipin and Mr Anrag has already given you some important tips. I would just like to add that incase you do not know the x-employee personally and you are unable to answer specific qs about his performance you can ask his immediate boss or anybody from his department to handle the call
I do not support the idea of blindly speaking good about an ex-employee just because he/she is not a part of the system anymore. If we do that then probably we are deviating from our professional ethics.
I hope this makes sense to you
From India, Pune
Mr Vipin and Mr Anrag has already given you some important tips. I would just like to add that incase you do not know the x-employee personally and you are unable to answer specific qs about his performance you can ask his immediate boss or anybody from his department to handle the call
I do not support the idea of blindly speaking good about an ex-employee just because he/she is not a part of the system anymore. If we do that then probably we are deviating from our professional ethics.
I hope this makes sense to you
From India, Pune
but assume u joined today n get enquiry about someone who worked 3 yrs ago n his superior boss all etc have left the company, what will u do, and what idea can u get from personal files, cant the opinions in personal files be biased what if the employee might have been a victim of politics or harassment, can u look into the past??
what professional ethics ur talking now?
better to speak good or give neutral advice u can state facts state he was working in so n so dept n he left on so n so date,
From India, Pune
what professional ethics ur talking now?
better to speak good or give neutral advice u can state facts state he was working in so n so dept n he left on so n so date,
From India, Pune
Hi,
If we keep this attitude of giving factual information about somebody only then can we expect same,otherwise there is no use of this process.
If everyone starts giving generic information then we will never come to know about any problem which any employee might had created in his previous company.Also the same employee can cause trouble or nuisance to the other company and may cause bad hire cost to the company
I appreciate all the views given by all the members and would like to request everyone to give very factual information about any employee during verification.
Thanks
From India, Pune
If we keep this attitude of giving factual information about somebody only then can we expect same,otherwise there is no use of this process.
If everyone starts giving generic information then we will never come to know about any problem which any employee might had created in his previous company.Also the same employee can cause trouble or nuisance to the other company and may cause bad hire cost to the company
I appreciate all the views given by all the members and would like to request everyone to give very factual information about any employee during verification.
Thanks
From India, Pune
I had to once do a refernce check for a senior profile (Manager level). I tried talkng to the HR person - but he was nt very comfortable in answering my questions and I felt that the answers were nt right. He seemed to be hiding so many facts.
Luckily my Managing Director knew that Company's Vice President - and he requested me to talk to the VP and get refernce!!!!!!!
I was scared. But I spoke using the refernce of my MD.
The VP was quiet for a while and said that the "Manager" whom we considered was actually terminated from their company (mis behavior with employees and stealing important data, and nt doing any work at all - but only talk n talk n make people believe) - and it will b gud for our company nt to hire him..... I was worried (Because after a lot of hardwork I found this profile :()
After this - I discussed with my Managing Director and gave him the feedback.
He smiled and informed me that the VP (of the other co.) being a very close friend of his already informed him abt this person...
But my MD wanted me to understand the importance of asking for refernce and understand the reason behind it. He knew that if anyone had asked me abt an employee who previously worked here, I would only have a good feedback.... but in the long run, if its nt true - it will affect the companys image.
I WOULD SUGGEST THAT WHEN A PERSON IS TERMINATED, THE HR MUST DISCUSS WITH THE SENIOR MANAGEMENT AND FIND IF ITS OK TO GIVE POSITIVE FEEDBCK FOR FUTURE REFERENCES..
IF THE PERSON LEFT WITH NO ISSUES / VOLUNTARILY - THEN GO AHEAD N GIVE A POSITIVE FEEDBACK.
From India, Madras
Luckily my Managing Director knew that Company's Vice President - and he requested me to talk to the VP and get refernce!!!!!!!
I was scared. But I spoke using the refernce of my MD.
The VP was quiet for a while and said that the "Manager" whom we considered was actually terminated from their company (mis behavior with employees and stealing important data, and nt doing any work at all - but only talk n talk n make people believe) - and it will b gud for our company nt to hire him..... I was worried (Because after a lot of hardwork I found this profile :()
After this - I discussed with my Managing Director and gave him the feedback.
He smiled and informed me that the VP (of the other co.) being a very close friend of his already informed him abt this person...
But my MD wanted me to understand the importance of asking for refernce and understand the reason behind it. He knew that if anyone had asked me abt an employee who previously worked here, I would only have a good feedback.... but in the long run, if its nt true - it will affect the companys image.
I WOULD SUGGEST THAT WHEN A PERSON IS TERMINATED, THE HR MUST DISCUSS WITH THE SENIOR MANAGEMENT AND FIND IF ITS OK TO GIVE POSITIVE FEEDBCK FOR FUTURE REFERENCES..
IF THE PERSON LEFT WITH NO ISSUES / VOLUNTARILY - THEN GO AHEAD N GIVE A POSITIVE FEEDBACK.
From India, Madras
Hi Ravi If somebody has left the compnay 3 yrs ago and you dont have an idea about the person's performance then it doesnt mean you will go ahead saying " he was the best employee of the organisation " .You can always ask the person to give you some time to dig out information or else simply say that you are not aware about his status and give out genereal information about his DOJ ,date of leaving etc.Professional ethics depends on an individuals perception and can vary from person to person Anyways I posted the reply for Nita and do not want to deviate from the topic ,if you wish to speak on this any further then you can write to me at 
From India, Pune
From India, Pune
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