Hi all, Currently I'm working for an MNC from the last 4 months.
Actually the problem is my first company was a startup and that was closed as well. And I have only the relieving letter only and they were provided me the salary by hand.
Now my company conducting the BGV, I've submitted my last 2 companies payslips, experience letter, Form-16, and bank statements as well.
But now my current organization citing discrepancy in my BGV due to my first organization and my Graduation university is under Subjective hiring in my client's hiring list
Could you please let me know is there any possibility to continue with my current organization.
From India, Bengaluru
Actually the problem is my first company was a startup and that was closed as well. And I have only the relieving letter only and they were provided me the salary by hand.
Now my company conducting the BGV, I've submitted my last 2 companies payslips, experience letter, Form-16, and bank statements as well.
But now my current organization citing discrepancy in my BGV due to my first organization and my Graduation university is under Subjective hiring in my client's hiring list
Could you please let me know is there any possibility to continue with my current organization.
From India, Bengaluru
Dear friend,
The exact answer to your query depends on the nature of the hiring policy of the concerned organization. Truly speaking no one can be totally unbiased and the element of bias is an innate and irrevocable trait of the human being because of the presence of ego in everyone. Mostly subjective hiring is the result of subjective mind-set of the recruiters.
If BGV is a process post appointment, its ultimate purpose is verification of the credentials already furnished by the candidate. It will not be possible for every jobseeker to provide all the documents pertaining to his previous employment and in the absence of one or many, only a circumstantial decision should be taken by the prospective employer based on the genuineness of the available document. If a particular document pertaining to first appointment could not be verified with the concerned organization which became extinct later, why an attempt cannot be made with the organizations subsequently employed the candidate as to whether they verified the fact when the organization was in existence? What prevents a recruiter to conduct the BGV before the issuance of appointment orders? The further continuance or the subsequent closure of an organization is not in the hands of an ex-employee is an acceptable fact. If a university falls in the subjective hiring list of the organization, any candidate from such university can be rejected in the screening stage itself. Just only because the candidate has all the potentials for the position to be filled, he was appointed. Therefore, non-existent discrepancies in the BGV cannot be presumed to send such a candidate out.
Better explain these points politely to the organization in a convincing fashion and still if they do so, you should be bold enough to sue them for damages.
From India, Salem
6018The exact answer to your query depends on the nature of the hiring policy of the concerned organization. Truly speaking no one can be totally unbiased and the element of bias is an innate and irrevocable trait of the human being because of the presence of ego in everyone. Mostly subjective hiring is the result of subjective mind-set of the recruiters.
If BGV is a process post appointment, its ultimate purpose is verification of the credentials already furnished by the candidate. It will not be possible for every jobseeker to provide all the documents pertaining to his previous employment and in the absence of one or many, only a circumstantial decision should be taken by the prospective employer based on the genuineness of the available document. If a particular document pertaining to first appointment could not be verified with the concerned organization which became extinct later, why an attempt cannot be made with the organizations subsequently employed the candidate as to whether they verified the fact when the organization was in existence? What prevents a recruiter to conduct the BGV before the issuance of appointment orders? The further continuance or the subsequent closure of an organization is not in the hands of an ex-employee is an acceptable fact. If a university falls in the subjective hiring list of the organization, any candidate from such university can be rejected in the screening stage itself. Just only because the candidate has all the potentials for the position to be filled, he was appointed. Therefore, non-existent discrepancies in the BGV cannot be presumed to send such a candidate out.
Better explain these points politely to the organization in a convincing fashion and still if they do so, you should be bold enough to sue them for damages.
From India, Salem
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