Hi,
I work for a Background Verification and Talent Management company called Quetzal Verify, founded by 4 alumni from IIM Ahmedabad.
While conducting the Background Verification process, we came across a particular problem which I would like to share with you all.
One of our regular Background verification customers (who we have a regular stream of business from) asked us for something that we found hard to agree to - Usually, we are asked to conduct reference checks for candidates only AFTER offers have been made. But, in this particular case, our client wanted us to conduct reference checks for a prospective employee before finally making her an offer.
So in effect, pre-employment background verification has turned out to be a pre-offer background verification. In such a scenario, is it ethical to go ahead and contact a prospective employee's references?
n our opinion - Certainly not! But we would love to hear from what others ni the community think - especially those who are into Recruitment / Background Verification / Reference checks themselves!
Thanks in advance!
From India, Mumbai
I work for a Background Verification and Talent Management company called Quetzal Verify, founded by 4 alumni from IIM Ahmedabad.
While conducting the Background Verification process, we came across a particular problem which I would like to share with you all.
One of our regular Background verification customers (who we have a regular stream of business from) asked us for something that we found hard to agree to - Usually, we are asked to conduct reference checks for candidates only AFTER offers have been made. But, in this particular case, our client wanted us to conduct reference checks for a prospective employee before finally making her an offer.
So in effect, pre-employment background verification has turned out to be a pre-offer background verification. In such a scenario, is it ethical to go ahead and contact a prospective employee's references?
n our opinion - Certainly not! But we would love to hear from what others ni the community think - especially those who are into Recruitment / Background Verification / Reference checks themselves!
Thanks in advance!
From India, Mumbai
3
Hi Jenny.. Are other companies doing it too? - Asking for Background Verification nd Reference Checks from current organization even before making an offer?
From India, Mumbai
From India, Mumbai
Dear Folks,
Pre-Offer Background Verification has become very essential nowadays so as to avoid fake candidates entry into the system.
In Pre-Offer BV I feel that we should not contact their current employer directly, since before any resignation is put down by the employee himself, the current company can log complaint against the Verifcation Company as to saying it is trying to pull out his employees (Head-hunting) etc. Also, there is a threat that the candidate can be given a lucrative offer and held back from resigning.
The best way would be to take the references from the employee and speak to his colleagues/ sub-ordinates. They may not be willing to share the refernece of their Project Managers. We can ask the employee to send a mail from his official email ID in order to check the authencity of his employment. Or a call to his comapny board number and asking to be directed to his extension. Also, If he can produce a reference of any of the Managers atleast 1 grade above him, you can even take the details from him.
Hope my suggestions work
Regards,
Sonu...
From India, Mumbai
Pre-Offer Background Verification has become very essential nowadays so as to avoid fake candidates entry into the system.
In Pre-Offer BV I feel that we should not contact their current employer directly, since before any resignation is put down by the employee himself, the current company can log complaint against the Verifcation Company as to saying it is trying to pull out his employees (Head-hunting) etc. Also, there is a threat that the candidate can be given a lucrative offer and held back from resigning.
The best way would be to take the references from the employee and speak to his colleagues/ sub-ordinates. They may not be willing to share the refernece of their Project Managers. We can ask the employee to send a mail from his official email ID in order to check the authencity of his employment. Or a call to his comapny board number and asking to be directed to his extension. Also, If he can produce a reference of any of the Managers atleast 1 grade above him, you can even take the details from him.
Hope my suggestions work
Regards,
Sonu...
From India, Mumbai
Hi,
Yes most of the companies are doing Pre-offer reference check rather that Pre-employment reference check.
I have experienced the same when I have recently changed my job. They have asked me two reference in which reporting manager number has to be there....
I gave the details assuming that they would call him after they send me the offer letter... I was under the impression that they will not call my manager before they could offer me....
I was shocked to know when my manager has come to me and finding out the reason for change....nothing has happened to me as I had a good relation with my manager and we are able to see these kind of things happening in these days in the present scenario as most of the candidates are applying for jobs with fake experience...
Now-a-days, engineering or MCA students who are not able to get places in any of the companies through campus doesnt know what to do and try to spend time without doing anything and after 2 yrs one thing which striked their mind is to get a fake certificate....I have observed lot and lot of the candidate ... they are not flexible enough to change their mindsets that this is nt the right way.....
In order to avoid these kind of fake candidates, companies are changing their strategies to identify the potential candidate with genuine experience.....
- Gowtam:)
From India, Hyderabad
Yes most of the companies are doing Pre-offer reference check rather that Pre-employment reference check.
I have experienced the same when I have recently changed my job. They have asked me two reference in which reporting manager number has to be there....
I gave the details assuming that they would call him after they send me the offer letter... I was under the impression that they will not call my manager before they could offer me....
I was shocked to know when my manager has come to me and finding out the reason for change....nothing has happened to me as I had a good relation with my manager and we are able to see these kind of things happening in these days in the present scenario as most of the candidates are applying for jobs with fake experience...
Now-a-days, engineering or MCA students who are not able to get places in any of the companies through campus doesnt know what to do and try to spend time without doing anything and after 2 yrs one thing which striked their mind is to get a fake certificate....I have observed lot and lot of the candidate ... they are not flexible enough to change their mindsets that this is nt the right way.....
In order to avoid these kind of fake candidates, companies are changing their strategies to identify the potential candidate with genuine experience.....
- Gowtam:)
From India, Hyderabad
Now a days, fake candidate cases haev increased a lot. So companies prefer to verify the credentials before they release the offer. In some cases, the client of the company also asks for candidate's profile and they also conduct the BG verification. People working for GE project must be knowing this very well..!
Regards,
From Germany
Regards,
From Germany
Pros:
Candidates who produce fake certificates or references can be identified even before spending time and money on him.
It will also create pressure on candidates to be genuine in what they do...
Cons:
When an employee plans to leave a company due to his/her manager or peer pressures, they won't give good comment on him/her even if there is no problem with his work...
From India, Bangalore
Candidates who produce fake certificates or references can be identified even before spending time and money on him.
It will also create pressure on candidates to be genuine in what they do...
Cons:
When an employee plans to leave a company due to his/her manager or peer pressures, they won't give good comment on him/her even if there is no problem with his work...
From India, Bangalore
Hi,
Greetings. In our organisation we request the candidates to give us referees as follows:-
a) Referees who had been associated with the prospective candidate (presently not associated with the candidate's organisation)
OR
b) Referees who were associate with the prospective candidate in hi / her earlier organisations.
Cheers,
K.Bhupesh
From India, Madras
Greetings. In our organisation we request the candidates to give us referees as follows:-
a) Referees who had been associated with the prospective candidate (presently not associated with the candidate's organisation)
OR
b) Referees who were associate with the prospective candidate in hi / her earlier organisations.
Cheers,
K.Bhupesh
From India, Madras
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