Hi,
It totally depends upon the employer who is hiring you, wants to go for pre employment verification or post employment verification. Generally, pre employment verification is done for senior most positions only.
If you want to know anything else regarding background verification, your queries are most welcome. You can mail your queries at
From India, Delhi
2It totally depends upon the employer who is hiring you, wants to go for pre employment verification or post employment verification. Generally, pre employment verification is done for senior most positions only.
If you want to know anything else regarding background verification, your queries are most welcome. You can mail your queries at
From India, Delhi
Hi Jameslewis,
Background verification is done as per the company's norms not on the candidate's wish and why would a candidate worry about the background verification if he is not cheating.
From India
Background verification is done as per the company's norms not on the candidate's wish and why would a candidate worry about the background verification if he is not cheating.
From India
We only usually undertake background after after we have issued our offer of employment and the prospective new employee has accepted. This is because we obtain references from former employers. If we were to jump the gun and obtain references before the offer is accepted it could cause all kinds of complications.
Having said that, on occasion we have asked for some information in advance of an offer being accepted, such as a copy of a passport and University/education certificates. In the UK we also run a criminal records bureau check too.
In addition to the above, we also ask for references from the most recent employer and one past employer. If this isn't possible we will accept a reference from a University.
If an employee resigns his last post and the references you get back on him are bad, then it would seem to indicate that the new employee has not been entirely honest with you in the beginning. If he left is last employer on bad terms then he needs to have said something along those lines at the start, however difficult it may be, so that nothing comes to you as a surprise.
Obviously, if a prospective new employee is currently unemployed then all checks can be done before an offer is issued. Although good employees might not wait for you ....
It's just one thought. But I hope this helps.
From United Kingdom, London
Having said that, on occasion we have asked for some information in advance of an offer being accepted, such as a copy of a passport and University/education certificates. In the UK we also run a criminal records bureau check too.
In addition to the above, we also ask for references from the most recent employer and one past employer. If this isn't possible we will accept a reference from a University.
If an employee resigns his last post and the references you get back on him are bad, then it would seem to indicate that the new employee has not been entirely honest with you in the beginning. If he left is last employer on bad terms then he needs to have said something along those lines at the start, however difficult it may be, so that nothing comes to you as a surprise.
Obviously, if a prospective new employee is currently unemployed then all checks can be done before an offer is issued. Although good employees might not wait for you ....
It's just one thought. But I hope this helps.
From United Kingdom, London
I fail to see the effectiveness of conducting backgroung checks in most cases. There have been numerous instances where the previous employers might give a negative feedback about an employee out of frustration of losing him/her to a competitor. This may be speciallytrue in cases of outstanding employees whom an organisation does not want to lose.
As far as criminal record is concerned, in many countries, refusing offers based on a previous legal problem dating back to many years is considered discriminatory.
Till a few years back very few organisations conducted backgroung checks. The employer went with instinct and an ability to judge and trust people whom they are recruiting and many times they were rewarded for their trust. These employees went on to serve their organisations for many years. In today`s age, if someone sticks to a company for a year, he is considered stable.
From India, Calcutta
As far as criminal record is concerned, in many countries, refusing offers based on a previous legal problem dating back to many years is considered discriminatory.
Till a few years back very few organisations conducted backgroung checks. The employer went with instinct and an ability to judge and trust people whom they are recruiting and many times they were rewarded for their trust. These employees went on to serve their organisations for many years. In today`s age, if someone sticks to a company for a year, he is considered stable.
From India, Calcutta
I would not completely agree with Kaushikbhowal as I have myself seen couple of cases where the employees had forged their documents just to get the job opportunity and they were sacked after due course of disciplinary proceedings. There may also be cases where the Line Manager would have given the negative feedback due to frustration or some personal grudes but as these are subjective matters the employees are given a chance of fair trial to counter the allegations.
From India
From India
There may be some merit in trusting your judgement, provide that you are infallible, but I do really think that conducting some due diligence on a prospective new employee is important. How do you know that he worked at his former employer? How do you know that he has the qualifiacations he talks of? How do you know he has a right to work in the country? How do you know he is who he says he is? How do you know he is of good character? Do you want to employ a person in a fincnail services company is he has a criminal record? Obviously people can tell untruths and they can provide false documentation.
But as an HR professional, is it really best practice to say that you have employed a person because he was nicely spoken and told a good story at an interview (even though it might be completely untrue, because you haven't checked anything)? That's all I am saying. I will always still conduct verification checks.
Thank you for your time.
Terry
From United Kingdom, London
But as an HR professional, is it really best practice to say that you have employed a person because he was nicely spoken and told a good story at an interview (even though it might be completely untrue, because you haven't checked anything)? That's all I am saying. I will always still conduct verification checks.
Thank you for your time.
Terry
From United Kingdom, London
As an additional contribution to this subject, here is something I use for references to past employers:
XXXXX has been offered a position as XXXXXXX with our Company. He/She has given us permission to approach you for a reference. This reference is to enable us to meet our obligations to the Financial Services Authority and for our own internal purposes. Will you please complete the questions below, then sign and date the declaration and return it to me. If you would like to make any additional comments then please continue onto a separate sheet of paper if necessary. Thank you very much for your assistance.
1. In what capacity have you known the applicant?
2. How would you describe the applicant’s fulfilment of his/her role with your firm?
3. Would you describe the applicant's general level of competence in relation to investment business as: (please circle)
Very Good Good Average Poor Don't Know
4. It is important that those involved in the financial services industry should be conscientious. Would you describe the standard of care that the applicant is likely to take in exercising his responsibilities as: (please circle)
Very Good Good Average Poor Don't Know
5. It is important that those involved in the financial services industry be totally honest. In your opinion does this description fit the applicant? (please circle)
Yes No
6. Would you re-employ the applicant?
7. Is there anything else you would like to add?
From United Kingdom, London
XXXXX has been offered a position as XXXXXXX with our Company. He/She has given us permission to approach you for a reference. This reference is to enable us to meet our obligations to the Financial Services Authority and for our own internal purposes. Will you please complete the questions below, then sign and date the declaration and return it to me. If you would like to make any additional comments then please continue onto a separate sheet of paper if necessary. Thank you very much for your assistance.
1. In what capacity have you known the applicant?
2. How would you describe the applicant’s fulfilment of his/her role with your firm?
3. Would you describe the applicant's general level of competence in relation to investment business as: (please circle)
Very Good Good Average Poor Don't Know
4. It is important that those involved in the financial services industry should be conscientious. Would you describe the standard of care that the applicant is likely to take in exercising his responsibilities as: (please circle)
Very Good Good Average Poor Don't Know
5. It is important that those involved in the financial services industry be totally honest. In your opinion does this description fit the applicant? (please circle)
Yes No
6. Would you re-employ the applicant?
7. Is there anything else you would like to add?
From United Kingdom, London
Just as the HR managers judgement may not be infallible, the reference check report may also be flawed. Most of the times, prospective employees provides references of people with whom they share a cordial relationship in their previous organisations, thus ensuring that that the feedback provided is a positive one.How does that ensure a fair background check.
Similarly just because an individual may have committed some mistakes in one of his previous assignments, but have redeemed himself hence, is it fair to reject him based on a negative feedback from history.
From India, Calcutta
Similarly just because an individual may have committed some mistakes in one of his previous assignments, but have redeemed himself hence, is it fair to reject him based on a negative feedback from history.
From India, Calcutta
This is carried out normally before a candidate joins in the organisation.
I am myself a consultant undertaking this on South locations. Normally the candidates is made known on this process. In fact we are doing this even after the candidates join in the organisations. Two things are to be clean and clear. Honesty and sincerity in the service he/she rendered and the details given in the profile. All other materials are subjected to these primary concerns. If the candidates are above the board on these areas, there is no need to worry on any ground.
Background check or not one has to be sincere and honest by and large in larger concept in career and personal lives.
Rangarajan. V.
From India, Pune
I am myself a consultant undertaking this on South locations. Normally the candidates is made known on this process. In fact we are doing this even after the candidates join in the organisations. Two things are to be clean and clear. Honesty and sincerity in the service he/she rendered and the details given in the profile. All other materials are subjected to these primary concerns. If the candidates are above the board on these areas, there is no need to worry on any ground.
Background check or not one has to be sincere and honest by and large in larger concept in career and personal lives.
Rangarajan. V.
From India, Pune
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