Hi,
It totally depends on the employer who is hiring you, whether they want to conduct pre-employment verification or post-employment verification. Generally, pre-employment verification is done for senior positions only.
If you want to know anything else regarding background verification, your queries are most welcome. You can email your queries to info@vfacts.in.
From India, Delhi
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2It totally depends on the employer who is hiring you, whether they want to conduct pre-employment verification or post-employment verification. Generally, pre-employment verification is done for senior positions only.
If you want to know anything else regarding background verification, your queries are most welcome. You can email your queries to info@vfacts.in.
From India, Delhi
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Hi James Lewis,
Background verification is done as per the company's norms, not based on the candidate's wish. Why would a candidate worry about the background verification if they are not cheating?
From India
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Background verification is done as per the company's norms, not based on the candidate's wish. Why would a candidate worry about the background verification if they are not cheating?
From India
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We usually undertake background checks 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.
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 from his last position and the references you receive on him are negative, then it would seem to indicate that the new employee has not been entirely honest with you from the beginning. If he left his last employer on bad terms, then he should have disclosed that at the start, no matter how difficult it may be, to avoid any surprises.
Obviously, if a prospective new employee is currently unemployed, then all checks can be completed before an offer is issued. However, good employees might not wait for you...
It's just one thought. I hope this helps.
From United Kingdom, London
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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.
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 from his last position and the references you receive on him are negative, then it would seem to indicate that the new employee has not been entirely honest with you from the beginning. If he left his last employer on bad terms, then he should have disclosed that at the start, no matter how difficult it may be, to avoid any surprises.
Obviously, if a prospective new employee is currently unemployed, then all checks can be completed before an offer is issued. However, good employees might not wait for you...
It's just one thought. I hope this helps.
From United Kingdom, London
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I fail to see the effectiveness of conducting background checks in most cases. There have been numerous instances where the previous employers might give negative feedback about an employee out of frustration of losing him/her to a competitor. This may be especially true in cases of outstanding employees whom an organization does not want to lose.
As far as criminal records are concerned, in many countries, refusing offers based on a previous legal problem dating back many years is considered discriminatory.
Until a few years back, very few organizations conducted background checks. Employers 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 organizations for many years. In today's age, if someone sticks to a company for a year, he is considered stable.
From India, Calcutta
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As far as criminal records are concerned, in many countries, refusing offers based on a previous legal problem dating back many years is considered discriminatory.
Until a few years back, very few organizations conducted background checks. Employers 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 organizations for many years. In today's age, if someone sticks to a company for a year, he is considered stable.
From India, Calcutta
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I would not completely agree with Kaushikbhowal, as I have myself seen a couple of cases where 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 negative feedback due to frustration or some personal grudges, but as these are subjective matters, employees are given a chance of a fair trial to counter the allegations.
From India
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From India
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There may be some merit in trusting your judgment, provided 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 qualifications he speaks of? How do you know he has the 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 financial services company if 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 conduct verification checks.
Thank you for your time.
Terry
From United Kingdom, London
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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 conduct verification checks.
Thank you for your time.
Terry
From United Kingdom, London
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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
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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
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Just as the HR manager's judgment may not be infallible, the reference check report may also be flawed. Most of the time, prospective employees provide references of people with whom they share a cordial relationship in their previous organizations, thus ensuring that the feedback provided is a positive one. How does that ensure a fair background check?
Similarly, just because an individual may have made some mistakes in one of his previous assignments but has redeemed himself, is it fair to reject him based on negative feedback from history?
From India, Calcutta
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Similarly, just because an individual may have made some mistakes in one of his previous assignments but has redeemed himself, is it fair to reject him based on negative feedback from history?
From India, Calcutta
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This is carried out normally before a candidate joins the organization. I am a consultant undertaking this in South locations. Normally, the candidates are made aware of this process. In fact, we continue this even after the candidates join the organization. Two things need to be clear: honesty and sincerity in the service rendered and the details provided in the profile. All other materials are subject to these primary concerns. If the candidates are above board in these areas, there is no need to worry on any grounds.
Background checks or not, one has to be sincere and honest in a larger concept in career and personal lives.
Rangarajan. V.
From India, Pune
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Background checks or not, one has to be sincere and honest in a larger concept in career and personal lives.
Rangarajan. V.
From India, Pune
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