Dear all,
In my experience in this industry as HR and Investigation professional since 15 years, if the verification is sincere and honest the employer or responsible person certainly values. In our experience my clients absolutely value our reports in toto whether it is negative or positive. I am already convinced on this angle.
The whole exercise is to be viewed from the point of honesty, integrity and consistency of both employers and employees. These 3 values pay in long run only. There is no short cut to prove this and this is a time tested and unsaid policy in employees hiring, retention and career progress.
Regards.
V. Rangarajan.
From India, Pune
47In my experience in this industry as HR and Investigation professional since 15 years, if the verification is sincere and honest the employer or responsible person certainly values. In our experience my clients absolutely value our reports in toto whether it is negative or positive. I am already convinced on this angle.
The whole exercise is to be viewed from the point of honesty, integrity and consistency of both employers and employees. These 3 values pay in long run only. There is no short cut to prove this and this is a time tested and unsaid policy in employees hiring, retention and career progress.
Regards.
V. Rangarajan.
From India, Pune
When every thing is in writing the releiving letter etc properly there is no question of taking any action as like this you can approach to the HR higher authority and once explain Any body can tell any thing if any such case ask them to give in writing.Further as HR is the window to any such things and every thing in writing clear this is some thing bulshit.
A company having such low ethics really seems a worst culture
From India, Madras
A company having such low ethics really seems a worst culture
From India, Madras
With reference to Mr.Rangarajan`s post I would like to know that what are the parameters that are used to conduct background checks of an individual. After all outsourced agencies would have limited access to information unless it is a C.B.I. who is undertaking the job. With a limited access to information, agencies would have to rely on the so called `sources` to get information which could be flawed. Quite often a person who had been outspoken,straight forward and who do not indulge in sychophancy are not very well liked by managers. There could be a case of personal grudge involved too in some instances. Thus when the system of verification itself could be faulty in some instances,how can one decide on a person`s career based on these reports.
A few years ago, there was no system of background verification that was undertaken by any organisation. It was in those days that you could find employees sticking to one organisation for 20 - 25 years and treating the company like their own.Today inspite of all background verifications being done, people have scant regard for their work place.
It is better to trust people than start off by mistrusting them. Mistrust only breeds mistrust
From India, Calcutta
A few years ago, there was no system of background verification that was undertaken by any organisation. It was in those days that you could find employees sticking to one organisation for 20 - 25 years and treating the company like their own.Today inspite of all background verifications being done, people have scant regard for their work place.
It is better to trust people than start off by mistrusting them. Mistrust only breeds mistrust
From India, Calcutta
Dear sir,
Being in the industry in the role of investigator and HR consultant since long, I am of the very firm opinion based on my experience and on the interaction with various responsible professionals in several disciplines that the trust is the beginning and end of any relationship be it in career or in personal life. In career the trust lies in honesty, sincerity and consistency in whatever one does. You have very rightly said that "begin the relationship with trust. Mistrust does not at all work in the long run".
The parameters which we follow is simple in the following order as far as the employees /recruitment is concerned:
1. inappropriate financial dealings with the customers, associates that affect/alter/damage the financial status indirectly or directly or organisation in its policy knowingly well in advance as a matured employable candidate.
2. dishonest practice in business transactions.
3. act of Connivance against the company's interests.
4. Misbehaviour or misconduct amounting to indisicpline with colleagues and customers.
No where we see the performance or designation or goodie goodie behaviour are taken as a matter or issue to consider the candidature for a position. Long experience also is one just factor but does not guarantee you all above.
Everywhere you would find the employees or people with good and bad traits. As a professional or business person irrespective of size and the nature, you are investing mostly only on people. that is the reason investing in people is done with caution and care.
I am sure there are people with bag of mixed reactions. But that is the principle I follow irrespective of outcome. But the good point it pays me in long run.
I am not at interested to orient anybody in the forum to recite the good or moral stories I felt like I should share. Perhaps many may not like it. Let it be.
Thanks and regards.
v. Rangarajan.
From India, Pune
Being in the industry in the role of investigator and HR consultant since long, I am of the very firm opinion based on my experience and on the interaction with various responsible professionals in several disciplines that the trust is the beginning and end of any relationship be it in career or in personal life. In career the trust lies in honesty, sincerity and consistency in whatever one does. You have very rightly said that "begin the relationship with trust. Mistrust does not at all work in the long run".
The parameters which we follow is simple in the following order as far as the employees /recruitment is concerned:
1. inappropriate financial dealings with the customers, associates that affect/alter/damage the financial status indirectly or directly or organisation in its policy knowingly well in advance as a matured employable candidate.
2. dishonest practice in business transactions.
3. act of Connivance against the company's interests.
4. Misbehaviour or misconduct amounting to indisicpline with colleagues and customers.
No where we see the performance or designation or goodie goodie behaviour are taken as a matter or issue to consider the candidature for a position. Long experience also is one just factor but does not guarantee you all above.
Everywhere you would find the employees or people with good and bad traits. As a professional or business person irrespective of size and the nature, you are investing mostly only on people. that is the reason investing in people is done with caution and care.
I am sure there are people with bag of mixed reactions. But that is the principle I follow irrespective of outcome. But the good point it pays me in long run.
I am not at interested to orient anybody in the forum to recite the good or moral stories I felt like I should share. Perhaps many may not like it. Let it be.
Thanks and regards.
v. Rangarajan.
From India, Pune
don’t worry dear world is wide, be confident yourself and search job you will be a king in this job market.
From India, Madras
From India, Madras
Dear Sharadsoni.
Perhaps in your career journey you may have to change your methodology of employees hiring or assessing through micro lense called TALENT Only. This wisdom comes with the age, experience as you long through the different milestones of journey. Till it dawns let it be like that. No dobut the organisations employ the verification exercise for trimming the wrong person/mismatch thereby reinforcing the well established and time tested concept -- Right person for the right job and in right time.
Less said is better about the Police be it positive or negative.
All the Best.
V. Rangarajan.
From India, Pune
Perhaps in your career journey you may have to change your methodology of employees hiring or assessing through micro lense called TALENT Only. This wisdom comes with the age, experience as you long through the different milestones of journey. Till it dawns let it be like that. No dobut the organisations employ the verification exercise for trimming the wrong person/mismatch thereby reinforcing the well established and time tested concept -- Right person for the right job and in right time.
Less said is better about the Police be it positive or negative.
All the Best.
V. Rangarajan.
From India, Pune
Dear Mr Sharad, I appreciate your reply. I respect your background and your methods in your own ways. Regards. V. Rangarajan.
From India, Pune
From India, Pune
Thanks every one for your valuable comments and suggestions.
Dear Mr.V. Rangarajan thanks for your support and help.I have not disclosed my real name and other details as I think this is a violation of terms here for this site but I would definitely like to ask your personal/official ID so that I can approach to you directly.
Further to your comments I would like to say and as already I admit that I was not having good rapo with my manager but my point remain same that he was not the only manager I report in that organization because prior to his joining I was report to two different managers and who are in the top level management.Moreover I want to say that my performance was good as I was 2nd best in my particular department and I can surely assure anyone that when I was working with that particular organization there was never any disciplinary issue, no financial issues , and I was in the service industry so I always helped the clients so what you mentioned about
(1. inappropriate financial dealings with the customers, associates that affect/alter/damage the financial status indirectly or directly or organisation in its policy knowingly well in advance as a matured employable candidate.
2. dishonest practice in business transactions.
3. act of Connivance against the company's interests.
4. Misbehaviour or misconduct amounting to indisicpline with colleagues and customers)
I totally disagree atleast for my case.Also I worked with 3 more organizations so why only one particular thing which is not even professional should hamper anyone career and I do understand how these background checks took place but then why the so called companies dont do it before joining of the employee as they always take all the scanned documents 15-20 days before the joining. Like this atlest the person should not suffer like me as I resigned in my earlier organization as soon as I got the Offer letter and joined the new company and i got terminated due to background check and now I cant plead my previous organization to take me.Serious problem what I think is that and what I sensed is that if the employee is genuine also the company dont take him/her as that's a matter of so called their brand image as everyone knew the company for its strict background checks.I just wanted share one more thing that the HR told me that they were working with the background check company from last 10 years and they cant be wrong.But they might be wrong as it was obvious for my case as they put the case differently.
Dear Seniors , I have one just request to all of you if you can help me when I was terminated I was not given any letter(Hard copy or anything), what I received was a system generated mail that i was terminated.When offer letters always needs to be sign and needs to give back to the company then how valid this kind of termination and also where there was no valid reason provided to me in writing or anything.
From India, Hyderabad
Dear Mr.V. Rangarajan thanks for your support and help.I have not disclosed my real name and other details as I think this is a violation of terms here for this site but I would definitely like to ask your personal/official ID so that I can approach to you directly.
Further to your comments I would like to say and as already I admit that I was not having good rapo with my manager but my point remain same that he was not the only manager I report in that organization because prior to his joining I was report to two different managers and who are in the top level management.Moreover I want to say that my performance was good as I was 2nd best in my particular department and I can surely assure anyone that when I was working with that particular organization there was never any disciplinary issue, no financial issues , and I was in the service industry so I always helped the clients so what you mentioned about
(1. inappropriate financial dealings with the customers, associates that affect/alter/damage the financial status indirectly or directly or organisation in its policy knowingly well in advance as a matured employable candidate.
2. dishonest practice in business transactions.
3. act of Connivance against the company's interests.
4. Misbehaviour or misconduct amounting to indisicpline with colleagues and customers)
I totally disagree atleast for my case.Also I worked with 3 more organizations so why only one particular thing which is not even professional should hamper anyone career and I do understand how these background checks took place but then why the so called companies dont do it before joining of the employee as they always take all the scanned documents 15-20 days before the joining. Like this atlest the person should not suffer like me as I resigned in my earlier organization as soon as I got the Offer letter and joined the new company and i got terminated due to background check and now I cant plead my previous organization to take me.Serious problem what I think is that and what I sensed is that if the employee is genuine also the company dont take him/her as that's a matter of so called their brand image as everyone knew the company for its strict background checks.I just wanted share one more thing that the HR told me that they were working with the background check company from last 10 years and they cant be wrong.But they might be wrong as it was obvious for my case as they put the case differently.
Dear Seniors , I have one just request to all of you if you can help me when I was terminated I was not given any letter(Hard copy or anything), what I received was a system generated mail that i was terminated.When offer letters always needs to be sign and needs to give back to the company then how valid this kind of termination and also where there was no valid reason provided to me in writing or anything.
From India, Hyderabad
Dear friend,
Let us not drag on this issue. But let us put a stop on this, even though I can sympathise with you fully for the wrong doings happened in your case.
Let us look forward to more positive and careful steps in our career. lI assume you are in young in your career. All of us do commit mistakes and learn from them, but t let us not repeat the same.
My official email id is
.
Regards,
V. Rangarajan.
From India, Pune
Let us not drag on this issue. But let us put a stop on this, even though I can sympathise with you fully for the wrong doings happened in your case.
Let us look forward to more positive and careful steps in our career. lI assume you are in young in your career. All of us do commit mistakes and learn from them, but t let us not repeat the same.
My official email id is
Regards,
V. Rangarajan.
From India, Pune
Mr. Rangarajan, thanks for your sympathy but I post this issue here not just for me but for everyone because everyone should know these things so that before entering into a new job people should ask the organization about all these matters prior to their joining to avoid any kind of harassment what happened to me without having any fault at my end.I am very much positive and having 6.5 years of industry experience and now I have a gap in my CV and I know how bad it is but no one can repay me.
From India, Hyderabad
From India, Hyderabad
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No Due Certificate.doc
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