I do not agree with Mr. Raj as Sarika wants to know how to check the last salary, which suggests that they are offering more than his/her (candidate's) last salary drawn...... I think you should ask for last month salary slip and if needed you can ask for form 16 also.....
the point made by Mr. Raj is correct but its not answering the question plus it seems too harsh.....
From India, Ahmadabad
the point made by Mr. Raj is correct but its not answering the question plus it seems too harsh.....
From India, Ahmadabad
Very useful format. and your attachment suits well as the answer to the thread starter. regards, shijit.
From India, Kochi
122From India, Kochi
Hi all,
I appreciate what Mr. Raj wrote, but I'm wondering "why the recruiter may need such information?", for small companies, maybe you need such information as a competitive advantage, but for companies which have grading system, competency profiles, salary structure, and at least minimum qualifications (or job description) for the vacancy, and the candidate fit your requirements, no need to verify the history.
Head Hunting for seniors... is totally differ than what I've mentioned above...
as a summary (KISS) = Keep It Simply Statistically... simplfy your HR Operations.
Salam,
Eng. Muhammad Abuissa
Compensation & Benefits Specialist
From Saudi Arabia, Khobar
I appreciate what Mr. Raj wrote, but I'm wondering "why the recruiter may need such information?", for small companies, maybe you need such information as a competitive advantage, but for companies which have grading system, competency profiles, salary structure, and at least minimum qualifications (or job description) for the vacancy, and the candidate fit your requirements, no need to verify the history.
Head Hunting for seniors... is totally differ than what I've mentioned above...
as a summary (KISS) = Keep It Simply Statistically... simplfy your HR Operations.
Salam,
Eng. Muhammad Abuissa
Compensation & Benefits Specialist
From Saudi Arabia, Khobar
While i tempt to agree with Raj Kumar to a large extent, as compensation offered to a prospective employee is based on organisational philosphy which is again based on factors like location, prevailing salaries in that industrial segment, value of the job etc. However, there are some reasons which make it desirable to have existing salary details. Some of the reasons could be:
Where candidate express their expected compensation at new place in percentage hike.
Where you find a guy extremely good and wish to hire him and go an extra mile which may necessaciate exceeding upper limit of the salary band for that level, it seems rational to be sure if the candidate has not falsified his current compensation.
There are some mechanism to have a reasonable good idea of his salary. The same are:
- Ask him to bring along the letter in original the last appraisal letter giving break down of his revised compensation.
- Ask for last 3 - 6 months salary slips.
- Ask for Form 16 for last year.
A serious candidate is expected to come up with these documents at the time of interview and in all probability will not give false compensation details under such circumstances.
However, once you have hired someone, no useful purpose will be served in gathering last employment salary since you will not fire him just for this reason whereas he may be doing very well on his job responsibilities.
I strongly feed that organisations should have their compensation plans updated as per their respective industrial segment, location, nearest competitors etc and stick to the same, but I understand many a times this is not feasible and that is the reason why one has to yield to candidate's demands, although not a healthy trend.
thanks,
With Regards,
Arun Tripathi
Where candidate express their expected compensation at new place in percentage hike.
Where you find a guy extremely good and wish to hire him and go an extra mile which may necessaciate exceeding upper limit of the salary band for that level, it seems rational to be sure if the candidate has not falsified his current compensation.
There are some mechanism to have a reasonable good idea of his salary. The same are:
- Ask him to bring along the letter in original the last appraisal letter giving break down of his revised compensation.
- Ask for last 3 - 6 months salary slips.
- Ask for Form 16 for last year.
A serious candidate is expected to come up with these documents at the time of interview and in all probability will not give false compensation details under such circumstances.
However, once you have hired someone, no useful purpose will be served in gathering last employment salary since you will not fire him just for this reason whereas he may be doing very well on his job responsibilities.
I strongly feed that organisations should have their compensation plans updated as per their respective industrial segment, location, nearest competitors etc and stick to the same, but I understand many a times this is not feasible and that is the reason why one has to yield to candidate's demands, although not a healthy trend.
thanks,
With Regards,
Arun Tripathi
hi sarika,
Asking for bank statement would not be a genuine idea bcoz many employee have the habit of using their salary account for personal use.......... for which employee may not feel comfortable to reveal
Regards,
Geetha K
HR
Retail Firm
From India, Hyderabad
Asking for bank statement would not be a genuine idea bcoz many employee have the habit of using their salary account for personal use.......... for which employee may not feel comfortable to reveal
Regards,
Geetha K
HR
Retail Firm
From India, Hyderabad
I endorse all these options.
There might be yet another one; but, I would not choose to do so.
That is:
Ask for the components of CTC. If there are some 'missing figures'/ if all thse totalle up does not make the total the candidate has claimed, ask him for the details.
Reagrds
M.S.Sreekumar
HR Professional
Cochin
There might be yet another one; but, I would not choose to do so.
That is:
Ask for the components of CTC. If there are some 'missing figures'/ if all thse totalle up does not make the total the candidate has claimed, ask him for the details.
Reagrds
M.S.Sreekumar
HR Professional
Cochin
Dear Sarika.
I feel there is no need to verify for sal decision per say if company can afford will be given at last to candidate.
Also organization can have exact figures as too what talent, quli, market value is before hiring start So that negotiation can be based on that. For that salary surveys like pay scale or shine gives fair idea so its market driven and individual choice.
One more point is if I got someone was underpaid before but understand values now has every right to ask company a higher sal no matter how much he is paid before isn't it. Now to pay or not is companies policy and decision.
Only to check if candidate is lying there are( other ways of knowing personality of candidates.)or not if you want to check then I would suggest asking for salary slip for last 6 month is best option as salary slip can be made.
Also if you call previous employer .I lbeive no employer should revel salary of personnel without there explicit permission as its privacy issue.
From India, Mumbai
I feel there is no need to verify for sal decision per say if company can afford will be given at last to candidate.
Also organization can have exact figures as too what talent, quli, market value is before hiring start So that negotiation can be based on that. For that salary surveys like pay scale or shine gives fair idea so its market driven and individual choice.
One more point is if I got someone was underpaid before but understand values now has every right to ask company a higher sal no matter how much he is paid before isn't it. Now to pay or not is companies policy and decision.
Only to check if candidate is lying there are( other ways of knowing personality of candidates.)or not if you want to check then I would suggest asking for salary slip for last 6 month is best option as salary slip can be made.
Also if you call previous employer .I lbeive no employer should revel salary of personnel without there explicit permission as its privacy issue.
From India, Mumbai
Raj Kumar is 100% right. why should we bother about previous salary of an employee? We should never encourage this.
From Saudi Arabia, Riyadh
From Saudi Arabia, Riyadh
Organization can set its own recruitment process for recruiting and retaining the employees.
Based on so many factors- company policy, understanding, practical experience etc., the organization sets the process. Some Organization may have the policy that the maximum compensation can be 20 % more than the existing salary. In this case the process of recruitment will take care of checking his previous company’s salary in order to understand how much maximum he can offer for the candidate. So there is no harm in checking his salary with his previous company.
So many abnormal examples as quoted by Mr. Raj kumar may seem to be logically correct. But practically, 70 – 80 % of the candidates intend to project his/her salary more than what he/she earns.
One should have the maturity to understand the need of verification of previous salary.
How to verify the previous employment salary is to ask for Pay slip / Bank statement copy ( if the salary is credited in the bank) / Income tax deduction certificate, when the HR department collects documents in support of candidates education and qualification.
If your recruitment process warrants previous employers reference check, even during the reference check also one can verify the candidate’s salary along with other details like his designation, his attitude, his behavior etc
From India, New Delhi
Based on so many factors- company policy, understanding, practical experience etc., the organization sets the process. Some Organization may have the policy that the maximum compensation can be 20 % more than the existing salary. In this case the process of recruitment will take care of checking his previous company’s salary in order to understand how much maximum he can offer for the candidate. So there is no harm in checking his salary with his previous company.
So many abnormal examples as quoted by Mr. Raj kumar may seem to be logically correct. But practically, 70 – 80 % of the candidates intend to project his/her salary more than what he/she earns.
One should have the maturity to understand the need of verification of previous salary.
How to verify the previous employment salary is to ask for Pay slip / Bank statement copy ( if the salary is credited in the bank) / Income tax deduction certificate, when the HR department collects documents in support of candidates education and qualification.
If your recruitment process warrants previous employers reference check, even during the reference check also one can verify the candidate’s salary along with other details like his designation, his attitude, his behavior etc
From India, New Delhi
I think all of you are not getting the crux of the request and people talking about professionalism, HR norms etc.. etc... All this is not needed. Surprised by the kind of replies sent by HR Professionals on this. HR professional are meant to help the internal & external customers by extending the support in whatever possible ways. Rude and Harsh replies are the last stick which any HR professional should use.
As a part of the joining process all the information as declared by the candidate is to be verified. Unlike your company not all company has a budget to get a vendor on board to do so. However same can be verified by contacting the concerned HR Professional ( previous employer) through email. Send the scanned copy of the lasted salary slip submitted by the new hire and request the HR to validate and confirm whether the attach document is issued by them.
Upon the receipt of the reply appropriate action can be taken i.e. either to initiate action against the employee ( if the information is incorrect or forged) or file the validated copy of the email in employee's personal file.
Note: This action is to be initiated only after the agreement ( Signed) of the new joinee
Thanks Jeeva for your reply.
From India, New Delhi
As a part of the joining process all the information as declared by the candidate is to be verified. Unlike your company not all company has a budget to get a vendor on board to do so. However same can be verified by contacting the concerned HR Professional ( previous employer) through email. Send the scanned copy of the lasted salary slip submitted by the new hire and request the HR to validate and confirm whether the attach document is issued by them.
Upon the receipt of the reply appropriate action can be taken i.e. either to initiate action against the employee ( if the information is incorrect or forged) or file the validated copy of the email in employee's personal file.
Note: This action is to be initiated only after the agreement ( Signed) of the new joinee
Thanks Jeeva for your reply.
From India, New Delhi
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