Just as an after-thought Asha...........There are times when we should "think thru the Heart rather than thru the Head". Like there's a one-liner in an old Cowboy movie: in a "too good to be true" situation, dump it.
Rgds,
TS
From India, Hyderabad
1637Rgds,
TS
From India, Hyderabad
Hi Asha,
You can take out the information from that company by false calling, without representing your company name just have Voip No. even to hide your contact no.
Mostly Verification firms do this activity to know exact experience of Applicant.
By False Profile, False Firm name, False reason, False Interview, False Form Filling Intelligence work is done.
Tapp your call while calling to make it legal proof for future ref.
From India, Gurgaon
You can take out the information from that company by false calling, without representing your company name just have Voip No. even to hide your contact no.
Mostly Verification firms do this activity to know exact experience of Applicant.
By False Profile, False Firm name, False reason, False Interview, False Form Filling Intelligence work is done.
Tapp your call while calling to make it legal proof for future ref.
From India, Gurgaon
The Senior Person can come Here & Work for Some Time.
Collect all the Details, Data & Information.
I am sure the person is from your competitor.
The competitor may himself ask this so called Gentleman to work with You & be Loyal to them.
Please Think
From India, Coimbatore
Collect all the Details, Data & Information.
I am sure the person is from your competitor.
The competitor may himself ask this so called Gentleman to work with You & be Loyal to them.
Please Think
From India, Coimbatore
You may also call up the previous company's HR person & mention that you are calling from sum XYZ bank & this new joinee has taken up a home loan, hence you need to verify his salary details....this way u'll b able to do the salary verification without even mentioning that u calling from the new company...hope this helps!
Dear Ash,
I personally believe this is horse trading kind of salary negotiations. In west every company has Industry starndard and market price of various jobs which are surveyed by consultants from time to time.
These jobs are evaluated as per job desctiption, and points are awarded depending on workload and job weightages in the total organization list of jobs.
Because Manaager HR in Textile may be more worth than Manager HR in Shopping Mall similarly the job size of Mechanical engineer in one Textile Industry may be more or less compare to the another Textile Industry, it depends on the level of position in organization as well as size of organization job requirement such as more mental demand and tough physical working enviornment, know how, decision making, responsibilities, accountabilities etc...
Varification is different issue, this verification business has come into existance due to the unreliable salary structure which do not address the capabilities of candidates and his real value in market result in waste of time and money of the companies who recruit wrong people.
Instead, if organization have market price duly stuied and offer median salary range of market with some assurance that during next six to twelve monts based on performance he will reach to a partucular salary level. This will give management chance to judge his performance and set his salary as per market price of his job according to his caliber.
Now, what happens management is taking undue risk offering salary based on horse trading negotiations then after 3 to 4 months find he is not worth salary offered despite his past salary track record is gunine. Its matter of comparing size of apple to apple. Comparision of job to jobs provides true market price of any job then management does not need this unreliable un predictable salary discriminations.
Regards'
Partho
From Saudi Arabia
I personally believe this is horse trading kind of salary negotiations. In west every company has Industry starndard and market price of various jobs which are surveyed by consultants from time to time.
These jobs are evaluated as per job desctiption, and points are awarded depending on workload and job weightages in the total organization list of jobs.
Because Manaager HR in Textile may be more worth than Manager HR in Shopping Mall similarly the job size of Mechanical engineer in one Textile Industry may be more or less compare to the another Textile Industry, it depends on the level of position in organization as well as size of organization job requirement such as more mental demand and tough physical working enviornment, know how, decision making, responsibilities, accountabilities etc...
Varification is different issue, this verification business has come into existance due to the unreliable salary structure which do not address the capabilities of candidates and his real value in market result in waste of time and money of the companies who recruit wrong people.
Instead, if organization have market price duly stuied and offer median salary range of market with some assurance that during next six to twelve monts based on performance he will reach to a partucular salary level. This will give management chance to judge his performance and set his salary as per market price of his job according to his caliber.
Now, what happens management is taking undue risk offering salary based on horse trading negotiations then after 3 to 4 months find he is not worth salary offered despite his past salary track record is gunine. Its matter of comparing size of apple to apple. Comparision of job to jobs provides true market price of any job then management does not need this unreliable un predictable salary discriminations.
Regards'
Partho
From Saudi Arabia
Dear TS and Peer Mohammed,
Thank you so much for throwing light into the situation and help me look at teh bigger picture. I have now enough confidence to gather all my courage and tell my boss - "Lets not do this immediately". I am worried if he'd think that I am trying to dominate...but end of the day, I own the HR process. And if anything goes wrong...the company may lose its belief on the HR department. Had you not mentioned the consequences and what exactly an happen in reality, I would have not known the FACTS.
Dear Priya, thanks for your valuable theoughts - you are correct, its not that every company in the textiles/garments are doing good.. and the company that we are hiring these ppl from, is alreay in a bad shape.
Dear Partho, you did highlight a valuable point. I think its better we stick to the standards already set.
Dear Faruk, thanks for your views..but the problem with textiles/garments industry is that - they receive half salary on account and remaining in black.. so, checking bank statements will not help us..becasue they can anytime claim that they are getting more.
Dear Rohit, Pooja and Maninder - thanks a lot!
From India, Madras
Thank you so much for throwing light into the situation and help me look at teh bigger picture. I have now enough confidence to gather all my courage and tell my boss - "Lets not do this immediately". I am worried if he'd think that I am trying to dominate...but end of the day, I own the HR process. And if anything goes wrong...the company may lose its belief on the HR department. Had you not mentioned the consequences and what exactly an happen in reality, I would have not known the FACTS.
Dear Priya, thanks for your valuable theoughts - you are correct, its not that every company in the textiles/garments are doing good.. and the company that we are hiring these ppl from, is alreay in a bad shape.
Dear Partho, you did highlight a valuable point. I think its better we stick to the standards already set.
Dear Faruk, thanks for your views..but the problem with textiles/garments industry is that - they receive half salary on account and remaining in black.. so, checking bank statements will not help us..becasue they can anytime claim that they are getting more.
Dear Rohit, Pooja and Maninder - thanks a lot!
From India, Madras
Hello Asha,
There are a couple of things that strike me-to check out their true intentions.
If they [including the senior guy] have REALLY resigned, ask for their Relieving Letters...doesn't matter the reasons they gave for resigning. Or at least the acknowledged copy of their Resignation Letter- if they come up with all sorts of reasons for NOT producing any of these Letter(s), you can be reasonably sure that their intentions aren't fair-if you know what I mean.
And since you have already hired the key guy, you have 3 options to safeguard your company.
(1) Put someone in the team who will be your man.....sounds realistic, but may not help in the long run. He may be bought over.
(2) Create some sort of barricades to STOP the hiring of his colleagues....I am sure it can be done.
(3) Or have a mix of HIS men & YOUR [meaning hired by your separately] men.
Rgds,
TS
From India, Hyderabad
There are a couple of things that strike me-to check out their true intentions.
If they [including the senior guy] have REALLY resigned, ask for their Relieving Letters...doesn't matter the reasons they gave for resigning. Or at least the acknowledged copy of their Resignation Letter- if they come up with all sorts of reasons for NOT producing any of these Letter(s), you can be reasonably sure that their intentions aren't fair-if you know what I mean.
And since you have already hired the key guy, you have 3 options to safeguard your company.
(1) Put someone in the team who will be your man.....sounds realistic, but may not help in the long run. He may be bought over.
(2) Create some sort of barricades to STOP the hiring of his colleagues....I am sure it can be done.
(3) Or have a mix of HIS men & YOUR [meaning hired by your separately] men.
Rgds,
TS
From India, Hyderabad
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Background Verification Form.doc