Dear Amit,
Don't you think that if an employee is good , talented and enough capable of doing his work....Bcoz candidate has gone through the interview process by the technical person. And if they find it good....then what is the need of doing employee verification.
If after doing all the verification, employee is not a good performer, then what will you do....So i think ..dont waste time on verification rather than concentrate on employee recruitment process.
Rupa
From India, New Delhi
Don't you think that if an employee is good , talented and enough capable of doing his work....Bcoz candidate has gone through the interview process by the technical person. And if they find it good....then what is the need of doing employee verification.
If after doing all the verification, employee is not a good performer, then what will you do....So i think ..dont waste time on verification rather than concentrate on employee recruitment process.
Rupa
From India, New Delhi
Hi All, i need a mail format (what matter to be written for Employee verification email).... Pls help me with this ASAP. Regards, Smrin...
From India, Hyderabad
15From India, Hyderabad
Hi Friends, Can any one send me the emplolyment verification form format which is to be sent to the previous employers for verification. Its urgent . Thanks
From Saudi Arabia
From Saudi Arabia
Dear Amit,
Background Verification Check (BCG) refers normally to the verifying the address of the employee, finding out from the neighbour for how many periods particular candidate has been staying there, his conduct and behaviour. Second thing what you are talking about is Past Employer Check which is only conducted when candidate has joined the Company wherin most of the Outsourced agency check out his Company,designation, Salary, Renure and even performance.
We are Reference Check Company provides all types of Ref Check with quick TAT. You may contact me for further information :
Abdul Latif
Careercruise HR Pvt.Ltd
93200-65359
From India, Mumbai
Background Verification Check (BCG) refers normally to the verifying the address of the employee, finding out from the neighbour for how many periods particular candidate has been staying there, his conduct and behaviour. Second thing what you are talking about is Past Employer Check which is only conducted when candidate has joined the Company wherin most of the Outsourced agency check out his Company,designation, Salary, Renure and even performance.
We are Reference Check Company provides all types of Ref Check with quick TAT. You may contact me for further information :
Abdul Latif
Careercruise HR Pvt.Ltd
93200-65359
From India, Mumbai
Hi Amit,
I go with the majority.You may be able to get the details on his attendance,salary,conduct,work expertise etc from his superiors/peers,or to an extent even if you pose as a credit card/insurance /bank agent.But details on his attitude,emotional quotient etc can be got only after he completes a stint at your workplace.The question of confidentiality,ethics do crop up,but when you are in the process of hiring an individual you hire him for the position and groom him or feel that he woud best suit.So the position carries high stake,like being a key person in deliverables,accountability chain could be long for that position.Hence,you need to do what you feel best for the position and not think of repercussions.But my best suggestion would be to undertake the BGC after the indivdual becomes an employee and not during him being a prospective employee.That could be mutually beneficial.
From India, Madras
I go with the majority.You may be able to get the details on his attendance,salary,conduct,work expertise etc from his superiors/peers,or to an extent even if you pose as a credit card/insurance /bank agent.But details on his attitude,emotional quotient etc can be got only after he completes a stint at your workplace.The question of confidentiality,ethics do crop up,but when you are in the process of hiring an individual you hire him for the position and groom him or feel that he woud best suit.So the position carries high stake,like being a key person in deliverables,accountability chain could be long for that position.Hence,you need to do what you feel best for the position and not think of repercussions.But my best suggestion would be to undertake the BGC after the indivdual becomes an employee and not during him being a prospective employee.That could be mutually beneficial.
From India, Madras
Dear Friends Do you have any procedures for Employee Verification / Background Checking? Regards shaik
From India, Coimbatore
From India, Coimbatore
Hi,
This is Meera.
Have worked with FADV for almost 4 yrs and know completely how the verification is done.
No company is authorized to verify his/her credentials witout their authority, however if they are true and have not done any fraud may also sometime authorize to conduct his/her credentials.
as far as i m awrae this is the process rest would depend on their previous employment check as well.
Coz that wuld itself surfice his/her authenticity.
Kind regards
From India, Delhi
This is Meera.
Have worked with FADV for almost 4 yrs and know completely how the verification is done.
No company is authorized to verify his/her credentials witout their authority, however if they are true and have not done any fraud may also sometime authorize to conduct his/her credentials.
as far as i m awrae this is the process rest would depend on their previous employment check as well.
Coz that wuld itself surfice his/her authenticity.
Kind regards
From India, Delhi
Hi Guys, Any Background checks in in Hyderabad who can check in other places as well. what would be an average cost?
From India, Hyderabad
From India, Hyderabad
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