The question that had been asked was "How can one verify previous salary details of a candidate"
I have read all the responses and appreciate the very informative inputs so given by members.
But please appreciate the fact that no one would take up a new assignemnt until and unless there is a reasonable increase in the his present CTC. If one does accept a lower package...well there is something wrong somewhere!!!!!
Best Wishes,
Vasant Nair
From India, Mumbai
90I have read all the responses and appreciate the very informative inputs so given by members.
But please appreciate the fact that no one would take up a new assignemnt until and unless there is a reasonable increase in the his present CTC. If one does accept a lower package...well there is something wrong somewhere!!!!!
Best Wishes,
Vasant Nair
From India, Mumbai
hi
when i recruit a guy for my company even if it is fresher or even an experience guy defintly i can explain to them the standard payscale hike systems, based on it he will understand whether the previous company paid him according to the HR policy or jus like that they paid to him to make use of him for particular job in particual period. without knowing this the employee sticks on his ECTC.This is also one of the reason where the IT senior experts still couldnt able to get the job in SMB industries.
its vy simple to calucate or deciding a pay for any exp. employee,
consider the basic pay which your company offers for particular position + 20% to 30% hike from the basic pay untill to his no. of years experience.
exp: for a position sr.bdm, his prev pay was 6l/annum with 4yrs exp.
generally for bdm as a fresher (depends on company to company) the basic pay is 12k.
for 3yrs exp sr.bdm salary = 12k + (30% of 12k) x4 years
= 12k+3600x3
= 12k+14,400
= RS 26,400/- + ( your company can provide tranport
allowances ).
This will really help for the employee whether he is on the standard payroll process or not. so this is how i go with my cocern in HR policy.
From India, Madras
when i recruit a guy for my company even if it is fresher or even an experience guy defintly i can explain to them the standard payscale hike systems, based on it he will understand whether the previous company paid him according to the HR policy or jus like that they paid to him to make use of him for particular job in particual period. without knowing this the employee sticks on his ECTC.This is also one of the reason where the IT senior experts still couldnt able to get the job in SMB industries.
its vy simple to calucate or deciding a pay for any exp. employee,
consider the basic pay which your company offers for particular position + 20% to 30% hike from the basic pay untill to his no. of years experience.
exp: for a position sr.bdm, his prev pay was 6l/annum with 4yrs exp.
generally for bdm as a fresher (depends on company to company) the basic pay is 12k.
for 3yrs exp sr.bdm salary = 12k + (30% of 12k) x4 years
= 12k+3600x3
= 12k+14,400
= RS 26,400/- + ( your company can provide tranport
allowances ).
This will really help for the employee whether he is on the standard payroll process or not. so this is how i go with my cocern in HR policy.
From India, Madras
the best and professional way is to ask him to provide Form16 of current year, that's needed by your finance dept. for official purpose and any employee would love to provide, since he will be more interested in avoiding paying more tax.
regardless of this, its just for verification as many times employees just edit the payslip and manipulate the numbers, but instead HR should have their own standards and map the new candidate to that band of salary standard and pay him, it doesnt matter how mych he was getting earlier.
regardless of this, its just for verification as many times employees just edit the payslip and manipulate the numbers, but instead HR should have their own standards and map the new candidate to that band of salary standard and pay him, it doesnt matter how mych he was getting earlier.
I do agree with Mr.Raj. See the companies will have different - different standards of pay packages. Some companies to evade the burden of tax from the employees, they will give two types of salary, one will be in paper and the other part is given as voucher payment, then how the hiring Company will come to know the pay package of the candidate whom they are hiring. Actually a company is hiring a candidate on his efficiency and his worthiness, but not what the other company was offering. So no need to be speculative about such aspects, if your company feels that candidate is worthy, then take up, that's all.
Prathibha
Natco Pharma Limited
From India, Hyderabad
Prathibha
Natco Pharma Limited
From India, Hyderabad
hI Sarika
I agree with Raj, as long as you know that you company's salary offer is on par with the market there is no need to verify the salary but if you would prefere doing that then you can request the candidate to send you his/her recent salary slip.
silindileb
From South Africa
I agree with Raj, as long as you know that you company's salary offer is on par with the market there is no need to verify the salary but if you would prefere doing that then you can request the candidate to send you his/her recent salary slip.
silindileb
From South Africa
Dear Sarika , Ask for previous years Form -16 that is a valid proof and you may also ask for his/her bank statement . Regards Sujata
From India, Bhopal
From India, Bhopal
write to his old employer and get the reply. If no reply received, accept the candididate’s statement.
From India, Mumbai
From India, Mumbai
Dear
Dont go for checking the salary of the candidate
If you have doubt that the candidate is furnishing the wrong salary.
you are in the position to fire him any time if find him guilty of that.
Moreover dont choose such candidates whom you dont find trustworthy
Above that what mr. Raj Kumar has suggested is perfectly right.
thanks
From India, Ahmadabad
Dont go for checking the salary of the candidate
If you have doubt that the candidate is furnishing the wrong salary.
you are in the position to fire him any time if find him guilty of that.
Moreover dont choose such candidates whom you dont find trustworthy
Above that what mr. Raj Kumar has suggested is perfectly right.
thanks
From India, Ahmadabad
Rajkumar you are right , but normally the company not ready to agree with this concept, As i am HR i am not able to implement this or able to convience this,
From India, Madras
From India, Madras
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