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 given by members. However, please appreciate the fact that no one would take up a new assignment unless there is a reasonable increase in their present CTC. If one does accept a lower package, well, there is something wrong somewhere!
Best Wishes,
Vasant Nair
From India, Mumbai
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92I have read all the responses and appreciate the very informative inputs given by members. However, please appreciate the fact that no one would take up a new assignment unless there is a reasonable increase in their present CTC. If one does accept a lower package, well, there is something wrong somewhere!
Best Wishes,
Vasant Nair
From India, Mumbai
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Hi,
When I recruit a person for my company, whether they are a fresher or an experienced individual, I make sure to explain our standard pay scale and hike systems to them. This helps them understand if their previous company paid them according to HR policies or just for the job at hand. Not knowing this information often leads to employees sticking to their Expected Cost To Company (ECTC), which can hinder opportunities, especially for senior IT experts looking for jobs in Small and Medium Business (SMB) industries.
Calculating the pay for an experienced employee is quite simple. You can consider the basic pay your company offers for a specific position and add a 20% to 30% hike based on the number of years of experience the individual has. For instance, for a Senior Business Development Manager (Sr. BDM) position with a previous salary of 6 lakhs per annum and 4 years of experience, the calculation would be as follows:
For a fresher BDM (basic pay around 12k depending on the company), the Sr. BDM salary with 3 years of experience would be:
12k + (30% of 12k) x 4 years
= 12k + 3600 x 3
= 12k + 14,400
= Rs 26,400 plus any additional benefits like transport allowances that your company may offer.
This approach helps employees determine if they are on a standard payroll process. This is how I address my concerns within HR policy.
Thank you.
From India, Madras
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When I recruit a person for my company, whether they are a fresher or an experienced individual, I make sure to explain our standard pay scale and hike systems to them. This helps them understand if their previous company paid them according to HR policies or just for the job at hand. Not knowing this information often leads to employees sticking to their Expected Cost To Company (ECTC), which can hinder opportunities, especially for senior IT experts looking for jobs in Small and Medium Business (SMB) industries.
Calculating the pay for an experienced employee is quite simple. You can consider the basic pay your company offers for a specific position and add a 20% to 30% hike based on the number of years of experience the individual has. For instance, for a Senior Business Development Manager (Sr. BDM) position with a previous salary of 6 lakhs per annum and 4 years of experience, the calculation would be as follows:
For a fresher BDM (basic pay around 12k depending on the company), the Sr. BDM salary with 3 years of experience would be:
12k + (30% of 12k) x 4 years
= 12k + 3600 x 3
= 12k + 14,400
= Rs 26,400 plus any additional benefits like transport allowances that your company may offer.
This approach helps employees determine if they are on a standard payroll process. This is how I address my concerns within HR policy.
Thank you.
From India, Madras
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Hi, the best and professional way is to ask him to provide Form 16 of the current year. That's needed by your finance department for official purposes, and any employee would love to provide it since he will be more interested in avoiding paying more tax. Regardless of this, it's just for verification. Many times employees edit the payslip and manipulate the numbers. Instead, HR should have their own standards and map the new candidate to that band of salary standards and pay him. It doesn't matter how much he was getting earlier.
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I do agree with Mr. Raj. See, companies will have different standards of pay packages. Some companies, to evade the burden of tax from the employees, will give two types of salary: one will be on paper, and the other part is given as voucher payment. How will the hiring company come to know the pay package of the candidate they are hiring? Actually, a company is hiring a candidate based on his efficiency and worthiness, not on what another company was offering. There is no need to be speculative about such aspects. If your company feels that the candidate is worthy, then go ahead and hire them, that's all.
Prathibha
Natco Pharma Limited
From India, Hyderabad
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Prathibha
Natco Pharma Limited
From India, Hyderabad
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Hi Sarika,
I agree with Raj. As long as you know that your company's salary offer is on par with the market, there is no need to verify the salary. But if you would prefer to do that, then you can request the candidate to send you his/her recent salary slip.
Silindile
From South Africa
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I agree with Raj. As long as you know that your company's salary offer is on par with the market, there is no need to verify the salary. But if you would prefer to do that, then you can request the candidate to send you his/her recent salary slip.
Silindile
From South Africa
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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
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From India, Bhopal
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write to his old employer and get the reply. If no reply received, accept the candididate’s statement.
From India, Mumbai
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From India, Mumbai
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Dear,
Don't go for checking the salary of the candidate if you have doubts that the candidate is furnishing the wrong salary. You are in the position to fire him at any time if you find him guilty of that. Moreover, don't choose such candidates whom you don't find trustworthy. What Mr. Raj Kumar has suggested is perfectly right.
Thanks.
From India, Ahmadabad
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Don't go for checking the salary of the candidate if you have doubts that the candidate is furnishing the wrong salary. You are in the position to fire him at any time if you find him guilty of that. Moreover, don't choose such candidates whom you don't find trustworthy. What Mr. Raj Kumar has suggested is perfectly right.
Thanks.
From India, Ahmadabad
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