Why do you want to verify the salary of the previous company? Even if the previous company had offered him a crore rupee, and if it is proved, are you going to match it? Here, the purpose of verification is very important. So don't waste your time when you are not open to a salary increment. Every company has its norms depending on the qualifications and experience you require for the position you want to fill. Only follow the norms.
Regards, Ajjay
From India, Mumbai
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2Regards, Ajjay
From India, Mumbai
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I agree with what Raj said; he has almost hit the bull's eye. However, not all companies have their grading system in place. From my understanding, companies 'spy' on a candidate's previous salary because some candidates inflate their salaries at the time of the interview to secure a bigger pay packet. But only such companies that pay according to one's past salary encourage practices like this. It is nobody's fault, I may say, but companies must take the initiative and establish a proper grading system. This would ensure that even if someone is currently in a low-paying job that does not reflect their capabilities, they will not exaggerate their salary expectations during the interview.
I am not an HR person, but individuals on this forum who are HR professionals working at companies lacking a candidate grading system should advocate for the implementation of one to their respective managements.
From India, Mumbai
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I am not an HR person, but individuals on this forum who are HR professionals working at companies lacking a candidate grading system should advocate for the implementation of one to their respective managements.
From India, Mumbai
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Hmm! Raj, your wordings are strong and impressive. I fully agree with you. You have given fair logical reasons.
I am an employee and still have a question. Don't you think if a new employee is cheating the employer by stating an inflated salary from their previous employment, they may also cheat the new employer in some way? What do you say, man?
From India, New Delhi
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I am an employee and still have a question. Don't you think if a new employee is cheating the employer by stating an inflated salary from their previous employment, they may also cheat the new employer in some way? What do you say, man?
From India, New Delhi
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I do not know why all of you have come to the conclusion that verifying the previous company salary is for benchmarking the new offer. It can also be to see whether the proposed incumbent is honest in declaring the facts. Think from that perspective, buddy.
From India, Hyderabad
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From India, Hyderabad
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Hi,
Before starting a job, we should understand why we are doing it and what the purpose of verifying the salary is. With a little thought and cooperation, bank statements, IT returns, and salary slips can be "created."
The only conclusion we will arrive at after verification is that the new employee is not a descendant of Harichandra and that he is like 99.999% of us - a human being of six sigma order.
When you receive an order from the top or the rule book for verification, do the verification sincerely. In case the employee deviates from the norms, this will help us in confronting them when necessary.
Best wishes
From India, Gurgaon
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Before starting a job, we should understand why we are doing it and what the purpose of verifying the salary is. With a little thought and cooperation, bank statements, IT returns, and salary slips can be "created."
The only conclusion we will arrive at after verification is that the new employee is not a descendant of Harichandra and that he is like 99.999% of us - a human being of six sigma order.
When you receive an order from the top or the rule book for verification, do the verification sincerely. In case the employee deviates from the norms, this will help us in confronting them when necessary.
Best wishes
From India, Gurgaon
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Hi dear,
Simply you need to send reference request letter to his/her previous company requesting to know the joining date, last working day, line manager comments related to his/her performance, name of the department, his/ her designation, and salary.
This letter should be issued from HRD in your company to his/her pervious company.
This practice is done in banking sector because it’s intransitive and it’s legal. On the other hand asking for 6 months salary slip is illegal, you can be sued accordingly
Regards,
Arwa
From United Arab Emirates, Dubai
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Simply you need to send reference request letter to his/her previous company requesting to know the joining date, last working day, line manager comments related to his/her performance, name of the department, his/ her designation, and salary.
This letter should be issued from HRD in your company to his/her pervious company.
This practice is done in banking sector because it’s intransitive and it’s legal. On the other hand asking for 6 months salary slip is illegal, you can be sued accordingly
Regards,
Arwa
From United Arab Emirates, Dubai
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I completely accept with Mr Raj Kumar’s thought. He is very much right. I do not think that there should be any ambiguity. Srinivas
From India, Hyderabad
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From India, Hyderabad
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Question: How can I get salary information? The question is not what to use. Different organizations have different policies, practices, and norms. You can ask for a salary slip or bank statement. If both are not available, ask for a salary certificate, which is given by every employer at the time of leaving a job. Providing exact salary information over the phone is not possible. It is my personal advice; please do not ask for salary details over the phone.
Thanks,
Pramod Pandey
Senior Manager - Admin & HR
The Crescent Group, Mumbai.
From India, Mumbai
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Thanks,
Pramod Pandey
Senior Manager - Admin & HR
The Crescent Group, Mumbai.
From India, Mumbai
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Hey all,
Just a quick thought, the question was "Please let me know how to verify the previous salary details (Previous company) of a new joining employee" and not about the purpose of verifying or arriving at a salary to be offered. As per Sarika's question, it's clear it's for someone who has joined her organization.
To clarify, Raj:
1. As an employer, an organization has every right to validate the credentials of the prospective candidate to understand the background, ensuring the right talent is coming into the organization. As a candidate, if I'm clear, I would definitely not have any problems getting my background check done.
2. To determine a salary, definitely yes, as an organization, there are set norms for a band/level based on education, technical expertise, years of experience, type of organization coming from, value added to the table, and internal parity. There will not be a set salary; it would be a range, for example, between 5-6 Lakhs or 6-7 Lakhs. All these are only indicatives and not the underlying rules. When you arrive at a salary, all the above factors, including the previous organization's salary, play a vital role.
Hope this gives you some insights.
Sarika, you can check the salary in the following ways:
1. Review the candidate's payslips and the latest revision letter with a breakup, and compare them with the bank account statement. This will give you a fair idea even if the candidate tries to forge any of the documents.
2. Form 16 will help you identify if the candidate has been employed by the same organization or not.
3. There are multiple background check vendors available in the market (First Adv, Carrier Cruse, AutoBridge are a few recognized ones); you can approach them for a complete background check of the candidate - education, all employments, address, and criminal records.
4. If you want to do it yourself, you can approach the candidate's company (HR person) at the manager/above level in the core HR team who can confirm over an email.
Hope this clarifies.
Prashanth Narva
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Just a quick thought, the question was "Please let me know how to verify the previous salary details (Previous company) of a new joining employee" and not about the purpose of verifying or arriving at a salary to be offered. As per Sarika's question, it's clear it's for someone who has joined her organization.
To clarify, Raj:
1. As an employer, an organization has every right to validate the credentials of the prospective candidate to understand the background, ensuring the right talent is coming into the organization. As a candidate, if I'm clear, I would definitely not have any problems getting my background check done.
2. To determine a salary, definitely yes, as an organization, there are set norms for a band/level based on education, technical expertise, years of experience, type of organization coming from, value added to the table, and internal parity. There will not be a set salary; it would be a range, for example, between 5-6 Lakhs or 6-7 Lakhs. All these are only indicatives and not the underlying rules. When you arrive at a salary, all the above factors, including the previous organization's salary, play a vital role.
Hope this gives you some insights.
Sarika, you can check the salary in the following ways:
1. Review the candidate's payslips and the latest revision letter with a breakup, and compare them with the bank account statement. This will give you a fair idea even if the candidate tries to forge any of the documents.
2. Form 16 will help you identify if the candidate has been employed by the same organization or not.
3. There are multiple background check vendors available in the market (First Adv, Carrier Cruse, AutoBridge are a few recognized ones); you can approach them for a complete background check of the candidate - education, all employments, address, and criminal records.
4. If you want to do it yourself, you can approach the candidate's company (HR person) at the manager/above level in the core HR team who can confirm over an email.
Hope this clarifies.
Prashanth Narva
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Hey Guys,
All of us have given great inputs on what should be the ideal manner of handling salary fixing for new entrants.
However, have most of us not ignored the fact that the query was "How to verify the employee's previous salary."
The query clearly implies that there is a need to verify the previous salary details of the candidate. The query was how to do it.
Raj has done a fine job of explaining the HR practices prevalent in some organizations where they have their own set norms for fixing the remuneration package of a new entrant, and previous salary details are not really relevant in such environment.
I can assure you that many large companies do follow the practice of deciding the CTC package of a new entrant based on the last salary drawn by the candidate. It is the HR person's responsibility to ensure that parity is maintained.
If while doing so, the salary demanded by the candidate is likely to cause a mismatch in the company's remuneration structure, the person is dropped. And life goes on. We look for someone else.
Please do appreciate that every organization has its own set of practices that suit their respective environments.
Therefore, in the instant case, let's try to help our friend in finding out the best ways to "VERIFY AN EMPLOYEE'S (I SUPPOSE A NEW ENTRANT) PREVIOUS SALARY."
There have been some responses, let's have some more.
Cheers and Happy Diwali to all CITE members and friends.
Vasant Nair
From India, Mumbai
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All of us have given great inputs on what should be the ideal manner of handling salary fixing for new entrants.
However, have most of us not ignored the fact that the query was "How to verify the employee's previous salary."
The query clearly implies that there is a need to verify the previous salary details of the candidate. The query was how to do it.
Raj has done a fine job of explaining the HR practices prevalent in some organizations where they have their own set norms for fixing the remuneration package of a new entrant, and previous salary details are not really relevant in such environment.
I can assure you that many large companies do follow the practice of deciding the CTC package of a new entrant based on the last salary drawn by the candidate. It is the HR person's responsibility to ensure that parity is maintained.
If while doing so, the salary demanded by the candidate is likely to cause a mismatch in the company's remuneration structure, the person is dropped. And life goes on. We look for someone else.
Please do appreciate that every organization has its own set of practices that suit their respective environments.
Therefore, in the instant case, let's try to help our friend in finding out the best ways to "VERIFY AN EMPLOYEE'S (I SUPPOSE A NEW ENTRANT) PREVIOUS SALARY."
There have been some responses, let's have some more.
Cheers and Happy Diwali to all CITE members and friends.
Vasant Nair
From India, Mumbai
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Previous Employee Verification.do c