Dear All, Please let me know how to verify the prevoise salary details (Previouse company) of new joining employee. Waiting for your valuable responses. Thanks & regards, Sarika
From India, Mumbai
1From India, Mumbai
If the employee gives permission to contact his pervious employer. Then you can check with his sal.
From United States, Los Angeles
From United States, Los Angeles
What is the need ??
Don't you have your own compensation norms ??
Even if a company - the previous company- erroneously pays much more to that candidate; will your company pay the same or more ??
Kindly develop a set of yard-stick for compensation; based on educational qualification (with relative ranking to institutions); no. of years of experience (and relevant experience); HOW MUCH YOU ARE PAYING YOUR EMPLOYEES with similar qualification, experience and competencies.
You can offer a max of 15-20 % over and above your norms in special circumstances.
That is it.
Why act like a PRIVATE DETECTIVE to find out EXACTLY how much he was getting ??
If he was working in his uncle's company and getting 10 times the "normal", justified salary; will you offer him double that salary ??
Dear, one should offer only as per one's company's norm; (and not negotiate like a fish-market); if its not acceptable to that person - you can look for another candidate.
Warm regards.
From India, Delhi
Don't you have your own compensation norms ??
Even if a company - the previous company- erroneously pays much more to that candidate; will your company pay the same or more ??
Kindly develop a set of yard-stick for compensation; based on educational qualification (with relative ranking to institutions); no. of years of experience (and relevant experience); HOW MUCH YOU ARE PAYING YOUR EMPLOYEES with similar qualification, experience and competencies.
You can offer a max of 15-20 % over and above your norms in special circumstances.
That is it.
Why act like a PRIVATE DETECTIVE to find out EXACTLY how much he was getting ??
If he was working in his uncle's company and getting 10 times the "normal", justified salary; will you offer him double that salary ??
Dear, one should offer only as per one's company's norm; (and not negotiate like a fish-market); if its not acceptable to that person - you can look for another candidate.
Warm regards.
From India, Delhi
Hi....
I completely agree with Mr. Raj Kumar...Why some companies behave in such a manner and the HR's...really dont understand the professional attitude...a professional is to create/set standards not to lookout for others standards...
From India, Mumbai
I completely agree with Mr. Raj Kumar...Why some companies behave in such a manner and the HR's...really dont understand the professional attitude...a professional is to create/set standards not to lookout for others standards...
From India, Mumbai
Dear Sarika,
You can request for the candidates last 6 months salary slip
or Check with the HR of that company (this can be initiated once the candidate has accepted the offer. )
Or the last option is - to check the bank statements of the candidate in the last few months.
Apart from the above - prepare a salary standard based on what is the norm in your industry, and remember to segreggate them as tier 1, tier 2, tier 3 companies. Reason: You cant hire a person in your industry, who comes from a tier I (ex: MNC), and expect him to join at a lower salary. Same way - you cant take a person from a tier 3 company and give him a direct 100% hike. Also - education matters. So keep all this as a part of your criteria.
Map where your company stands (is it Tier 1? tier 2? or tier 3?") this can be based on the turnover / location, etc - the criteria for this has to be discussed and finalized by the top management too.
Hope this helps.
From India, Madras
You can request for the candidates last 6 months salary slip
or Check with the HR of that company (this can be initiated once the candidate has accepted the offer. )
Or the last option is - to check the bank statements of the candidate in the last few months.
Apart from the above - prepare a salary standard based on what is the norm in your industry, and remember to segreggate them as tier 1, tier 2, tier 3 companies. Reason: You cant hire a person in your industry, who comes from a tier I (ex: MNC), and expect him to join at a lower salary. Same way - you cant take a person from a tier 3 company and give him a direct 100% hike. Also - education matters. So keep all this as a part of your criteria.
Map where your company stands (is it Tier 1? tier 2? or tier 3?") this can be based on the turnover / location, etc - the criteria for this has to be discussed and finalized by the top management too.
Hope this helps.
From India, Madras
Hi Raj,
Exactly you are right. I agree to your point. I believe we should not verify for the previous employer salary. Each and every company has their own standards based on that salary has to be fixed.
One request from my side. Please don't use strong & harsh words for any issue. Give the answer politely. I found the way you replied was quite strong. Some small companies might not follow the HR policies as per the industry formats. So what can HR people do in those circumstances. They should follow their Boss or Director's words.
Hope you won't feel bad to pointing on you.
Cheerz
Jeeva
From India, Bangalore
Exactly you are right. I agree to your point. I believe we should not verify for the previous employer salary. Each and every company has their own standards based on that salary has to be fixed.
One request from my side. Please don't use strong & harsh words for any issue. Give the answer politely. I found the way you replied was quite strong. Some small companies might not follow the HR policies as per the industry formats. So what can HR people do in those circumstances. They should follow their Boss or Director's words.
Hope you won't feel bad to pointing on you.
Cheerz
Jeeva
From India, Bangalore
Hi,
These days all most every Co. prefer to transfer salary in Bank A/C. U may ask for bank statement of the employee.
One more thing, U can’t ask about salary from previous employers. U only can ask about performance.
N I am completely agreed with Mr. Raj Kumar. All Co.s have policy for salary.
U can offer as per your co. norms. If u offer more than that, that’s mean candidate is not only deserving but his expected output also mach the salary.
From India, New Delhi
These days all most every Co. prefer to transfer salary in Bank A/C. U may ask for bank statement of the employee.
One more thing, U can’t ask about salary from previous employers. U only can ask about performance.
N I am completely agreed with Mr. Raj Kumar. All Co.s have policy for salary.
U can offer as per your co. norms. If u offer more than that, that’s mean candidate is not only deserving but his expected output also mach the salary.
From India, New Delhi
Hi all,
I fully agree with Mr.Raj Kumar's view.
As a HR professional, we should compute our own Salary matrix for their company.
We should select the candiate based on Experience, Qualification and salary should fit with your matrix, then call for interview.
But u can cross check the previous employment for those who are going to recruit.
thanks & regards
N. Srinivasan
matr
I fully agree with Mr.Raj Kumar's view.
As a HR professional, we should compute our own Salary matrix for their company.
We should select the candiate based on Experience, Qualification and salary should fit with your matrix, then call for interview.
But u can cross check the previous employment for those who are going to recruit.
thanks & regards
N. Srinivasan
matr
by just asking him to write his previous salary and ask him/ her to attach a salary slip , even later. he or she can never cheat u that way
From India, Gurgaon
From India, Gurgaon
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