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
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1From India, Mumbai
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If the employee gives permission to contact his pervious employer. Then you can check with his sal.
From United States, Los Angeles
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From United States, Los Angeles
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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 yardsticks for compensation based on educational qualification (with relative ranking to institutions), number of years of experience (and relevant experience), and how much you are paying your employees with similar qualifications, experience, and competencies. You can offer a maximum of 15-20% 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 it's not acceptable to that person, you can look for another candidate. Warm regards.
From India, Delhi
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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 it's not acceptable to that person, you can look for another candidate. Warm regards.
From India, Delhi
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Hi,
I completely agree with Mr. Raj Kumar. Why do some companies behave in such a manner, and why don't HR professionals really understand the importance of a professional attitude? A professional is supposed to create and set standards, not just to look out for others' standards.
From India, Mumbai
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I completely agree with Mr. Raj Kumar. Why do some companies behave in such a manner, and why don't HR professionals really understand the importance of a professional attitude? A professional is supposed to create and set standards, not just to look out for others' standards.
From India, Mumbai
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Dear Sarika,
You can request the candidate's last 6 months' salary slip or check with the HR of that company (this can be initiated once the candidate has accepted the offer). Another option is to check the candidate's bank statements from the last few months.
In addition to the above, prepare a salary standard based on the industry norms, and remember to segregate them into tier 1, tier 2, and tier 3 companies. The reason being, you cannot hire a person from a tier 1 company (e.g., MNC) and expect them to accept a lower salary. Similarly, you cannot offer a person from a tier 3 company a direct 100% hike. Education also plays a significant role, so include it as part of your criteria.
Determine where your company stands - is it Tier 1, tier 2, or tier 3? This can be based on turnover, location, etc. The criteria for this classification should be discussed and finalized by the top management as well.
Hope this helps.
From India, Madras
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You can request the candidate's last 6 months' salary slip or check with the HR of that company (this can be initiated once the candidate has accepted the offer). Another option is to check the candidate's bank statements from the last few months.
In addition to the above, prepare a salary standard based on the industry norms, and remember to segregate them into tier 1, tier 2, and tier 3 companies. The reason being, you cannot hire a person from a tier 1 company (e.g., MNC) and expect them to accept a lower salary. Similarly, you cannot offer a person from a tier 3 company a direct 100% hike. Education also plays a significant role, so include it as part of your criteria.
Determine where your company stands - is it Tier 1, tier 2, or tier 3? This can be based on turnover, location, etc. The criteria for this classification should be discussed and finalized by the top management as well.
Hope this helps.
From India, Madras
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Hi Raj,
Exactly, you are right. I agree with your point. I believe we should not verify the previous employer's salary. Each company has its own standards on which the salary should be based.
One request from my side: please don't use strong or harsh words for any issue. Give the answer politely. I found your way of replying quite strong. Some small companies might not follow HR policies as per industry standards. In such circumstances, what can HR people do? Should they follow their boss's or director's instructions?
I hope you won't feel bad for me pointing this out.
Cheers,
Jeeva
From India, Bangalore
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Exactly, you are right. I agree with your point. I believe we should not verify the previous employer's salary. Each company has its own standards on which the salary should be based.
One request from my side: please don't use strong or harsh words for any issue. Give the answer politely. I found your way of replying quite strong. Some small companies might not follow HR policies as per industry standards. In such circumstances, what can HR people do? Should they follow their boss's or director's instructions?
I hope you won't feel bad for me pointing this out.
Cheers,
Jeeva
From India, Bangalore
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Hi,
These days, almost every company prefers to transfer salaries to bank accounts. You may ask for the employee's bank statement.
Another point to note is that you cannot ask about a candidate's previous salary from their former employers; you can only inquire about their performance.
I completely agree with Mr. Raj Kumar. All companies have salary policies in place.
You can offer salaries based on your company's norms. If you offer more than that, it means the candidate not only deserves it but also their expected output aligns with the salary.
From India, New Delhi
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These days, almost every company prefers to transfer salaries to bank accounts. You may ask for the employee's bank statement.
Another point to note is that you cannot ask about a candidate's previous salary from their former employers; you can only inquire about their performance.
I completely agree with Mr. Raj Kumar. All companies have salary policies in place.
You can offer salaries based on your company's norms. If you offer more than that, it means the candidate not only deserves it but also their expected output aligns with the salary.
From India, New Delhi
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Hi all,
I fully agree with Mr. Raj Kumar's view. As an HR professional, we should create our own salary matrix for our company. We should select candidates based on their experience, qualifications, and ensure that their salary aligns with our matrix before calling them for an interview. Additionally, it is important to verify the previous employment of potential recruits.
Thanks and regards,
N. Srinivasan
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I fully agree with Mr. Raj Kumar's view. As an HR professional, we should create our own salary matrix for our company. We should select candidates based on their experience, qualifications, and ensure that their salary aligns with our matrix before calling them for an interview. Additionally, it is important to verify the previous employment of potential recruits.
Thanks and regards,
N. Srinivasan
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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
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From India, Gurgaon
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