Hello, BGV is an essential part of employment in any company. I know someone who received an offer from a reputed organization, but when asked about the reason for leaving the previous organization, she provided a reason that was not the actual cause of her resignation. In any case, this reputed organization will inquire with the previous organization about the reason for the employee's resignation during the BGV process. My question is, will this affect her candidacy or employment in the upcoming organization? Do organizations cancel offers based solely on the reason for leaving provided? Any suggestions would be highly appreciated. Thank you.
From India, Kolkata
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From India, Kolkata
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Dear Mukherjee S,
Resigning employees need not be afraid of Background Verification (BGV) as long as the separation happens in normal circumstances. The situation of negative feedback in BGV arises if the employee was involved in a theft case or some other anti-organisational activity. Many times, if it is discovered that the employee was involved in a shady deal, companies do not order any domestic enquiry. They force the employee to submit a letter of resignation, thereby giving a cloak of normalcy. However, there could be a chance of negative remarks in the BGV.
Therefore, you may provide a little more information as to why your friend is uneasy about BGV. What are her apprehensions?
Thanks,
Dinesh Divekar
From India, Bangalore
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8218Resigning employees need not be afraid of Background Verification (BGV) as long as the separation happens in normal circumstances. The situation of negative feedback in BGV arises if the employee was involved in a theft case or some other anti-organisational activity. Many times, if it is discovered that the employee was involved in a shady deal, companies do not order any domestic enquiry. They force the employee to submit a letter of resignation, thereby giving a cloak of normalcy. However, there could be a chance of negative remarks in the BGV.
Therefore, you may provide a little more information as to why your friend is uneasy about BGV. What are her apprehensions?
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Dinesh Divekar,
Thank you for your reply regarding this issue. As for your question that you asked, I would like to tell you that my friend actually had to resign from her last organization due to some health problems. However, in the HR round of the current organization, she told the HR that she was asked to resign because the project she was working on got dropped and there were no dependencies in the organization. Now, her main worry is: will it affect the BGV when the HR of the current company asks the HR of her last company about the reason for her resignation? The HR of her last organization would definitely state that it was due to health issues, but she already informed the present HR that it was due to the project being dropped.
Hope this answers your question. Please provide your valuable feedback regarding this.
Thanks again, Mr. Divekar.
From India, Kolkata
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Thank you for your reply regarding this issue. As for your question that you asked, I would like to tell you that my friend actually had to resign from her last organization due to some health problems. However, in the HR round of the current organization, she told the HR that she was asked to resign because the project she was working on got dropped and there were no dependencies in the organization. Now, her main worry is: will it affect the BGV when the HR of the current company asks the HR of her last company about the reason for her resignation? The HR of her last organization would definitely state that it was due to health issues, but she already informed the present HR that it was due to the project being dropped.
Hope this answers your question. Please provide your valuable feedback regarding this.
Thanks again, Mr. Divekar.
From India, Kolkata
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Dear Mukherjee S,
Predominantly, BGV is done to check the authenticity of the information provided by the candidate. Many times, the company that provides replies to BGV questionnaires just writes "left on her volition" or "better opportunity." They may not mention the actual reason. Secondly, your friend might have left the company because of poor health. However, those grounds are not serious enough to merit negative remarks in the replies to BGV.
Many companies maintain a "negative list" of employees who were terminated due to their anti-organization activities or activities involving moral turpitude. If the employee's name does not appear on this list, then companies do not concern themselves with the BGV of others. They have their own activities to focus on and may not have much time to spend on employees who have already left the company.
Thanks,
Dinesh Divekar
From India, Bangalore
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Predominantly, BGV is done to check the authenticity of the information provided by the candidate. Many times, the company that provides replies to BGV questionnaires just writes "left on her volition" or "better opportunity." They may not mention the actual reason. Secondly, your friend might have left the company because of poor health. However, those grounds are not serious enough to merit negative remarks in the replies to BGV.
Many companies maintain a "negative list" of employees who were terminated due to their anti-organization activities or activities involving moral turpitude. If the employee's name does not appear on this list, then companies do not concern themselves with the BGV of others. They have their own activities to focus on and may not have much time to spend on employees who have already left the company.
Thanks,
Dinesh Divekar
From India, Bangalore
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In any case, the current company would also like to check the medical fitness of any new joiner. So, if the health issue was not of a serious nature, then even if during BGV the past company mentions it, there should not be any problem.
From India, Delhi
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From India, Delhi
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Hi there,
While I understand why a person can be concerned to mention unstable health to a new employee, I believe this should not be a reason to hold back information. Note that while I do not think this would affect the candidacy, it will still look "fishy" to the new employee why the stories on the two ends don't match. Moreover, if the old employee does not mention the health issues but confirms that there was no dropping of important projects, the new HR will be left wondering what exactly happened and may decide to ask the old employee for further details rather than the candidate due to her being dishonest. Anyways, I hope your friend gets the job and uses this case to have a lesson learned.
From Bulgaria, Sofia
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While I understand why a person can be concerned to mention unstable health to a new employee, I believe this should not be a reason to hold back information. Note that while I do not think this would affect the candidacy, it will still look "fishy" to the new employee why the stories on the two ends don't match. Moreover, if the old employee does not mention the health issues but confirms that there was no dropping of important projects, the new HR will be left wondering what exactly happened and may decide to ask the old employee for further details rather than the candidate due to her being dishonest. Anyways, I hope your friend gets the job and uses this case to have a lesson learned.
From Bulgaria, Sofia
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See, don't judge a book by its cover...
First of all, HR is misusing the BGV process. The reason for leaving the organization may vary according to the situation. BGV should not affect based on the way of leaving the organization. BGV should be done for their work behavior, performance, and illegal cases, not for why they left.
As our behavior can vary from person to person, the same may happen in any situation. Company chemistry depends on the individuals involved.
Always do the right things in the future. Leaving or firing is not the basis of hiring a person. The main consideration should be whether the employee you are going to hire for the position can fulfill the requirements. If yes, then go ahead.
From India, Varanasi
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First of all, HR is misusing the BGV process. The reason for leaving the organization may vary according to the situation. BGV should not affect based on the way of leaving the organization. BGV should be done for their work behavior, performance, and illegal cases, not for why they left.
As our behavior can vary from person to person, the same may happen in any situation. Company chemistry depends on the individuals involved.
Always do the right things in the future. Leaving or firing is not the basis of hiring a person. The main consideration should be whether the employee you are going to hire for the position can fulfill the requirements. If yes, then go ahead.
From India, Varanasi
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