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Type: HR, Report if not a HR topic
Hi Harish,
The two cases what you have given is right but we can see the third case also.
Let us take i have done my B.Sc and MCA and i have done the course of Oracle apps or SAP.
If i have to get a chance its very hard to get as a fresher, so i will remove the MCA and i will put 3 years fake.
I don't have any gaps in education as well as employment still i m putting the fake experience.
This is the third case that iw ant to share.
Naga
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Is this recession giving way to new wave of fakes????
Type: HR, Report if not a HR topic
Posted 08-12-2008Reply
Guys,
Is this recession giving way to new wave of fakes????
If we observe keenly, this tradition of creating fake experiences or pay slips....has grown enormously after the Y2k effect. That was the time where many of the IT employees lost their employment and were ideal for few days.
And no one wants to present themselves as unemployed for all those days he was out of his job.Every one started putting Fake experiences,payslips, projects ...(Actually this was the phase where companies have started outsourcing their back ground verification process for third party vendors)
Now, with this economic recession at its peak and thousands of employees losing their jobs, "is the same scene going to repeat again?????"
What precautions should be taken by the HR personnels (Apart from back ground verification checks) to avoid this
scenario.
Friends, let us come up with the most innovative and implementable solutions
Hi Pradeep,
As per my view,
there is a chance that people will come with fake experience, we can't stop them.
It depends on our screening and interview levels that how we are choosing the effective people.
Coming to the Oracle Corporation, they believe that "If that person is clearing the oracle interview and performing at his desk they don't mind taking the guy with fake experience also".
In the same way if the person is good communication and Technology wise and doing good in the project, no problem taking him even though he is a fake.
We have given a chance to him to prove himself.
If that is the case ur screening shud be very careful.
This is as per my opinion.
Naga
As per my view,
there is a chance that people will come with fake experience, we can't stop them.
It depends on our screening and interview levels that how we are choosing the effective people.
Coming to the Oracle Corporation, they believe that "If that person is clearing the oracle interview and performing at his desk they don't mind taking the guy with fake experience also".
In the same way if the person is good communication and Technology wise and doing good in the project, no problem taking him even though he is a fake.
We have given a chance to him to prove himself.
If that is the case ur screening shud be very careful.
This is as per my opinion.
Naga
At the outset we should be mentally prepared that we are bound to come across people with fake experience.
Couple of things we can do ,
Follow the Economic situation; keep track of organization which is down sizing (where ever we can)
Hirining has to be done consciously, improve on the interviewing skills basically the questions we pose to the candidate
Prepare list of documents can be part of the Fake (i.e fake company name, salary slips, relieving & experience and actions against them )
If you find something fishy, try and create an environment where the candidate can come up openly
Like if the candidate is through with the technical evaluation, keep him posted on the progress and gain his confidence by sharing the positive points about him
Once you gain the confidence of the candidate, I am sure he will open up if in case he is hiding something
If there is a concern on fake details, then the decision is purely at the discretion of the organization
Couple of things we can do ,
Follow the Economic situation; keep track of organization which is down sizing (where ever we can)
Hirining has to be done consciously, improve on the interviewing skills basically the questions we pose to the candidate
Prepare list of documents can be part of the Fake (i.e fake company name, salary slips, relieving & experience and actions against them )
If you find something fishy, try and create an environment where the candidate can come up openly
Like if the candidate is through with the technical evaluation, keep him posted on the progress and gain his confidence by sharing the positive points about him
Once you gain the confidence of the candidate, I am sure he will open up if in case he is hiding something
If there is a concern on fake details, then the decision is purely at the discretion of the organization
Archana, thanks for your inputs. Very concise and comprehensive.
A couple of points why people put fake information in their cvs :
Gaps in education & gaps in employment.
As a hiring organization, if we inform candidates that we do NOT mind if they have gap(s) in academics & employment, but you would want genuine information which can be verified, it greatly helps to eliminate instances of fake information. We have done it in the past and the results have been there for everyone to see.
A couple of points why people put fake information in their cvs :
Gaps in education & gaps in employment.
As a hiring organization, if we inform candidates that we do NOT mind if they have gap(s) in academics & employment, but you would want genuine information which can be verified, it greatly helps to eliminate instances of fake information. We have done it in the past and the results have been there for everyone to see.
Good topic...
Well, it’s true that laying off is happening everywhere…Companies closing down…of course there will be more chances for not only fake experiences, but good “reasons” for the question “why are you looking for a change?”…they can easily name a Co. which has closed down; blaming them for not having projects, lay offs, no salaries…etc we should have a good track of these companies…
It’s very easy, whenever you come across a candidate with this reason, note the Co.’s name, find out other employees working in that Co. from Resdex, specially those who are looking for a change…confirm if they say the same…
I guess Archana has given a good reply on this…
Verification alone would not help…No offence, but there are some consultancies & institutes who help candidates with fake experience letters, IDs, salary statements ..etc. by charging them a huge amount…
Also, as Naga had said, some companies take people even if they provide fake experiences as long as they are technically good, but I don’t believe in this at all…this is the first step which a candidate shows dishonesty towards a Co., over to that we, HRs, are encouraging this bad practice, by accepting their fake experience certificates just to fill the position we have…Is it right on our part?! I don’t think so…
We did have this incident that there was a guy who had only 1 year of real experience, but he claimed 3 years as a Sr…. technically he was through, we gave him enough time to tell us his exact experience, since he was not very confident at HR round! When we asked him to prove the CTC, by showing his salary statements, he got fixed!!! And then he came up with different stories that consultancy had asked him to “lie”…etc.
I think if we judge a candidate by his/her competency levels rather than years of experience/CTC/Co. they worked for…It would help a lot to bring out some “true” candidates…instead of “fakes”…
Diana
Well, it’s true that laying off is happening everywhere…Companies closing down…of course there will be more chances for not only fake experiences, but good “reasons” for the question “why are you looking for a change?”…they can easily name a Co. which has closed down; blaming them for not having projects, lay offs, no salaries…etc we should have a good track of these companies…
It’s very easy, whenever you come across a candidate with this reason, note the Co.’s name, find out other employees working in that Co. from Resdex, specially those who are looking for a change…confirm if they say the same…
I guess Archana has given a good reply on this…
Verification alone would not help…No offence, but there are some consultancies & institutes who help candidates with fake experience letters, IDs, salary statements ..etc. by charging them a huge amount…
Also, as Naga had said, some companies take people even if they provide fake experiences as long as they are technically good, but I don’t believe in this at all…this is the first step which a candidate shows dishonesty towards a Co., over to that we, HRs, are encouraging this bad practice, by accepting their fake experience certificates just to fill the position we have…Is it right on our part?! I don’t think so…
We did have this incident that there was a guy who had only 1 year of real experience, but he claimed 3 years as a Sr…. technically he was through, we gave him enough time to tell us his exact experience, since he was not very confident at HR round! When we asked him to prove the CTC, by showing his salary statements, he got fixed!!! And then he came up with different stories that consultancy had asked him to “lie”…etc.
I think if we judge a candidate by his/her competency levels rather than years of experience/CTC/Co. they worked for…It would help a lot to bring out some “true” candidates…instead of “fakes”…
Diana
Archana, thanks for your inputs. Very concise and comprehensive.
A couple of points ... See Harish's complete reply
A couple of points ... See Harish's complete reply
Hi Harish,
The two cases what you have given is right but we can see the third case also.
Let us take i have done my B.Sc and MCA and i have done the course of Oracle apps or SAP.
If i have to get a chance its very hard to get as a fresher, so i will remove the MCA and i will put 3 years fake.
I don't have any gaps in education as well as employment still i m putting the fake experience.
This is the third case that iw ant to share.
Naga
I agree Naga, there is a comprehensive list of companies who supply these fake certificates. We can keep that at the desk of every recruiter to alert him. Many companies do this. I know, there would be some new ones being added every now and then, but its much better than not having any.
Hi Archana,Harish,Naga,Diana,
Thank you for your valuable replies. I appreciate the kind of replies you have posted.
I was thinking of something else,(Donno how far will it be success or possible).
Is there any chance of creating a repository kind of thing, in which every possible HR personnel can post a feedback (only on certain issues like Honesty, his ethical behavior... on all the employees who had left their organization???
The repository may contain a questionnaire or a form which can derive all required data regarding an employee.
Any other thoughts on these lines are appreciable.
Thank you for your valuable replies. I appreciate the kind of replies you have posted.
I was thinking of something else,(Donno how far will it be success or possible).
Is there any chance of creating a repository kind of thing, in which every possible HR personnel can post a feedback (only on certain issues like Honesty, his ethical behavior... on all the employees who had left their organization???
The repository may contain a questionnaire or a form which can derive all required data regarding an employee.
Any other thoughts on these lines are appreciable.
Hi Pradeep,
That’s a good idea…where we can have a common database with everyone’s feedback gathered in it…
I do maintain this kind of database, for each department, which gives the history of every candidate I have come across…It is a good reference not only for me, but also for anyone who would like to have a brief feedback on a candidate’s details, i.e. Exp./ CTC / Co’s name/ reason for leaving / attitude / technical performance / reasons for not being short listed …etc….. but there are few problems ::
1) The data base we are talking here is very very huge… remember, we are talking about all the technologies, different fields & various designations…question is can we compile & maintain such a huge database!?
2) Coming to the comments/feedbacks (specially about the honesty, ethical behavior…which you had mentioned) I don’t think it would be fare enough, since each of us have different understanding & expectations from a candidate/employee…our judgment about one person should not affect anyone else’s opinion.
e.g. one HR would appreciate if the candidate is bold enough to answer, defend, debate or even argue with the interviewer, taking it as a positive attitude. At the same time, another HR would not agree to this at all, this behavior would translate as an arrogant candidate/employee.
3) another point would be :: how unbiased could we HRs be!? To give a fare report on an employee/candidate?
4) How safe this information could be? There should be some security in accessing & editing as well…may be access would be limited to few volunteers ( hard to find!) using options such as “read only”…to have a safe & proper data.
These were my points of views…hope to get other HRs ideas & opinions...
That’s a good idea…where we can have a common database with everyone’s feedback gathered in it…
I do maintain this kind of database, for each department, which gives the history of every candidate I have come across…It is a good reference not only for me, but also for anyone who would like to have a brief feedback on a candidate’s details, i.e. Exp./ CTC / Co’s name/ reason for leaving / attitude / technical performance / reasons for not being short listed …etc….. but there are few problems ::
1) The data base we are talking here is very very huge… remember, we are talking about all the technologies, different fields & various designations…question is can we compile & maintain such a huge database!?
2) Coming to the comments/feedbacks (specially about the honesty, ethical behavior…which you had mentioned) I don’t think it would be fare enough, since each of us have different understanding & expectations from a candidate/employee…our judgment about one person should not affect anyone else’s opinion.
e.g. one HR would appreciate if the candidate is bold enough to answer, defend, debate or even argue with the interviewer, taking it as a positive attitude. At the same time, another HR would not agree to this at all, this behavior would translate as an arrogant candidate/employee.
3) another point would be :: how unbiased could we HRs be!? To give a fare report on an employee/candidate?
4) How safe this information could be? There should be some security in accessing & editing as well…may be access would be limited to few volunteers ( hard to find!) using options such as “read only”…to have a safe & proper data.
These were my points of views…hope to get other HRs ideas & opinions...
Though I agree theoretically on the suggestion of Pradeep, I don't think it is practically possible. This would mean sharing employee database in a sense, even though he/she is no longer a part of your organization. We have to acknowledge something called as PII (Personally Identifiable Information) which is very sensitive. It would tantamount to walking out on an agreement when we share our ex-employee's data with someone outside the company.
However, a body like NASSCOM can do it. In fact, NASSCOM does maintain a database of people whose background checks have been done.
However, a body like NASSCOM can do it. In fact, NASSCOM does maintain a database of people whose background checks have been done.
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