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Type: HR, Report if not a HR topic
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Moment of Truth – What to do when everything’s perfect except one ex-employer’s feedback
Type: HR, Report if not a HR topic
Posted 14-12-2012Reply
As the title suggests, when an ace employee joins your organization and has one problem post his background verification - his ex-employer's feedback. What shall we do in such situations?
Looking forward to some comments. Read more:
http://www.jantakhoj.com/blog/2012/12/moment-of-truth-%E2%80%93-what-to-do-when-everything%E2%80%99s-perfect-except-one-ex-employer%E2%80%99s-feedback/
Source: jantakhoj blog
Dear Indira,
Excellent post. Thanks for sharing here.
My take: This could be a very tricky situation, wherein you do want to lose a good prospective employee at the same time you would not want to make a mistake of hiring someone whose BGV has shades of negative. I have followed the link pasted here by you and in that scenario, I feel we should take the employee because a lot of employees break bonds. To me personally, a bond does not make sense. Because you cannot bind someone to work with you for a period of time. Not the right HR tactic to retain. You might have the employee in your company, but there can be measurable way to say the same about his engagement levels. Moreover, he has broken the bond 7 years back. He has added skills and expertise over the last 7 years for which reason you interviewed him in the first place. So why not just go ahead and hire him ?
Having said that, I would still tread cautiously and check the last 3 months payslips of the previous company as well, before making a formal offer of employment.
Warm regards,
Harish
Excellent post. Thanks for sharing here.
My take: This could be a very tricky situation, wherein you do want to lose a good prospective employee at the same time you would not want to make a mistake of hiring someone whose BGV has shades of negative. I have followed the link pasted here by you and in that scenario, I feel we should take the employee because a lot of employees break bonds. To me personally, a bond does not make sense. Because you cannot bind someone to work with you for a period of time. Not the right HR tactic to retain. You might have the employee in your company, but there can be measurable way to say the same about his engagement levels. Moreover, he has broken the bond 7 years back. He has added skills and expertise over the last 7 years for which reason you interviewed him in the first place. So why not just go ahead and hire him ?
Having said that, I would still tread cautiously and check the last 3 months payslips of the previous company as well, before making a formal offer of employment.
Warm regards,
Harish
Dear Indira,
As an HR, when we see a good potential in a candidate, we should grab it and make sure that we are providing all the requirements for him/her to grow into a bright employee in our organisation.
There could be many reasons, when an employee does not get any relieving documents from the ex-employer, but that should not be the only reason to avoid or reject his/her profile. Nowadays there are plenty of ways to find out his/her past through verification, before concluding on the employment prospects.
But yes, its easier to rely on a candidate who has not broken bridges with his/her ex-employers & has completed the end hire formalities properly. This would give an assurance that you can count on his/her services, dedication & work ethics at your organisation as well.
Cheers,
Diana
As an HR, when we see a good potential in a candidate, we should grab it and make sure that we are providing all the requirements for him/her to grow into a bright employee in our organisation.
There could be many reasons, when an employee does not get any relieving documents from the ex-employer, but that should not be the only reason to avoid or reject his/her profile. Nowadays there are plenty of ways to find out his/her past through verification, before concluding on the employment prospects.
But yes, its easier to rely on a candidate who has not broken bridges with his/her ex-employers & has completed the end hire formalities properly. This would give an assurance that you can count on his/her services, dedication & work ethics at your organisation as well.
Cheers,
Diana
thank you for taking time and sharing your views. I personally feel that, you are we cant judge the actions of today based on some incomplete documents and incomplete processes( no background checks) seven years back.Rules are rules, but they need to bend when what feels right is right. And as rules become stricter, i believe there must be uniform clauses in place also for such discrepancies.
Dear Indira,
Indeed a very good topic, I believe that past verification cannot stand alone to judge a person's present.So it is to be observed that how a person reacts to situation in present situation(organisation where he /she has joined).If it is found that the person is good at performance than.....Past hardly matters.To add more person may change in terms of work style, behavior, etc so let us not always be static in thinking rather think of judging a person in his present work situation and profile rather than that of previous.
Regards
Supratim
Indeed a very good topic, I believe that past verification cannot stand alone to judge a person's present.So it is to be observed that how a person reacts to situation in present situation(organisation where he /she has joined).If it is found that the person is good at performance than.....Past hardly matters.To add more person may change in terms of work style, behavior, etc so let us not always be static in thinking rather think of judging a person in his present work situation and profile rather than that of previous.
Regards
Supratim
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