Recruitment Challenge – pre and post verification

The verification process of any candidate pre and post recruitment must be designed in a way by the HR department that they always get the right candidates. This will set aside all mistakes and the right people walk in.

The worst mistake any organization can make in terms of recruiting is to get ‘bad hires’ on board. A ‘bad hire’ is a new recruit who either does not have the required skill set or someone who does not have the right attitude and aptitude, required for the job. A bad hire is a person whose skill set, as a professional doesn’t match up to the demands or requirements of his/her job.

A person can be hired on the basis of his/her performance during the interview and also if their resume is very impressive. This is no indication of the performance of the person. Therefore the challenge lies in taking corrective steps in the recruitment stage itself. A bad hire is usually a person who is in-disciplined, unproductive and severely lacks the “can do” attitude. Hence, to avoid such hires, the interviewer, needs to be alert and a keen listener in order to gauge the candidate’s abilities. Most organizations have rigorous and efficient recruitment processes in place, but even then, some bad recruits manage to get hired. Few recruiters, in a quest to meet their hiring targets start compromising on the quality of the interviewee. Sometimes, personal bias can also be the cause.

Hiring a wrong person can be very detrimental to the growth and reputation of the organization. Also the financial repercussions are far too many. Recent studies have shown that the cost of a bad hire can range from one to five times of their annual salary. Apart from the enormous loss in terms of financial cost, one bad hire can affect the morale and confidence of the colleagues, team and clients and in certain areas, the entire organization. The saying, ‘one rotten apple in a basket spoils the whole basket’ sounds true in today’s corporate scene. It can account for attrition too. And with the ever growing fear of data theft which is a very rampant menace today, a bad hire can prove to be a huge threat.

Monetary loss can be calculated to a certain extent but the biggest loss is the loss of customer loyalty and the brand equity that the organization has built over the years. Additionally, the rest of the team has to work even harder to balance the performance, thus resulting in burnouts, low employee morale and even frustration in employees. Since bad hires often end up as early quits or terminations, hiring mistakes mean hiring for the same position more than once during a time when hiring costs are already high and the labor pool limited.

In order to avoid such mishaps, it becomes imperative for organizations to have corrective measures in place to deal with such undesirable situations. So how can an organization prevent recruiting such bad hires? Attracting the right candidates by proper recruitment branding and choosing the right recruitment channels helps prevent bad hires from coming on board. A thorough reference check of the candidate does play an important part in the hiring process.

The ideal scenario to eliminate bad hires is to have a robust, scalable and seamless recruitment system in place. The system has to be a mix of processes of skill evaluation, psychometric evaluation and background/reference checks. Generally the HR or consultants carry out the reference check with the two referees whose names are provided by the candidates themselves. This is not the right approach, simply because the candidate, more often than not, has already taken these two people in confidence before providing their names. Hence, it is important to do independent checks.

Each role in the organization should have a competency mapping associated with it. Competency mapping can be done with the help of behavioral event-based interviews and competency questionnaires. More and more open ended questions should be put forth to candidates so that it becomes a lot easier for recruiters to gauge his/her strengths and weaknesses.

How many companies are as rigorous about evaluating job candidates as they are about deciding on an investment proposal? Reality is that hiring processes are poorly designed and executed. Hence, HR needs to realize that a foolproof recruitment process will be in the organization’s interest.

  • Kvdongre

    Dear Sir / Madam
     
    We intend to introduce ourselves as “Reliable Consultancy Services” is a background screening company specializing in pre and post-employment verifications for Corporates. Our objective is to assist our clients in preventing recruitment of unscrupulous and unethical personnel into the organization.
    The frequency of frauds, connected to fake certificates have increased drastically. As Per the current statistics from the Industry experience shows that more than 16 percent of candidates provide fake or misleading information on their resumes. This figure is alarming. But what is more alarming is their attitude that they’ll get away with it. If not combated, this attitude will become a cultural mindset.India is on the fast track and we as Corporate; under our Corporate Governance and Corporate Social Responsibility have to consciously acknowledge this reality and ensure that our risk mitigating processes are one step ahead of the fraudsters.
    Employee screening is a robust tool to authenticate documents and information submitted by prospective employees.
    The Reliable Package:
    Pre-Employment Screening and Employment Background Check Services include:
    * Education Verification (Academic and Professionals)
    * Employment Reference (Line Manager Verification)
    * Employment and Earnings (HR Verification)
    * Antecedent (Criminal Record Search) Verification
    * Personal or Professional Reference check
    * Address Verification
    * Database Verification (IRA, Civil Litigation)
    * Due Diligence Verification
    * Passport verification.
    * Drug Testing
    1. Education Verification:
    a) Academic Qualifications:  degree/diploma/ certificate received special achievements / awards. Done physically / manually in the absence of online records.
    b) Professional License/Certificate Verification: Verifying the date of the license/ certification award, e.g., CPA, LLB, CA, CFA and the status of the license.
    2. Employment Verification:
    a) Line Manager/Supervisor Verifications: Verifying previous employment of the candidate claims including Strengths, Weakness, Team Player, Leadership qualities, Specific Achievements, Rehire Status, performance evaluation/tracking, Integrity and Character.
    b) HR Verifications: Verifying previous employment of the candidate claims period of joining, position/s held, earnings, reasons for quitting, rehire status, performance evaluation/tracking.
     3. Criminal/Antecedent Verification:
    Criminal record search is done from the Local Police Station (address given as per the Candidate’s application form)
     
    4. Personal/Professional Reference Check:
    Verifying candidate’s reliability, integrity, character and family background by interviewing the reference providers.
     5. Address Verification:
    Physically verifying the candidate’s permanent and current address as desired by the Client.
     6. Database Verification:
    Checks would be performed for Indian Regulatory Authorities, Civil Litigations etc.
    7. Due Diligence Verification:
    Reliable Consultancy Services perform previous   employment background checks for potential employees. Our service offers a professional process designed to give you the type of reference which is hard to obtain.
     
    8. Passport Verification:
    Reliable Consultancy Services perform Passport verification as a unique service to our clients. Our service offers a professional process designed to give you the type of reference which is hard to obtain
    9. Drug Testingwe will require a signed consent form for all potential employees stating that they have given you permission to check references.
    Reliable Consultancy Services is confident of providing quality, reliability, confidentiality, thorough and discreet background services at reasonable costs.
    Request to go through the above and give us an opportunity and a chance to serve you better. We look forward to hearing from you and to a mutually beneficial relationship between our organizations. In case you require any further clarifications please be free to connect to any of the following contacts.

  • Kvdongre

    Dear Sir / Madam
     
    We intend to introduce ourselves as “Reliable Consultancy Services” is a background screening company specializing in pre and post-employment verifications for Corporates. Our objective is to assist our clients in preventing recruitment of unscrupulous and unethical personnel into the organization.
    The frequency of frauds, connected to fake certificates have increased drastically. As Per the current statistics from the Industry experience shows that more than 16 percent of candidates provide fake or misleading information on their resumes. This figure is alarming. But what is more alarming is their attitude that they’ll get away with it. If not combated, this attitude will become a cultural mindset.India is on the fast track and we as Corporate; under our Corporate Governance and Corporate Social Responsibility have to consciously acknowledge this reality and ensure that our risk mitigating processes are one step ahead of the fraudsters.
    Employee screening is a robust tool to authenticate documents and information submitted by prospective employees.
    The Reliable Package:
    Pre-Employment Screening and Employment Background Check Services include:
    * Education Verification (Academic and Professionals)
    * Employment Reference (Line Manager Verification)
    * Employment and Earnings (HR Verification)
    * Antecedent (Criminal Record Search) Verification
    * Personal or Professional Reference check
    * Address Verification
    * Database Verification (IRA, Civil Litigation)
    * Due Diligence Verification
    * Passport verification.
    * Drug Testing
    1. Education Verification:
    a) Academic Qualifications:  degree/diploma/ certificate received special achievements / awards. Done physically / manually in the absence of online records.
    b) Professional License/Certificate Verification: Verifying the date of the license/ certification award, e.g., CPA, LLB, CA, CFA and the status of the license.
    2. Employment Verification:
    a) Line Manager/Supervisor Verifications: Verifying previous employment of the candidate claims including Strengths, Weakness, Team Player, Leadership qualities, Specific Achievements, Rehire Status, performance evaluation/tracking, Integrity and Character.
    b) HR Verifications: Verifying previous employment of the candidate claims period of joining, position/s held, earnings, reasons for quitting, rehire status, performance evaluation/tracking.
     3. Criminal/Antecedent Verification:
    Criminal record search is done from the Local Police Station (address given as per the Candidate’s application form)
     
    4. Personal/Professional Reference Check:
    Verifying candidate’s reliability, integrity, character and family background by interviewing the reference providers.
     5. Address Verification:
    Physically verifying the candidate’s permanent and current address as desired by the Client.
     6. Database Verification:
    Checks would be performed for Indian Regulatory Authorities, Civil Litigations etc.
    7. Due Diligence Verification:
    Reliable Consultancy Services perform previous   employment background checks for potential employees. Our service offers a professional process designed to give you the type of reference which is hard to obtain.
     
    8. Passport Verification:
    Reliable Consultancy Services perform Passport verification as a unique service to our clients. Our service offers a professional process designed to give you the type of reference which is hard to obtain
    9. Drug Testingwe will require a signed consent form for all potential employees stating that they have given you permission to check references.
    Reliable Consultancy Services is confident of providing quality, reliability, confidentiality, thorough and discreet background services at reasonable costs.
    Request to go through the above and give us an opportunity and a chance to serve you better. We look forward to hearing from you and to a mutually beneficial relationship between our organizations. In case you require any further clarifications please be free to connect to any of the following contacts.

  • Smvchary

    the entire is article is silent what should be done actually. It is simple blah blah…we all know what your are saying but how to go about it? waste of space.

  • Kvdongre

    Give me your number and i will explain the whole concept…or call me on 00919920733755….we design the process in such a way that our corporates are relaxed after the recruitment process…regards……keren

  • Krishan Grover

    Pls do write  how will it benefit a company and one has to prove that it is foolproof hiring system. If above is give shape of checklist with details of its advantage, it will be useful.  Further it is not a waste of space, in a knowledge forum, everyone gain something.  Others may not not be aware about these aspects.
    Thanks  –  kkumar 

  • Kvdongre

    I very well do agree with you krishan….but now a days , as per the senario even the knowledge is sold out….ofcourse its an advantage to share your knowledge with other, but every single person has got the knowledge to take advantage of the knowledge…i hope you may understand it very well

  • HR guest

    Possible Solution to Identify the right fit to the job.
    Every human is born with a talent,good or bad comes with experience.Assign a individual with a target job and measure his accomplishment before probation is turned into permanent.
    If achieved individual will continue and if not achieved will be out of the organization.

    It is the HR department that has to control the hire by tracking new employee’s performance with a universal phenomenon in Mind it is human to err.

  • Spdear

    Please provide your contact information

    spdear@gmail.com

  • Kvdongre

    hi,

    You can contact me on +919920733755

  • Valan

    It is very good article.I am working an NGO as a Head of the Dept of Finance .In the NGO what ever director appoint that is the final .No proper verification ,no experience counted .

  • Kvdongre

    I think even the director should have the screening process

  • Cyrilsunil

    good article, although the author has reflected the organisation point of view in the process. What about Candidate who get selected, When an candidate joins any organisation either he has experience and competency the process followed is different in any new organisation. Adaptability is also an concern, many of the times the recruiters head hunt for the people who are very comfortable in their organisation and these people get selected and start murmering about the change.

  • Shrihari Kulkarni320

    thanks for giving valuable information. Hope will get that kind of information in future also. 

  • anjali

    i!i’m in my btech final year… i’m really interested in the field of HR and HEAD HUNTING … can anyone suggest few head hunting companies to which i can send my resume ??

  • meenakshi

    Hi,
    pls send me a sample questionnaire for training needs.

    regards

  • Abhinavjee

    Please share as to how we can avoid bad hires through Competency and Psychometric analysis. I’m consistently having issues with candidates coming from Southern Part of India. Not to point out one particular section, but it is a common advertisement. If I;ve to carry out these analytical tests through distant location, how do I go about it?

    Thanks, Abhi

  • Cssaranya89

    it is nice i want information about tpm
     

  • cite hr is a good site ,this site is good for everyone who are looking for new information in various fileds like recruitment,& marketin etc…………… 

  • Kvdongre

    Hi abhi,

    The best way is to srutinize the candidate throughly by means of Background screening services. I am suggesting you this because we have delt with various such matter during the process and second thing would be enrolling the candidate for RCIN(Reliability Checked Indentification Number) , whihc we follow…Call me if you require any further information….regards..keren…..

  • Sharmameenurani09

    really its amazing site and really gud information n very useful……….
     

  • Mannranvir

    Dear All,
    Its a procesess of HR department to hire or recruts but if the Management doing the same thing as their own what should you do, Kindly send your views please.

    Thanks & Regards

    Ranvir Mann

  • Obima Oragwu

    very informative and instructive.

  • Subramaniyam Nrs

    very useful and informative

  • Vinay

    Really well written

  • R S Rathour

    The facts are highlighted in extremely perfect for adopting practice of recruitment but bitter fact that HR himself either bias or go on blind with provided reference by bad hires. The HR professional does not go for SWOT analysis of candidate as they are also under pressure with top official for not using new recruitment techniques.   

  • Nataraj

    Very useful information but what are the procedures to select right candidate. some times candidates have requisite practical experience without basic qualification, whether the person can be selected or not. How the confidence level will be checked. The candidate is having good attitude and skill to extract the work from his subordinates to achieve goals of organisation. Academic record is the yard stick to select the candidate.

  • Globalsushant

    helpful information

  • Selvam

    Many a times the employees are forced to quit due to the bad bosses. If the HR will knock the door of bad bosses to do the verification, for sure you will not get the positive feedback.
    Does the recruiter follow the comments blindly of the bad boss and ignore the other positive aspects of the employee. Or Is there is any other alternative approach is available for those hiring Managers to have deeper understanding.

    Selvam 

  • Bhgaya Lekkala

    Aspire Credential Services Pvt. Ltd is an background
    Verification company located at Bangalore and work on PAN India basis. We
    provide pre/post employee screening services to corporate companies. Our basic
    services are Address Verification, Criminal Court Checks, Criminal Police
    Checks, Credit Verification, Reference Verification, Education Verification,
    Employment Verification and any other checks required from the clients. Please
    revert if your company is looking forward for any of our services.

     

     

     

    Warm Regards,

     

    Ram Kumar M,

    Operations Manager,

    Aspire Credential Services Pvt. Ltd.,

    Bangalore, Karnataka, India – 560 093

    É: +91 80 4099 7820

  • Good points V S Rama –

    I’ve heard it again and again in the industry that we should fire fast, hire slow – it sounds brutal to fire fast, but the ‘hire slow’ part makes perfect sense.

    Whether you go through resume’s, references and CV’s manually, or use a recruitment database or software package to sift through your potential candidates, it pays to take the time to fully investigate each one – especially when you get to your shortlist of potentials, or later stages of the interview process.

    Hiring slow can seem painful – the process can be much longer than just grabbing what seems to be the best candidate at the time.  And you have to be prepared to ‘not hire’ at all if you don’t think you’ve found someone suitable.

    But it is without doubt the best way forward,
    Thanks
    Jane

  • Hklrao

     A VERY INTERESTING AND INFORMATIVE ARTICLE FOR HR EXECUTIVES. WE MUST PRACTICE WHAT IS CONVEYED IN THE ARTICLE .THANKS RAO
     
     

    Dr.H.K.Lakshman
    Rao , e-mail: hklrao@gmail.com

                                                                                                                    

  • Hklrao

     THERE ARE SEVERAL WAYS OF EVALUATING AND VERIFICATIONS OF RECTIFIES VERIFICATION BY ADOPTING STATISTICAL METHODS . HR PERSONNEL CAN ASK FOR DETAILS  Ihklrao@gmail.com

    Dr.H.K.Lakshman
    Rao

    (Former Gen. Manager MFL & Prof. & Head Dept. Management
    CEC)

    Management, Corporate , Statistical, Hospital , Academic  & Placement/six sigma Consultant

    “ANUGRAHA”,
    33, Krishnapuri, R.A.Puram, Chennai – 600 028

    Ph: 044-24616184,  M: 09381036989, e-mail: hklrao@gmail.com

                                                                                                                    

  • Sunil Agarkar

    what is the cost involved?
    val_sunil@bsnl.in
    98241.90002