Hello Gia,
Further to what other members suggested, pl confirm the reason(s) why you DON'T have a F2F in your Selection Process. Obviously, there must be reason(s).
Asking for TWO References is, in the given situation & with the given limitations, the best option for you--taking care to ensure the candidates give VALID References--not of relatives or friends who don't have anything to do with their professional track-record. Asking for ONE Reference of a past or present boss & SECOND Reference of a past colleague would enable you make calculated judgements.
And when asking for References, pl ensure they DON'T give the References of someone whom they know very well @ the personal level--quite often, the judgement is clouded by the personal rapport & you end up getting highly inflated/exaggerated opinion(s) from that Reference.
You mentioned '........had to fire a guy who appeared technically good over skype interview (2 rounds) and hence was hired but after he join we figured out his communication skills....'. There does seem to be a case to IMPROVE the Skype Interview skills of your Interview Panel. Communication skills testing/evaluation is one of the easiest to conduct/handle over Skype--if this aspect wasn't noticed, then there's scope for concern from the HR angle.
I am not sure if there's any specific instruction set for your candidates taking the Skype Interviews--we insist that the candidate should adjust the webcam so that half his/her body is visible AND with the palms/hands over the table--NOT just the face or shoulder portion. That will enable the Interviewer to see the body language--something that's done during a F2F.
At the EoD, let's face it--however much the processes are improved, there will always be guys who figure-out NEW ways to hoodwink the AS-IS system(s)--the key is to keep refining the processes on a pro-active basis.
All the Best.
Rgds,
TS
From India, Hyderabad
1641Further to what other members suggested, pl confirm the reason(s) why you DON'T have a F2F in your Selection Process. Obviously, there must be reason(s).
Asking for TWO References is, in the given situation & with the given limitations, the best option for you--taking care to ensure the candidates give VALID References--not of relatives or friends who don't have anything to do with their professional track-record. Asking for ONE Reference of a past or present boss & SECOND Reference of a past colleague would enable you make calculated judgements.
And when asking for References, pl ensure they DON'T give the References of someone whom they know very well @ the personal level--quite often, the judgement is clouded by the personal rapport & you end up getting highly inflated/exaggerated opinion(s) from that Reference.
You mentioned '........had to fire a guy who appeared technically good over skype interview (2 rounds) and hence was hired but after he join we figured out his communication skills....'. There does seem to be a case to IMPROVE the Skype Interview skills of your Interview Panel. Communication skills testing/evaluation is one of the easiest to conduct/handle over Skype--if this aspect wasn't noticed, then there's scope for concern from the HR angle.
I am not sure if there's any specific instruction set for your candidates taking the Skype Interviews--we insist that the candidate should adjust the webcam so that half his/her body is visible AND with the palms/hands over the table--NOT just the face or shoulder portion. That will enable the Interviewer to see the body language--something that's done during a F2F.
At the EoD, let's face it--however much the processes are improved, there will always be guys who figure-out NEW ways to hoodwink the AS-IS system(s)--the key is to keep refining the processes on a pro-active basis.
All the Best.
Rgds,
TS
From India, Hyderabad
TS :
Basically our candidates are mostly from out of Pune so not many are open to come down all the way for a F2F. Ours is a startup company so attracting talent is a major challenge. So maybe our Talent acquisition team to expedite the process plus to get people on board within a certain turnaround time skip the F2F.
Anyhow with the fraud cases which surfaced recently we do want to tighten the selection process.
- Gia
From India, Pune
Basically our candidates are mostly from out of Pune so not many are open to come down all the way for a F2F. Ours is a startup company so attracting talent is a major challenge. So maybe our Talent acquisition team to expedite the process plus to get people on board within a certain turnaround time skip the F2F.
Anyhow with the fraud cases which surfaced recently we do want to tighten the selection process.
- Gia
From India, Pune
Hello Gia,
Your reason for not having F2Fs in the process DOESN'T sound realistic--we place people from all over the country [& abroad too] to different locations.
One reason COULD be that whoever is speaking to the candidates initially to sound them out for the openings ISN'T getting them interested in the Company--when the interest gets built-up, candidates doesn't really hesitate to come for the F2Fs.
Another reason COULD be that your company doesn't reimburse To & Fro fares to the out-station candidates IF they are called for a F2F @ Pune--not sure if this is right in your case. Many Start-ups have this constraint.
All the Best.
Rgds,
TS
From India, Hyderabad
Your reason for not having F2Fs in the process DOESN'T sound realistic--we place people from all over the country [& abroad too] to different locations.
One reason COULD be that whoever is speaking to the candidates initially to sound them out for the openings ISN'T getting them interested in the Company--when the interest gets built-up, candidates doesn't really hesitate to come for the F2Fs.
Another reason COULD be that your company doesn't reimburse To & Fro fares to the out-station candidates IF they are called for a F2F @ Pune--not sure if this is right in your case. Many Start-ups have this constraint.
All the Best.
Rgds,
TS
From India, Hyderabad
Hi,
if you already have been through the background verification and authenticity of the document submitted by them and found this forgery or anything like are not genuine, must not hire the employees. This will also be a lesson to the employee who earned these fake documents and also need to file a complaint to nearest Police Station which is a moral and social duty.
But can you please explain how did you get the authentication are not genuine and Candidates are being provided fake experience certificates by some Agency /consulting firms
From India, Gurgaon
if you already have been through the background verification and authenticity of the document submitted by them and found this forgery or anything like are not genuine, must not hire the employees. This will also be a lesson to the employee who earned these fake documents and also need to file a complaint to nearest Police Station which is a moral and social duty.
But can you please explain how did you get the authentication are not genuine and Candidates are being provided fake experience certificates by some Agency /consulting firms
From India, Gurgaon
Hi.... yes I agree we currently do not have a clear process to reimburse the travel expenses for out-station candidates. Anyhow as a part of our process improvement we are taking following steps :
- Include one round of F2F (the technical panel will travel to the cities where interviews are conducted)
- Collect references at the offer stage and complete the ref checks before the candidates comes on board
- Initiate verification of employment once he joins and complete the same within 15 days (we cannot initiate it before the joining bcoz candidates can provide relieving/experience letters at the time of joining)
To answer the question by Anil Arora.... we did a check through an agency who made a personal visit as well.
Thanks to all for the valuable inputs shared.
- Gia
From India, Pune
- Include one round of F2F (the technical panel will travel to the cities where interviews are conducted)
- Collect references at the offer stage and complete the ref checks before the candidates comes on board
- Initiate verification of employment once he joins and complete the same within 15 days (we cannot initiate it before the joining bcoz candidates can provide relieving/experience letters at the time of joining)
To answer the question by Anil Arora.... we did a check through an agency who made a personal visit as well.
Thanks to all for the valuable inputs shared.
- Gia
From India, Pune
I agree with Mr.Mayur Shinde. We, at our organization have come through a lot of this instances. F2Fshould be mandatory scheduled. To use head hunting skills and definitely to have network of team to handle background checks.
Regards,
Mridusmita
From India, Chennai
Regards,
Mridusmita
From India, Chennai
Dear Gia,
I can give u some suggestions in this case. Myself also dealing with on-boarding process with a growing IT-Company. Steps u need to take care:
1) Ask the candiates to submit their education document proofs & employment proofs, address proof, PAN card & Passport before his joining.
2) Send it to BG verification vendor to verify the same as a pre-joining activity.
3) Ask the BG team to share the BG status before the candidate reports for joining.
4) Once the candidate reported u need to check the following, which will help u in some extent to find out whether he is a fake r not:
4a) Check all his education documents.
4b) Employment documents - For the last employer, check his recent payslips, form 16, bank statements (where u can find out the by salary credits), Service/Relieving Letter.
4c) Check start dates & end dates between the Service letters of his/her different employments. (there may be some chances of overlapping also)
4d) Accept Service/Relieving letters printed only on the respective company letterheads.
4e) Some candidates used to say they have only mail confirmations regd their resignation acceptance. In such cases accept the mails strictly sent from official mail ids not from public domains (google,yahoo,rediff,etc)
4f) Some payslips will be having Salary account No: check the same with bank statements.
4g) Check PAN no. with his/her Form 16/ IT returns.
From India, Chennai
I can give u some suggestions in this case. Myself also dealing with on-boarding process with a growing IT-Company. Steps u need to take care:
1) Ask the candiates to submit their education document proofs & employment proofs, address proof, PAN card & Passport before his joining.
2) Send it to BG verification vendor to verify the same as a pre-joining activity.
3) Ask the BG team to share the BG status before the candidate reports for joining.
4) Once the candidate reported u need to check the following, which will help u in some extent to find out whether he is a fake r not:
4a) Check all his education documents.
4b) Employment documents - For the last employer, check his recent payslips, form 16, bank statements (where u can find out the by salary credits), Service/Relieving Letter.
4c) Check start dates & end dates between the Service letters of his/her different employments. (there may be some chances of overlapping also)
4d) Accept Service/Relieving letters printed only on the respective company letterheads.
4e) Some candidates used to say they have only mail confirmations regd their resignation acceptance. In such cases accept the mails strictly sent from official mail ids not from public domains (google,yahoo,rediff,etc)
4f) Some payslips will be having Salary account No: check the same with bank statements.
4g) Check PAN no. with his/her Form 16/ IT returns.
From India, Chennai
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