Employee attrition rates are at an all time high. Employment opportunities abound and an employee’s appetite for professional and financial growth has become insatiable. Many companies have mushroomed over the past decade. Most of these companies promise candidates the sky, during the hiring process but fall flat on delivering them. These unfulfilled promises lead to employee discontent, which results in the employee looking for other job options and eventually leaving the company.
This sudden loss of an employee may not have a big impact on the workings of a multinational company however it may disrupt the flow of business for a small company. Instead of understanding the reason for the high attrition rate within the company, the company may bear a grudge against the candidate and may dish out references that adversely affect the employee’s prospects of getting hired elsewhere.
The point I am trying to make is that there are always two sides of a story – in this case one side being the company and the other the employee. A professional employee background verification company can help gather all facts about the employee. This includes educational and professional verification, reference checks, calls to the company of previous employment to get more feedback on the candidate, etc. However there tends to be a lack of information about the culture, and inner workings of the company.
The responsibility to distinguish the facts from fiction falls squarely on the shoulders of the HR managers. An HR manager can have all the information about a new hire but in the end information is only as good as a person’s ability to decrypt it.
A point in case could be a new hires resume that shows the candidate to be a good fit for the company. The HR manager, with the candidate’s approval, runs a background check on this candidate. The results of the background check look promising and validate the educational and professional qualifications outlined by the candidate in his resume. However there ends up being one negative feedback provided by a manager at the candidate’s’ previous employer. Now the question to consider is whether the single negative feedback should be taken at face value and the candidate be rejected or should the discrepancy be studied further?
The easy and quick way out would be to take the negative feedback at face value and reject the candidate. But isn’t employee satisfaction about spending time to understand the employee? Is it too early to start building relationship from the pre-employment phase? The candidate in question should be allowed to provide an explanation for the negative feedback that he received. This explanation can provide the hiring HR manager an insight into the work culture of candidate’s previous company. The work culture information provided by the candidate can be easily verified by a quick online search about the company.
If the HR manager is convinced about the candidates explanation and all other qualifications are met then the candidate should hired. The hired candidate will be appreciative of the extra effort the HR manager put in to understand his side of the story and this in turn will make him a more dedicated employee.
Finally a post that looks at an employee for what they our worth. Great post.
Hi,
I am into the same situation now. I am jobless now and have been looking for job since last one and half months and finally got a job 2 weeks back in a MNC company but on contract. I am OK with it as i m getting good opportunity here for my career growth . The hiring process in this new company starts with BGV. But while doing BGV my last to last employer has given Negative feedback, due to which I m in verge of getting rejected now.
This is not the first time he has given a Negative feedback, earlier also he did so but somehow my then current employer managed the situation but could not continue my service for long term. Hence I have been asked to look for another job. So, I when I informed my current employer of getting new job, I have been relieved from current company.
But again the previous employer gave a negative feedback about me for the ongoing hiring process. I called him and tried to convince him but in vein. Now i dont know how to proceed further as his grudge against me is spoiling my career. I have pleaded so much to him to give positive response because if I dont get this job, it will impact my source of income and livelihood..
I dont know how to proceed further in this situation and what action I need to do.
Please suggest some alternative for this.
Thnks.
I agree “If the HR manager is convinced about the candidates explanation and all other qualifications are met then the candidate should hired. The hired candidate will be appreciative of the extra effort the HR manager put in to understand his side of the story and this in turn will make him a more dedicated employee.” and this should be a guide for all BGV process. I think nobody carrier should be ruined without an employee chance to defend on the negative feedback.