Published On Published By Swarn
In today’s world, small or big, an established or a start-up, all the organizations are moving towards – a stringent background verification process. Still, 87% discrepancies are found between the information supplied and information verified.
Akbar was very fond of birds. One day a bird catcher came to his kingdom. He had a very colourful bird. The bird catcher informed Emperor Akbar about qualities of the colourful bird, who looked so beautiful and danced like a peacock and flew like an eagle. The emperor was very happy and the bird catcher was immediately rewarded with 50 gold coins. The bird catcher left the kingdom in a hurry.
When the bird catcher left Birbal said to the Emperor – “This bird is not dancing like a peacock. Maybe it needs a bath.” He asked for a glass of water.
When Birbal gave a bath to the bird, everybody was shocked to see that it wasn’t any special bird; it was just a pigeon. The bird catcher had fooled everybody.
Birbal saw colors on the bird catcher’s fingers and hence knew that it was no special bird. The bird catcher was caught and given a punishment.
Today’s background verification process is no less than Birbal’s sharp mind. Resume beautification of any sort is decoloured within no time. Who is the real loser in the entire process – the organization or the prospective candidate?
Of course, the organization loses on money and the most valuable resource – time, but eventually they find a suitable candidate who is apt for the role and has a resume which is correct – word by word. But what about the prospective candidate?
Candidate resigns from his current job to get the new one, which he got on basis of his embellished resume. After the bathing of the resume, that is, after the background verification, if there are any added colors, they are washed off.
In turn, firstly, the prospective candidate is shown the door on an immediate note. Secondly, his name is added in the blacklisted candidates list – which means he will never get a job in that organization, ever!
Who is the bigger loser?
Of course, the prospective candidate! His both hands are empty – without this job and without that job, plus he will never get job in the company and its sister concerns.
There is a beautiful saying – “the wise learn from mistake of others!” Many have lost their jobs because of small or big lies in their resume. It’s better, we all pledge not to lie on the resume and get a job on basis of truthful information. It may be a painful search but when you finally land up on a job, you will have it, without any doubt. Let the colors be for fun!
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Almost a whole year has passed by and a new year is soon to set in. The new year always brings a lot of new hopes and wishes with its dawn. Human resources teams are also geared up with new hopes of advancement with the advent of the new year, 2018.
Human resources have come a long way from being just a department for salary-dispersal and recruitment-station to handling complex grievances and doing in-depth background verification and strict training solutions, through the year, for all the employees. From being just another department to a strategic business development unit.
Progress takes time and those who make progress look easy, have worked extremely hard for the same. Here’s a small story for all of us:
A rich man, fond of felines, asked a famous Zen ink painter to draw him a cat. The master agreed and asked the man to come back in three months. When the man returned, he was put off, again and again, until a year passed.
Finally, after a year, the master drew out his brush and without any effort, within few seconds and in just a few strokes of brush, he drew the most amazing picture of a cat. That picture was unique and was marvellous.
More the rich man was astonished at the beauty of the picture, angrier and cheated he felt. “That drawing hardly took you few seconds! Why did you make me wait for an entire year?” he demanded.
Without saying even, a word, the master opened up a cabinet, and out fell thousands of drawings – of cats.
A pat on a back for entire community of HR. We still have miles to cover. 2018 is setting in and is going to bring in more transforms and advancements. Let’s see few key changes which are going to be new highlights of the next year –
1) Enhanced training and development process: Training is one of the most essential part of human resources. After all, if your axe is not sharp, it will take ages to cut down a tree.
The main focus would be on the way the training is imparted – for the employees, at their convenience and at their availability.
2) Advancing to employee experience: Today’s employee is already at the top most level of Maslow’s hierarchy of needs. It’s time to upgrade the experience of working in an organization and keeping the priciest asset shining for the organization.
Technology should help us map personalized career advancement graph and tailored training & development and engagement technique, for his best experience.
3) Flexible job timings: A piece of work should be done within the time frame with full secrecy maintained, but the place where the employee chooses to work and the time which suits him, should be valued. Permanent to contract jobs or part time jobs, are just a few changes which are going to be main trends for the year to come.
4) Digitalizing HR: Human resources have tremendous paper work. The challenge would be to reduce the load by used of technology, fasten the process of recruitment, assessing the training needs and imparting training and integrating all these for every individual, with help of technology.
The main focus would be to make a better world for the employees and human resource has to take up this challenge to make this come true. The best way to predict future is to create it and I guess we are on the right way!
Happy New Year!!
Published On Published By Akansha
Here are the high level monthly discrepancy statistics for December 2017.
We observed that 1.5% of the overall number of cases had discrepancies (could be major or minor).
Next, let us look at the breakup of the discrepancies to identify further which types of components (checks) were the source of these discrepancies. These discrepancies were in education verification (50%) and employment verification (50%).
Published On Published By Akansha
Season’s greetings to all our readers! Festivity is in the air and we are enveloped by the Xmas cheer. As customary, we all look forward to welcoming the New Year and have high hopes for the year – 2018!
Keeping our personal wish lists aside, let’s try and foresee what could be the major HR trends that may emerge in 2018. In the upcoming year HR has to engage itself as a Strategic Business Partner in the system. The tide is changing course and HR as a function is now being given its due place as a Business partner and not just as another money draining department, most view it as.
2018 will also witness greater emphasize on productivity. The last few years have seen HR leaders harp about and focus on productivity. We see a slow change at the horizon. Traditionally, recruiting fresh blood was the solution to most problems. Going forward harnessing the potential of existing employees and tapping in house resources will gain momentum.
Over the years we have seen a steady decline in the Tayloristic organization model, wherein everybody has a clearly defined and assigned job. With changing times and assignment based jobs, flexibility is the need of the hour. The jobs have become more flexible and employees are getting the opportunity to craft their own job, to make the best fit with their competence, needs and capabilities. Teams now are not built of people with specific fixed jobs, but of people who have specific skills that are needed to deliver the assignment. Employees with broad skill sets can use certain skills in Team 1 and another set of their skills in Team 2 in their next assignment.
Learning and development has also been evolving over the years. Traditional classroom training has been left behind and learning ‘Real time’ has come to the forefront. A lot of time and resources have been and are still being wasted on classroom training for groups of employees on very broad subjects, often not directed at immediate application, but for possible future use. 2018 should see a rise in real time learning. Going forward big chunks of material should be divided in more digestible small pieces (micro learning). Employees should have easy access to learning material when they need it (just in time). Knowledge and skills can be learnt in a playful manner (gamification) and learning solutions should be made more fun.
Headhunting was limited to HR racking their brains and sifting through resumes on career websites. The penetration of social media has made it easier getting in touch with candidates. Talent pools can now be identified simply by searching hashtags, by posting requirement on Facebook/ LinkedIn. Candidates can be engaged either in groups or individually depending on the platform. 2018 will see a rise in this phenomenon too!
Developing a remote workforce shall work out to be extremely cost effective for organizations. The traditional setup wherein we have all our employees huddled up in a room/building, is going to change. Work from home/ working virtually works out to be cheaper for organizations and is the need of the hour. This now makes it possible to recruit from almost anywhere in the world. It will widen the candidate pool for companies and the job market for prospective candidates. It’s also a way to retain current employees and boost job satisfaction through a better work-life balance.
To sum up, 2018’s focus should be on technology! Technologies to find people, connect people, engage people, enhance learning and even replace people! For years, technology has acted as a tool to help with day-to-day tasks, but the focus in 2018 will be ‘technology as a way of life in the workplace’
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Don’t lie on your CV; untrue credentials can land you in a soup. This has been a topic well written on and read by almost all. We have statistics and data proving how lies on resume affects people and how they lose their jobs!
What if I don’t lie on my resume?
Mr. X has a gap of two years. He was working before but eventually lost his job due to recession and didn’t get another one till now. Not even a small one. He somehow survived these two years. Now, when the market is gearing up, he was desperate to get a job.
There is an opening in an organization; it is a dream job for Mr. Y. The job opening is an absolute match to his profile except one thing: the requirement is for a B.tech graduate; he has an MCA degree.
Mr. Z is a very efficient employee of a small organization. He has been waiting to switch to a bigger organization with better career prospect. For most organizations, 10th and 12th percentage cut off is 60%. Unfortunately, his percentage is around 57% for both.
All these situations are quite common. Also, most ideal for fabricating the resume and presenting wrong proofs for the same. Isn’t it!
What is the way out?
Situation 1: Career gaps.
If Mr. X gets tempted to hide this gap, employment verification is enough to bring the truth out. No company’s false documents or no company’s false seal works.
If Mr. X doesn’t lie, what is the best possible way to present the same?
First of all, he should mention these two years gap. He can present it in a positive manner. He can use fancy words like – professional sabbatical. To support this sabbatical, he may explain how he spent these two years – developing new skills, or used this time to follow his passion. Lastly, state how ready he is to get back to the corporate life again, filled with fresh energy.
Remember the three points whenever there is a career gap:
- Be prepared: If you have mentioned the gap be prepared with your answer.
- Be honest: Even today, honesty is the best policy. Use it.
- Be positive: This is the most important part. Whatsoever you say, say it positively. Don’t complain about the bad market or slow growth or anything. Whatever you say, matters. Your positive energy should pull through this gap.
Situation 2: Mismatch of degree for a dream job.
Mr. Y had a mismatch in his degree. So, he followed the best way. He put everything correct on his resume.
In case of degree mismatch, there is one thing which Mr. Y or anyone can add in their resumes:
- Show your skills with examples: You are well aware of the job opening. You know what skills is a must for the job. If you have that skill and have worked on the same, mention it specifically. State it clearly. Not your degree, but your skills and abilities will get you the interview call.
Situation 3: Percentage cut off mismatch.
Well, most organizations are very stringent about the 10th and 12th marks cut off. So, there is just one way to get the job in those organizations.
- Be true – If the organization overlooks your marks on basis of your experience, you may get the interview call. If you don’t then you should just wait to gain more experience.
If you lie, you may get the job. But once the result of education verification comes out, you will be shown the door from your dream company, that too for your whole life and will certainly lose the other ones too!
Hard truth is better than a soft lie. No matter how much we color our resume to beautify it, the truth shall be disclosed. Truth is like the sun; one can hide it out for some time, but it will shine when the clouds depart. So let’s play smart. Be courageous enough to face the truth and be prepared to present the same in a positive mode. Let’s all shine bright! Let’ all be true!
Published On Published By Akansha
Here are the high level monthly discrepancy statistics for November 2017.
We observed that 0.4% of the overall number of cases had discrepancies (could be major or minor).
Next, let us look at the breakup of the discrepancies to identify further which types of components (checks) were the source of these discrepancies. These discrepancies were in education verification (accounting for 100% of the total discrepancy).
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Once upon a time, there lived six blind men in a village. One day the villagers told them, “Hey, there is an elephant in the village today.”
They had no idea what an elephant is. They decided, “Even though we would not be able to see it, let us go and feel it anyway.” All of them went where the elephant was. Every one of them touched the elephant.
First one touched the elephant’s leg, he said, “Hey, the elephant is a pillar.”
Second one touched the elephant’s tail, he said, “Oh, no! It is like a rope.”
Third one touched the trunk and he said, “Oh, no! It is like a thick branch of a tree.”
Fourth man touched the elephant’s ear and said, “It is like a big hand fan.”
Fifth one touched the belly and said, “It is like a huge wall.”
Sixth man touched the tusk and said, “It is like a solid pipe.”
All were partially correct and incorrect at the same time. They all stood by their words and kept fighting till another wise man came and placed the complete picture in front of them. He said, “All of you are right. Each one of you touched different part of the elephant and so your description doesn’t match. If you put all the parts together, that makes a complete elephant.”
Whenever there is any job opening in any organization, what all does an organization look for in the aspirant? Is it only the technical know how? Or it is just the behavioral competency? Or is the picture larger than our assumption, just like a complete elephant!
Well, not just one or two competencies are an essential for getting a job, but the complete picture looks quite different. There are two layered-verification most organizations follow – the foreground and the background. Let’s take an elaborate look at the same:
We all go through the technical round and HR round – the foreground check, which decides whether we will get the job.
After a candidate clears the foreground check and is considered for the job, the next question is – whether he would be able to keep the job or not! The deciding factor is – background check.
In background check, the following checks are quite known to all – address, criminal, education, employment and reference verification. Social media scan has also been added to the background check to understand the applicant’s behavior on social media.
CIBIL Score and Report – This is another part of the elephant, hidden to the eyes of most applicants! We often relate CIBIL score with financial score which is essential for getting loans. Now, even if one a has good or bad credit history how is it going to affect the person in getting a job?
Well, the score speaks very loudly of the two most important characteristic of an individual – trustworthiness and reliability. If the applicant has a good score, it means he has been doing what he was expected to. He is trustworthy and reliable.
On the other hand, if the score is bad, that individual has somewhere breached a trust and hence, more likely, he will break the organization’s trust too. He is not considered reliable and the job offers slip out of that individual’s hand.
Technical knowledge is as important as the personal characteristic of an individual. The information in an organization is confidential and is not to be shared by anyone to anyone. Hence, personal attributes are given a lot of importance. One wrong recruit may turn out to be very costly. So, every organization wants to be extra careful while recruiting and is giving equal importance to background checks also.
As a job applicant, we all should be aware of the entire recruitment process. Not just one or two factors decide whether we will get the job and keep it as well, but there are many. Be aware, be smart, get, set and go towards your dream job!
Published On Published By Akansha
The recent terror attack in Manhattan, US is another incident that highlights the sharing economy’s rising crisis. In Manhattan, the suspect was an Uber driver who had passed the company’s background checks despite having several infractions on his record. Why go that far, let’s look at our home front! The most recent incident in Hyderabad was where a driver was accused of impropriety and allegedly driving under an alias.
We have to give it to most app-based services, that they have outsourced their candidate screening process. At least they’re doing it! But is that enough? The problem is that the emphasis is still on a quantitative churn out of service providers rather than a qualitative investigation into their history. Getting a stamped paper in the contractors file is more important for HR, than actually vetting whether there are any loopholes in the candidates claimed history. In countries like ours, in the absence of a national database of criminal records, it becomes even more imperative for us to get thorough and comprehensive checks done.
Another friction at work in this setup is that these pools of independent contractors aren’t the employers, employee pool/workers. It’s this relationship, that excludes PF, ESIC, Gratuity, Hospitalization expense, etc., that makes this pool a cheap source of workforce. This independent contractor model is not restricted to the shared economy alone. This labor structure can be found across industries such as textile manufacturing, sales and brokerage. However, the employers aren’t liable free to the actions and consequences of this pool of workers. Here, is the scary part, in terms of vetting them, there isn’t much of an imperative for these corporations to scrutinize an operator’s past. Little do they realize, till things are going smooth, it’s definitely a cost saver for them! The day something goes wrong, which in most cases does happen, that day they’re in a soup. Rather, in quicksand! It’s the lack of accountability that is scary and leads to transgressions by this worker pool.
Now coming to those institutions, which follow the norms and get their contractors vetted! Should we applaud them! No! They just do the bare minimum, which is police verification. This alone is not sufficient. We need to employ more comprehensive checks, which encompass varied aspects. Some of the checks that we recommend to you are:-
• Criminal verification
• Drug Screening
• Employment Verification
• Education Verification
• Reference check
• License Verification
As an imperative practice, we at JantaKhoj suggest all those companies/institutions that employ contractors to conduct comprehensive background checks. This should be made an SOP and implemented consistently for employees, candidates for employment, independent contractors, consultants and other contingent workers. This will help you protect your customers’ safety and maintain your company’s reputation.
Like the age old adage goes – better be safe than sorry!
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24 year old Shravan Gupta (name changed) had it all going for him. With stellar grades in his b-school and some experience in a brokerage firm, he applied for his dream job in a well known private sector bank, headquartered in Mumbai. Brimming with confidence, he was in for a rude shock, when he learnt that he was not selected for the job on account of a CIBIL score that was below the satisfactory level of 750. He thus, had to work hard to rectify his score for a good six months, before he made a fresh application to the same employer and now hopes that he will soon get an interview call soon.
You may wonder how and why your credit score is related to your job application.
We had heard of financial institutions mentioning ‘credit scores’ with regard to credit cards, home loans, personal loans, car loans, etc. Most people think it stops at that! A bad credit history would not only reduce your chances of getting a loan but also a job. If you are a regular credit payer and you don’t have your name on the defaulters’ list then your company can easily trust you in future. A bad credit report or a low CIBIL score certainly proves that you borrowed money from an organization but you are not paying it back on time. This actually leads on the employer to think that you might be reckless, irresponsible or may even have bad intentions. Borrowing money and not repaying it on time reflects how careless the borrower is. This makes the employer think twice before hiring you.
A standard practice internationally, it is now gaining ground among companies in India. Some leading private and foreign companies have started checking credit scores of their prospective employees as part of their pre-employment screening process.
When you are going for a job interview the first thing you update is your resume. You check your marks, job history, performance score, abilities, references, etc. These are the familiar ones. Every applicant knows this! But do you know along with your performance score and job history you also need another score to be perfect that is your CIBIL Score.
What is CIBIL Score? CIBIL score, also known as the CIBIL TransUnion Score, is a 3-digit whole number ranging from 300 to 900. The credit score reflects how well or how poorly a person has dealt with loans or credit cards in the past. The higher your CIBIL score, the better your chances of getting a loan or credit card application approved in future.
The CIBIL report is a financial report that has details of your borrowings from banks and financial institutions. It keeps a track of details related to your loans and credit cards history. It also keeps a track of your payments, late payments, duration of the loan, etc. So can a report like this actually affect your employment? Many companies feel that the financial health of an individual is indicative of many personal attributes such as honesty, reliability and organization skills.
Why would an organization actually check for this report?
1. Gaining trust: If an organization asks for your credit report and find out that you have a good credit score, they may consider you trustworthy. It indicates integrity and shows that you’re willing to pay your dues and that you are building a good relationship with your bank. Banks and financial institutions require their employees to have honesty and integrity, when it comes to handling sensitive data like the financial information of their clients.
2. Bad performance and reckless nature: If an employee has financial issues and is unable to make repayments towards their loans or credit cards, it may have an adverse effect on their performance. While this may not be the sole cause of poor performance, this can be a causative factor. The bad score may also indicate that an employee is quite reckless, when it comes to repayments towards his or her loans or credit cards and may give employers a sense that the person may struggle to take responsibility or maintain their performance at optimum levels.
We at JantaKhoj identified the need of employers and hence, launched this service. We are offering two services – Individual Credit Report and Business Credit Report
We are a direct partner of CIBIL – India’s premier and oldest credit information bureau. We do not use any intermediaries and get the information directly from CIBIL. We can carry out employee credit score verification for you, which helps you make the right decisions while hiring. We provide a comprehensive 360 degree report for B2B customers – including credit report verification, employee credit score verification and other verification reports. This gives a full picture about a candidate and helps employers check fraudulent activity. We provide you with important credit score data which helps you analyze credit histories of potential employees and enables you to hire with more confidence.
So before you apply for a new job, check your credit score and clean up your financial mess, if any. If you’re an employer, get that prospective candidate’s CIBIL score.
Let’s maintain financial hygiene!
Published On Published By Swarn UPDATED ON
With great power, comes great responsibility!
Mr X and Mr Y are at different levels in an organization. Mr. X is an employee in an organization which is headed by Mr Y. Mr X’s jurisdiction is very small as compared to Mr Y’s. When it comes to invigilation, Mr. X has to report to his manager and accordingly to the next higher positions which eventually goes up to Mr Y. While Mr Y has to report to the auditors and to the shareholders/owners of the organizations – Mr Y has very less supervision as compared to Mr X.
If Mr X takes a wrong turn and does a fraud of course, it is going to harm the organization and its goodwill but to what extent?
If Mr Y does any fraud, can you imagine the extent of harm which the organization is going to face?
According to a study, the number of frauds done by employees at base level and at managerial positions is very high, and the number of frauds done by higher level (executives/owner) is very less.
Although, the loss which happens collectively by huge numbered employee group and managerial group versus small numbered owner/executive group says it all:
The financial loss is huge when it comes to executive/owner frauds. Not only the financial loss, the goodwill is also shattered if the head of the organization or a higher management executive does any fraud.
Westar CEO David Wittig was convicted in September 2005 for having taken millions of unaccounted dollars from his company.
Ramlinga Raju, the chairman and founder of software service giant Satyam, admitted that he had fiddled with the firm’s account and that led to major financial crisis in that organization.
In a recent multi-crore Temple Rose fraud case, Ramesh Aghicha (57), who was heading the Pune branch of the company, was nabbed.
These frauds could have been brought to light at an early stage also. The most important thing is – being extra vigilant. Various ways of being vigilant and combating frauds can be:
- Regular Internal and external audits
- Constant Surveillance/Monitoring
- Repeated Management Review
- Strict Documentation Examination
- IT Control
- Complete Account Reconciliation
Every organization needs to be aware of what is going on at all level of its ladder, be it at the junior level or the senior management level. Frauds happen at the top and along with the organization; many have to pay a price for the same. Plus, there is no harm in being extra vigilant, even employees should understand that if they don’t have anything to hide, then let there be more transparency. After all, true prevention is not waiting for frauds to happen; rather it’s preventing frauds from happening in the first place. So, let’s be more vigilant.