Resume Fraud - Inflated Salaries

Resume Fraud – Inflated Salaries

An inflated salary is a very close cousin to exaggerated job titles and responsibilities.  In fact they are closely linked.  The seriously widespread abuse of this particular facet of resume fraud is reflected in a survey.  A resume services company discovered that 40% percent of the resumes they studied contained false salary claims, the largest area of fraud study.

When devious employees boost their job titles, they then have to match the salary to those fake responsibilities – or vice versa.  This is one reason job applicants falsely enhance their salary claims. Job applicants also inflate their previous earnings to get the best possible deal.  It does not matter if the economy is thriving or there is a recession.  The incidences, though, tend to shoot up in a downturn when the job market is especially tight.

Another reason why employees inflate their salaries is because confidentiality and legal constraints make it difficult for hiring companies to get salary verification from previous employers.  This loophole is something that is very often exploited. While it maybe a human urge to boost salary claims it is a worrying factor for hiring companies.   One result is that they will be paying more (or too much) for an unqualified person.  The other consequence is that such people will be in positions of influence; have entry to sensitive business and financial information or even operate hazardous equipment.

The last and definitely not least aspect is that there is a fraud person in the ranks.  If they can lie about their salaries, it will not be beyond them to commit other underhand acts.  Everyone wants a great resume.  A great salary is the obvious connection. Companies cannot avoid or undervalue a thorough background check of incoming employees. With HR personnel flooded with resumes making quick, accurate and well-informed decisions is crucial.  Catching out lies and misrepresentations can be difficult. In cases of inflated salaries, a verification of the applicants’ job previous responsibilities and professional reference checks will give an accurate picture of their salary worth.

Background checks will uncover any untruths in the resumes of prospective employees.

Know Your Business (KYB) Verification A Complete Guide

Using background verifications, Can India Inc. work towards women empowerment?

A Sales Executive of a private bank has been arrested for allegedly stalking a 25-year-old woman working with another private bank and misbehaving with her. The individual was also arrested in 2010 of similar charges levied by the same woman. The man has been pestering the woman to become friend since five years.

“Ranjan followed her from outside her bank and attempted to speak to her. The woman asked him not to follow her and asked him to leave and threatened to call the police. This made Ranjan angry and he misbehaved with the woman, who later made a call to the police control room. A police team arrived at the spot and arrested Ranjan,” added a police officer responsible for investigating into the matter.

• Should employers concern themselves about their employees’ “personal lives”?

• Should employers pay heed to these flags?

• Should employers verify such behavioral traits of prospective/current employees?

• Should recruiters identify these flags before forwarding profiles to employers?

India has ranked very low on women empowerment scale in the research conducted by Booz & Co., an international consulting and management firm.   45% women observed unfair and gender-biased treatment at workplace. Over 50% women report safety concerns while on transit. Can India Inc. work towards women empowerment using background verification?

Smart and Intelligent KYC Solutions_ The Need of the Hour for Employers

Fabricated Online Reputation- A Challenge for Background Screening?

While larger organisations have been using online reputation managers (ORM) for years now, ORM heads say they are now being approached by individuals from across Indian metros who want the worldwide web wiped clear of unflattering information. “From company CEOs caught in sexual harassment suits to middle-level managers wanted for fraud to NRI brides-to-be, a whole host of individuals are seeking our services,” said Sathish Isaac, co-founder of Chennai-based Virtual Social Media, which handles reputation management cases.

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Drug Abuse Effects on the Hiring Company

Drug Abuse Effects on the Hiring Company

The United Nations Drug Report in 2011 states India as the biggest consumer of heroin. Cocaine is another favorite amongst individuals in the age group of 25-34 years. In India, about 3 million people are dependent on drugs which is 0.3% of the population. In Punjab alone, the numbers are startling—nearly 75% of its youth are severely addicted to drugs, that’s 3 out of every 4 children. These alarming statistics are well indicative of how the state is gradually getting poisoned with the excessive use of drugs.

When hiring takes place from regions of Punjab or other adjoining places, there is a high risk of having on-boarded a candidate with drug habits. To control such a practice, drug test could be beneficial. As a part of the hiring policy, drug test helps to promote a clean and drug free workplace.

Screening In The Age Of Global Nomads

Screening In The Age Of Global Nomads

International career opportunities are growing dramatically. According to PwC’s “Talent Mobility 2020” report, annual international assignments will increase by 50 percent between today and 2020-having already grown 25 percent over the last ten years. The business world is changing rapidly and this has transformed the way the global workforce is sourced, organised and managed. Knowledge, trade, technology, capital and goods are more globally connected than ever before.

This has led to a modern concept of global talent management which comes with its own challenges. Companies and executives both share the perception that international assignments are career boosters and therefore coveted. They contribute to a global mindset and help establish global leadership competencies. In the Indian context, it is clear to me that corporate executives with international work experience have a definite edge over those who have remained in the home country.

So, with mobility on the rise, the challenge for the background screening industry is going to be to offer foolproof global checks. Some sectors-and here I can straightaway mention financial services, IT and even some SMEs-will greatly benefit from the ability of verification companies to deliver robust global tracking solutions.

As the world moves towards enhanced global mobility, organisations will demand global verification checks that are both quick as well as reliable and, of course, adhere to global laws and regulations. Consider a scenario in which Company ABC is impressed with the background and experience of Mr. Sharma and is keen to hire him for a leadership position.

Mr. Sharma worked across geographies; US, China, Brazil and Singapore, apart from his work experience in India. So, while conducting a swift screening of Mr. Sharma, which laws should the background verifier follow?

-Those of the country in which Mr. Sharma’s employer is and has been? -Those of the country in which the prospective employee is currently based? -Or those of the country where you are doing his verification?

Mr. Sharma’s education too is in not just one country and he has spent extended periods of time in different geographies. What rights do you as Mr. Sharma’s prospective employer have? What rights does Mr. Sharma have? And who will guide you through this complicated process? Well, that’s a conundrum but the answer is rather simple: it’s your background screening partner who will provide the answers and be your friend, philosopher and guide. The complexities of accurately verifying background information are many and that is why you need professionals well acquainted with global laws to diligently sift through the whole process and give you foolproof solutions.

Quality background screeners must have thorough knowledge of understanding of local regulations but beyond that they will also need to have an understanding of cultural challenges. Only then can they aspire to provide global tracking solutions to their clients covering, apart from prospective candidates, franchise partners, suppliers, logistics solutions providers and vendors.

Delay in providing effective and reliable background check has the potential to impair business outcomes. Equally, or perhaps more damningly, a less than thorough global tracking solution can deal a severe blow to corporate reputation, hence its integrity must remain non-negotiable, in spite of the complexities and costs of such screening processes.

Mandatory appointment letters_ ‘Building the base’ for employment verification

Mandatory appointment letters: ‘Building the base’ for employment verification

“Appointment letters become a starting point for industrial disputes in many cases”. In extreme cases, the companies’ even try to deny that the worker was appointed by them said a senior labour ministry official.’’ According to The Hindu,’ appointment letters will be made mandatory soon for companies with more than 10 workers’. Companies in the manufacturing, construction, plantation, mining and a few more sectors will have to issue a letter of appointment at the time of hiring. It shall be a good way to build relationship and commitment beyond verbal job assurances. The unorganized sector shall be greatly benefited from this much needed step.

As it is, employment verification is a pre-requisite to exhaustive background verification. To start with, previous employments can be checked with last authorized appointment letters, to confirm last held positions. Granting appointment letters at all levels will not only remain as an evidence of employment but also ease out verification of past employment credentials. The letters will help bridge gaps between the employer and the employee, clearly stating the entitlements.

Centre of Indian Trade Unions President A.K. Padmanabhan said only a handful of labour laws such as the Sales Promotion Employees (Conditions of Service) Act, 1976 specifically talk about the need to issue an appointment letters. The letter includes critical data like designation, tenure, benefits etc. “Appointment letter is the only authoritative proof that a person is employed and all the statutory benefits including Employees’ State Insurance, provident fund are passed on to her or him,” Mr. Padmanabhan said. There have been instances where employees are removed, amidst on-going contacts leaving no evidence of employment.

Any kind of employment or work engagement including contingent and temporary contracts require to be well-documented to be presented, when needed during verification processes. To avoid any administrative and compliance hassles, employers avoid handing out formal letters. But then the letter can pave way for the next best job for the candidate.

Need for instantaneity of background checks on a rise!

Need for instantaneity of background checks on a rise!

The number of companies looking for ground level hires is on an upswing. As per an Economic Times article, Ericsson is likely to hire around 1000 employees to start its new manufacturing plant in Pune. With hiring on such a massive scale, there’s a greater need for fast, exhaustive background verification. More investment in manpower is likely to take place with global expansion of companies.

Company will continue with its investment in terms of manpower and hiring companies will vie to hire only reliable employees. Background verification might not help to verify first-time offenders but they definitely act as a deterrent. By Shivangi, ago

Importance and Value of Pre-Employment Background Checks

Importance and Value of Pre-Employment Background Checks

Time and again, we hear about how small little steps can contribute towards a big success. Substantial knowledge about a candidate’s background can help in their further pursuance. But evidently enough, employers either do not have the awareness or owing to negligence, fail to pin down robust screening practices. As an employer, the responsibility lies with him to check and verify the background of their prospective hires and save consequences of hiring mistakes.

The number of jobs available to the number of candidates is small anyway, clearly meaning candidates will turn to anything to have a job in hand. This is why pre-employment background checks are critical in a volatile hiring scenario, keeping in view the fairness and honesty required to perform in a job. Think it over on how much time effort and money goes into hiring a person! This decision cannot be ordinarily taken, without the right screening mechanism in place.

An employer inevitably needs to ask oneself the following set of questions: · Is the candidate the right fit for the organization? · Does he have a criminal background or any past convictions? What are his qualifications and credentials? It is always difficult to gauge whether a person will have the motive to commit a crime in the future, but a person’s past can unveil different layers of his character.

Pre-employment background check is more or less, an honesty check on the candidate to find out if the resume has been fudged. There should not be any scope for suspicion, confusion or wrong treatment later on. Background screening helps to take legally responsible and fairly straightforward decisions as a good practice, at the time of hiring.

Let us have a quick glance at the a few reasons that make background screening, a mandate for companies: 1. Protect the company and promote safe working environment- A bad candidate could be harmful to the organizational safety and security. In addition, it could also spoil co-workers. 2. Enhance the organizational repute- An organization with good quality candidates has a better market reputation over others. 3. Protect the candidate- Background screening works in the favour of the candidate itself. It will test and ensure genuineness of their degrees and other credentials too. 4. Fail to hit/ bypass good candidates- With thorough background screening, the wrong candidates are filtered out and the right ones are kept.

As known already, the ripple effect of corporate fraud runs down the whole organizational structure with an overarching impact on company goals. Hence, remember one bad apple rots the whole bunch. Stay alert and protected with robust background screening processes.

 

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