Background Verification of the last working day of the new joiners is of primary importance because it is often a thing that many candidates lie about. If they have not completed all the exit formalities from the previous company and have joined a new one, they may turn out to be a great danger for the sensitive information and can cause severe damage to the reputation of your company by trading that information.
To check whether or not the new joinee is reliable and trustworthy, it is the core responsibility of the hiring managers to check the credibility of the new candidates.
In this article, we will focus on the need for verification of the new joiners especially when a new person is hired for the crucial role in the software company.
How To Verify The Last Working Day Of The Employees?
The process of hiring new employees is not as easy as one may think. The HR Managers, VPs and other hiring authorities must go through the background verification of the new recruits. They can do this in a variety of ways, such as
- Verifying where they have worked previously,
- What was their resignation date from the last department,
- When did they get the last salary,
- What kind of performance issues they faced in the previous workplace, etc.
Sometimes, the candidates may trick you by giving lame excuses when they are asked to provide the background verification essentials and check from the previous HR Department.
Remember that even if the previous HR department is not in the favor of the candidate, you can get details by consulting his previous colleagues and other workplace fellows.
If the candidate has completed all the exit formalities, everything will be in a record and nothing will be confusing.
Why Is It Important To Check The Last Working Day Of New Recruits?
As an HR manager, you cannot have a “baseless faith” in the new joinees. So the best idea is to get the most relevant information about what they did on the last day in the previous workplace.
Here are few things to notice.
- Ask for the bank statement for the last three months.
- Check what his previous colleagues say about him. You can notice something ambiguous if all of his previous fellows give variable statements about him. For example, the first person says he had left this job because he was going to study abroad, the other says’ “The job did not meet his salary standards”, and the third person says, “He had a clash with the boss”. It can also happen that one of his fellows say, “Has he left? He did not resign, sir?”
- In case, you are not satisfied, ask for the resignation letter.
- Check out what happened on the last day, how he reacted and did he insult someone or got insulted? What was his overall reputation and credibility in the previous workplace?
Immediately ignore the person if you notice that the person is lying.
Here is why it is important to choose only the most transparent and honest person:
- He may be a secret spy of the competitor.
- He wants to get the information about the latest assets of your company and give it to his previous boss to get some monetary benefits.
- He wants to hack the company’s database and harm its reputation.
And many others.
The pro tip?
You can also make use of various machine learning and deep-search algorithms to verify and validate the personal information and data of the new joinees. The use of modern technology has made it simpler, safer and faster to get the computerized data of the customers and allows you to initiate background checks in bulks or on an individual basis.
Employment frauds are very common in businesses, especially in the software industry. However, in this world of modernism and technological advancement, the HR managers and other hiring authorities can minimize the risks by verifying the details of the last working day of all the new joinees before initiating the recruitment process.