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1. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 11
Learning ObjectivesLearning Objectives
Outline the common misleadingOutline the common misleading
information provided by candidates.information provided by candidates.
Explain the importance of verification.Explain the importance of verification.
State why medicals are essential priorState why medicals are essential prior
to the offer of employment.to the offer of employment.
Describe the methodology for referenceDescribe the methodology for reference
checking.checking.
Discuss the evolution and growth ofDiscuss the evolution and growth of
verification Industry.verification Industry.

2. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 22
StructureStructure
1)1) Introduction.Introduction.
2)2) References.References.
3)3) Methodology for Gathering references.Methodology for Gathering references.
4)4) PrePre--employment Screening / backgroundemployment Screening / background
Screening / Employee verificationScreening / Employee verification
5)5) MedicalsMedicals
6)6) The Offer of Employment.The Offer of Employment.
7)7) SummarySummary

3. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 33
10.1 Introduction10.1 Introduction
The selection process does end with theThe selection process does end with the
shortshort--listing of the candidate. Beforelisting of the candidate. Before
the final offer of employment is made,the final offer of employment is made,
validation of data as provided by thevalidation of data as provided by the
candidate is essential.candidate is essential.
It is indeed naIt is indeed naïïve to assume that theve to assume that the
applicants are who they say they are;applicants are who they say they are;
have done what they say they have donehave done what they say they have done
and have been fully open about theirand have been fully open about their
background.background.

4. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 44
10.1 Introduction10.1 Introduction
Employee verification or back groundEmployee verification or back ground
screening is now a rule , than anscreening is now a rule , than an
exception. Recruiting Organizations areexception. Recruiting Organizations are
relying on Business intelligence Agenciesrelying on Business intelligence Agencies
to verify facts as given by theto verify facts as given by the
candidate.candidate.
Organizations are increasingly realizingOrganizations are increasingly realizing
that the old adagethat the old adage ““one rotten appleone rotten apple
spoils the entire basketspoils the entire basket”” is especiallyis especially
true in todaytrue in today’’s global business scenarios global business scenario
and employ stringent verificationand employ stringent verification
measures.measures.

5. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 55
10.2 References10.2 References
The biggest drawback of references is thatThe biggest drawback of references is that
they are provided by the candidate. Thethey are provided by the candidate. The
last held position of the candidate wouldlast held position of the candidate would
be under the most scrutiny.be under the most scrutiny.
However, candidates do not want theirHowever, candidates do not want their
current employer of their attempts tocurrent employer of their attempts to
find alternative employment, so anyfind alternative employment, so any
references can take place only after areferences can take place only after a
firm offer of employment has been made,firm offer of employment has been made,
which nullifies the very reason for thewhich nullifies the very reason for the
same!same!

6. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 66
10.3 Methodology for Gathering References10.3 Methodology for Gathering References
The standard procedure is to ask theThe standard procedure is to ask the
candidate to provide at least threecandidate to provide at least three
professional references. This wouldprofessional references. This would
ideally include former employers.ideally include former employers.
A reference check questionnaire wouldA reference check questionnaire would
include, period of employment with jobinclude, period of employment with job
titles & remuneration, nature of duties,titles & remuneration, nature of duties,
work performance rating, reason forwork performance rating, reason for
leaving, any reason why the candidate beleaving, any reason why the candidate be
or not employed.or not employed.
Face to face meeting is ideal, butFace to face meeting is ideal, but
practically the data is collected throughpractically the data is collected through
phone calls.phone calls.

7. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 77
10.4 Pre10.4 Pre--employment Screeningemployment Screening
PrePre--employment screening is the process ofemployment screening is the process of
looking up and compiling criminallooking up and compiling criminal
records, commercial records , employmentrecords, commercial records , employment
and financial records of an individual.and financial records of an individual.
A typical check would have review ofA typical check would have review of
employment references, educationemployment references, education
verification, character reference check,verification, character reference check,
gaps in employment history, identity &gaps in employment history, identity &
address verification, credit historyaddress verification, credit history
criminal background and for seniorcriminal background and for senior
positions whether the applicant holds apositions whether the applicant holds a
directorship.directorship.

8. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 88
10.4 Pre10.4 Pre--employment Screeningemployment Screening
Industry Associations and VerificationIndustry Associations and Verification
Agencies are attempting to create anAgencies are attempting to create an
Employee Registry to provide the requiredEmployee Registry to provide the required
data. This registry would contain some ordata. This registry would contain some or
all of the information about employeesall of the information about employees
across the organizations. NASSCOM inacross the organizations. NASSCOM in
collaboration with NSDL is launching acollaboration with NSDL is launching a
National Skills Registry.National Skills Registry.
Subscribing to such a registry helps inSubscribing to such a registry helps in
faster screening process, mitigatingfaster screening process, mitigating
risks due to discrepancies and reducingrisks due to discrepancies and reducing
the risk of inaccurate verification.the risk of inaccurate verification.

9. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 99
10.5 Medicals10.5 Medicals
Most employers organize a preMost employers organize a pre--employmentemployment
medical examination for potentialmedical examination for potential
employees and the offer of employment isemployees and the offer of employment is
conditional to the results. Theconditional to the results. The
examination should be ideally held priorexamination should be ideally held prior
to issue of a formal offer of employment.to issue of a formal offer of employment.
Though treated as a mere formality , in aThough treated as a mere formality , in a
few cases, offers have been withdrawn onfew cases, offers have been withdrawn on
the basis of results of the medicalthe basis of results of the medical
examination!examination!

10. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1010
10.6 The Offer of Employment10.6 The Offer of Employment
The selection process finally culminates inThe selection process finally culminates in
the offer of employment. The offer isthe offer of employment. The offer is
arranged after all parameters likearranged after all parameters like
salary, designation and other terms aresalary, designation and other terms are
decided to the satisfaction of bothdecided to the satisfaction of both
employer and the candidate.employer and the candidate.
Before confirming the appointment afterBefore confirming the appointment after
candidate joins the organization, it iscandidate joins the organization, it is
customary for employer to avail of acustomary for employer to avail of a
probationary period. This usually isprobationary period. This usually is
between three to six months.between three to six months.

11. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1111
10.6 The Offer of Employment10.6 The Offer of Employment
It is known that selection methods haveIt is known that selection methods have
their own limitations, and probationarytheir own limitations, and probationary
period provides employers with a safetyperiod provides employers with a safety
net. If any new negative data surfacesnet. If any new negative data surfaces
during the probation, it is considered asduring the probation, it is considered as
a sound reason for dismissal.a sound reason for dismissal.
Professionalism demands that a regret letterProfessionalism demands that a regret letter
is sent to candidates who have not beenis sent to candidates who have not been
shortshort--listed at each point of selection.listed at each point of selection.
It is better not to get involved inIt is better not to get involved in
reasons for such decision.reasons for such decision.

12. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1212
10.7 Summary10.7 Summary
Gone are the days, when a few routineGone are the days, when a few routine
reference checks from past colleagues orreference checks from past colleagues or
business associates were sufficient as abusiness associates were sufficient as a
screening method. With employee fraudsscreening method. With employee frauds
prevalent , a greater emphasis needs toprevalent , a greater emphasis needs to
be laid onbe laid on amkingamking employee verification aemployee verification a
part of the routine recruitment process.part of the routine recruitment process.
Despite the pressure toDespite the pressure to ““get the job filledget the job filled
immediatelyimmediately”” or to issue offeror to issue offer ““beforebefore
the candidate is head hunted by athe candidate is head hunted by a
competitorcompetitor”” , it would be prudent to make, it would be prudent to make
a firm letter of employment on completiona firm letter of employment on completion
of satisfactory verification & medicals.of satisfactory verification & medicals.

13. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1313
10.7 Summary10.7 Summary
It would also be prudent to have a candidateIt would also be prudent to have a candidate
back up. It is not unusual for aback up. It is not unusual for a
candidate to accept an offer and gocandidate to accept an offer and go ““jobjob
shoppingshopping”” or negotiate with the currentor negotiate with the current
employer .employer .
If the candidate does not join on the agreedIf the candidate does not join on the agreed
date and if there is no back up,date and if there is no back up,
recruiter may end up inventing therecruiter may end up inventing the
recruitment wheel.recruitment wheel.
Regrets should be sent only to candidatesRegrets should be sent only to candidates
who have been completely rejected.who have been completely rejected.

14. Chapter TenChapter Ten Offer of EmploymentOffer of Employment 1414
This brings us to the end ofThis brings us to the end of
our current session # 10!our current session # 10!
Next we move to session # 11 dealing withNext we move to session # 11 dealing with
““Indian Laws for Recruitment & SelectionIndian Laws for Recruitment & Selection””..
Good Luck!Good Luck!