Accenture's India division, an IT major, recently let off several workers after discovering they had applied for jobs at the organization using fake credentials and experience letters. The business announced in a statement, "We have taken action to ensure that there will be no impact on our ability to serve our clients."
While the employer reaffirmed their commitment to hiring qualified candidates and upholding job offers already made to them, the threat of job hunters using false papers to obtain employment has grown. In the last year and a half, many unemployed people attempted to trick the system by using phoney resumes and experience letters as employers increased their hiring efforts and the market was lacking in certain abilities.
Meanwhile, when background checks are completed by businesses, the percentage of such instances is now declining and such applicants are eventually shown the door.
Following Accenture, Cognizant India has disclosed that their compulsory dropout rate for the September quarter was 6%. One could consider involuntary attrition to be a kind way of saying dismissal. Rajesh Nambiar, the company's president for India, said that insufficient background verification was to blame for the increased levels of involuntary attrition.
"They don’t have the right background to continue in that role. We have no tolerance for anyone who doesn’t clear background checks,” Mr Nambiar said in an interview.
Background checks are typically not conducted by firms before onboarding for a variety of reasons, including one an interruption in recruiting. If they did, verifying every candidate who is offered a job would be necessary, along with a few who don't even want to work for the corporation. They also dodge such checks because employers seek speedy recruitments that will reduce candidates' tendency to look for new employment opportunities.
The entire employment process has been transferred online as a result of the global pandemic, which has increased the number of scenarios of fake papers and resumes. The head of HR law at the legal agency Nishith Desai Associates, Vikram Shroff, said that this demands in-depth background investigations on the side of employers.
In order to fill a significant demand pipeline, IT firms employed staff at a blistering rate during the last 18 months, and executives at recruiting agencies were given challenging goals. Some of the recruitment red flags also were ignored in an effort to prepare the talented workforce.
Due to demand pressures, according to Saravanan Balasundaram, CEO of personnel consultancy firm Han Digital, some customers wanted to recruit workers as soon as they passed customer interviews. "Some candidates were unwilling to share their bank statements (to check if they were receiving regular salaries earlier). We dug deeper and found gaps in their employment history, with several omissions in their resumes.”
Employers were informed of this, but they mistook the warning signs for our inadequacy to deliver offers right away and forwarded the information to other employment agencies, according to Balasundaram.
In the meanwhile, Shroff recommended companies do background investigations before the applicant starts work. He said that if the individual had already begun working for the organization, the employment might still be dismissed for offenses based on any fabricated or fraudulent documentation.
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