I am shocked there are some here who would even attempt to indulge in fakery and artful dodging when it comes to compensation checks by would-be employers.

For everyone that I have hired (with the exeption of fresh graduates), I have always performed referral and salary checks - any form of deviations or attempts at trickery would result in immediate rejection.

Integrity is highly valued in the corporate workplace - it would do some of you good to look it up in a dictionary and contemplate on its meaning.

A call to the candidate's previous employer HR department will suffice. That goes for referral checks as well.

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Added on June 18, 2008, 11:13 amThere's no such thing.



This post has been edited by SPS: Jun 18 2008, 11:13 AM

You might as well say that integrity amongst employees is dead or dying.

Checking a candidate's previous employer's pay is by no means unprofessional and is standard corporate practise globally.

Faking or lying about past compensation is unacceptable no matter how you look at it.

From reading several of the postings in this thread, some forummers (pressumably the younger set) seem to be shocked that there are such things as pay and referral checks in the corporate workplace.

Welcome to the real world - there's no free lunch.

LOL, are you even working? The hiring manager i.e. the boss should he/she hires the job candidate, he has to agree to the pay and compensation and negotiates with the candidate accordingly - have you ever been hired before?

All employers will certainly ask for a job candidate's current or past salary - and it is their right and privilege to check with your previous employer for authencity's sake.

Background checks with regards to past salaries, qualifications and work experience are part and parcel of today's work environment anywhere in the world.

Just accept it if you want to get hired.

In Malaysia, employers requesting for marital status and age of employees is not an illegal act.

If candidates are not happy with this arrangement, suggest that they work in a country where employers generally do not ask such questions.

Contrary to what a foummer here has stated with regards to the point that asking a candidate's age is an illegal act in the US, according to US Federal law, as spelled out in the Age Discrimination in Employment Act, it does not prohibit an employer from asking an applicant's age or date of birth. Federal law allows an employer to ask your age or date of birth if there is a legitimate reason for them to ask for that information -- such as to perform background checks or for identification purposes.

The age bias act clearly states that ''requests for age information will be closely scrutinized to make sure that the inquiry was made for a lawful purpose," rather than for the purpose of discriminating against potential hires based on age.

I agree whole-heartedly with your remark regarding ethics or the lack of it in Malaysia.

The brain drain is indeed very serious - the standard and quality of the pool of hirees available to Malaysian-based companies is far lower compared to those even from as recently as a decade ago.

Although I am no longer working in Malaysia, I have friends and relatives in their capacitiies as hiring managers will occasionally moan about the drastic drop in available talent and experience for their various fields of employment.

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Added on June 18, 2008, 12:14 pmIf HR and hiring managers do not bother to check, that is their own perogative.

Bear in mind that that is their choice and privilege - hence, if a hiree has been telling fibs about his or her credentials and previous pay, there is always a risk that the employer will do a snap check.

This post has been edited by SPS: Jun 18 2008, 12:14 PM

That is not true. Would-be employers have the right to ask to view a potential employee's pay slip - the caveat being the employee also has the right to refuse to show it and it is up to the discretion of the employer whether they wish to employ the person or not.

HR personnel have their own network - they typically do rely on each other for reference checks and renumeration verifications.

Would-be employees who propogate lies and half-truths deserve whatever punishment they receive.

Turn a blind eye to suspect activities?

Utter BS - any unethical matters will eventually be found out and dealt with accordingly by any global company worth its salt.

Name the company then.

Provide the evidence that states this particular white guy fudged his credentials and let the authorities do the rest.

If these allegations were true, the company would have been hauled into the dock by now.

Apply your own advice to yourself.

If you believe that an employee fudged his credentials, then bring it up to the HR department of your employer company. Whistleblower policies exist in global corporations.

Otherwise, it's all hearsay and rumours on your part.

Then why didn't you blow the whistle if you had evidence that a certain employee had fudged his credentials then? We are not talking about the present.

In short, you suspected the person of lying about his credentials and yet you didn't have the guts to point it out through the proper channels when you were employed with your ex-company.

What does my employer have to do with this matter?