Current Background verification is more of a fact-finding process (i.e. employment details, academic details, etc.) which is more relevant at the junior level. At the mid and senior level, we need a more detailed questionnaire to understand the individual biases, strengths, and areas of limitations for shortlisted candidates.
Tell us about your background, journey, and upbringing.
Being a son of Indian Defence personnel, I was born and brought up in different parts of the country, stayed in 12 different flats in 5 cities, have friends and classmates from almost every state of India, and enjoyed all the religious festivals of a different religion. I find myself to be lucky to have great exposure and experience during the early part of life.
How did you narrow down on this profession?
Though I was a good academic background with no clear target, I was flowing with my life, exploring different options and checking which one gives me more kick. During my post-graduation preparation, I got fascinated toward the upcoming HR field and able to get through in HR PG course in Symbiosis. After my PG in HR, I enjoyed every part of my profession in the HR field.
Though I was a good academic background with no clear target, I was flowing with my life, exploring different options and checking which one gives me more kick. During my post-graduation preparation, I got fascinated toward the upcoming HR field and able to get through in HR PG course in Symbiosis. After my PG in HR, I enjoyed every part of my profession in the HR field.
It seems onboarding, even in 2021 is a long-drawn-out process behind the scenes. How do you envision this changing in the future?
As Hybrid Model is going to be new normal, lots of onboarding activities are going to be a mix of virtual onboarding with lots of mini-modules of pieces of training on orientation. As emotional connect to play a very big role in a professional relationship, I believe monthly get- togethers / planning session/ review meeting will be common inside or outside the office.
As Hybrid Model is going to be new normal, lots of onboarding activities are going to be a mix of virtual onboarding with lots of mini-modules of pieces of training on orientation. As emotional connect to play a very big role in a professional relationship, I believe monthly get- togethers / planning session/ review meeting will be common inside or outside the office.
Studies today show that an organization can lose INR 10 lakh (~ $17,000) on average on a wrong hire or for hiring someone with a false degree. The only tried and tested way to prevent frauds is via a thorough background verification process. Download SpringVerify's e-book for a comprehensive guide to Employee Background Verification in India.
What’s one thing you would like to change in how Background Verification is done in India?
Current Background verification is more of a fact-finding process (i.e. employment details, academic details, etc.) which is more relevant at the junior level. At the mid and senior level, we need a more detailed questionnaire to understand the individual biases, strengths, and areas of limitations for shortlisted candidates.
Not only it helps in shortlisting the right candidates but also helps to plan out work and orientation for the shortlisted candidate. With help of new technology, this process can easily be automated.
How do you handle someone who has lied on their resume?
I consider it an opportunity to evaluate a person by cross-questioning in the area
candidate lied in his/her resume. In case the candidate keeps justify his lie, I avoid hiring him or her in the company. In few cases candidates upfront accept their mistake in trivial areas (cover up small career gaps or academic gaps etc); I give him/her the opportunity to prove their worth on core skills required for the job.
I consider it an opportunity to evaluate a person by cross-questioning in the area
candidate lied in his/her resume. In case the candidate keeps justify his lie, I avoid hiring him or her in the company. In few cases candidates upfront accept their mistake in trivial areas (cover up small career gaps or academic gaps etc); I give him/her the opportunity to prove their worth on core skills required for the job.
Several global companies have come out and thrown their support behind not needing a formal education. What is your opinion about this?
In the last century, the biggest challenges in front of the world were to find the solution to complex problems and the company needs people with good knowledge (that comes from formal education) to find the solutions.
In the last century, the biggest challenges in front of the world were to find the solution to complex problems and the company needs people with good knowledge (that comes from formal education) to find the solutions.
Most of these companies were creating technological products. i.e. GE, Shell, Microsoft, Ford, etc. In the current century, the focus is how to simply the things. Therefore new platforms are needed for the time i.e. UBER, Airbnb, Facebook, etc.
Formal education system didn’t help in thinking out of the box and look for solutions that simplify the complex solutions. Therefore companies give more importance to the candidates having the right skill set, thought process, and individual interest in place of formal education.
What advice do you have for aspiring HR professionals?
Aspiring HR professionals need to have a good balance of human skills, Business skills, and strategic HR knowledge. With the high level of automation of HR transactional activities, Interaction with employees will require a higher level of Human skills i.e. empathy, building trust, etc. At the same time, they need to have good Business Skills and Strategic HR knowledge to take evidence-based decisions/actions.
Aspiring HR professionals need to have a good balance of human skills, Business skills, and strategic HR knowledge. With the high level of automation of HR transactional activities, Interaction with employees will require a higher level of Human skills i.e. empathy, building trust, etc. At the same time, they need to have good Business Skills and Strategic HR knowledge to take evidence-based decisions/actions.
Which is your favorite book and why?
Book “The Fifth Discipline” by Peter Senge is my favorite book. It makes you challenge your assumptions and evaluates the long-term impact of any action using five disciplines i.e. Systems thinking, Personal mastery, Mental models, Building shared vision, Team learning.
Book “The Fifth Discipline” by Peter Senge is my favorite book. It makes you challenge your assumptions and evaluates the long-term impact of any action using five disciplines i.e. Systems thinking, Personal mastery, Mental models, Building shared vision, Team learning.
Every solution gives birth to a new problem when those actions have consequences that come back to hurt us, we misconceive these new problems as externally caused. Therefore, Seeing the major interrelationships underlying a problem leads to new insight into what might be done.
Bio -
Currently working with Azcom Infosolutions and have prior experience with SafeNet and CLC Technologies. Devinder handled end-to-end HR activities with special focus on Talent Acquisition, Performance Management, and Competency mapping.
Successfully developed Technical career ladder and Technical assessment modules for Software Product organization.
He did his Masters from Symbiosis Institute of Management studies in 2001.
He did his Masters from Symbiosis Institute of Management studies in 2001.
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