- Joined
- 1/10/12
- Messages
- 62
- Points
- 18
So Mfin uses Re Vera for background check. It is nothing new for Business School.
My employment is pretty unimpressive, all unpaid small-company internships in China. They are definitely not the make-or-break factors in the admission decision, and I cannot conceive why anyone will ever suspect me of fraud.
The Human Resources Department of the Chinese companies probably do not even keep a file on me (the director should remember me, but I'm afraid she may not recollect all info perfectly), and more importantly, none of them speaks English. My supervisor, a Hong-Kong educated, English-speaking guy, may be a better reference. My question are:
1. Does Re Vera routinely check ALL information? Or just major (full-time employment) and suspicious (red-flag raising claims, e.g. incredible numbers) info?
2. In case Human Resources Department does not keep a file on me, how does Re Vera go about verifying validity? Are words from HR staff , with no physical proof to back up, sufficient?
3. Does Re Vera just grab publicly available phone number to reach the company, then ask to redirect to HR, and ask questions? Or do they first request and use the contact info from me?
4. Will the investigation be a tedious fuss for my contacts? i.e. (ask my references/HR to fax/email/mail relevent paperwork, or ask my former boss "can I speak with a former colleague of him for a moment?", etc)
Frankly, I do not see any point of doing verification for some developing-country students. I am not contemplating this, but I do realize that some Chinese students can ask random people to pretend as the relevent references. Without database for income tax, work permit, social security, a person's past is whatever he claims to be. Meanwhile, people like me, who have honest but not major internship experiences with small companies, may not be able to substantiate my "real past" due to underdeveloped HR management system in China.
This is making me quite anxious.
My employment is pretty unimpressive, all unpaid small-company internships in China. They are definitely not the make-or-break factors in the admission decision, and I cannot conceive why anyone will ever suspect me of fraud.
The Human Resources Department of the Chinese companies probably do not even keep a file on me (the director should remember me, but I'm afraid she may not recollect all info perfectly), and more importantly, none of them speaks English. My supervisor, a Hong-Kong educated, English-speaking guy, may be a better reference. My question are:
1. Does Re Vera routinely check ALL information? Or just major (full-time employment) and suspicious (red-flag raising claims, e.g. incredible numbers) info?
2. In case Human Resources Department does not keep a file on me, how does Re Vera go about verifying validity? Are words from HR staff , with no physical proof to back up, sufficient?
3. Does Re Vera just grab publicly available phone number to reach the company, then ask to redirect to HR, and ask questions? Or do they first request and use the contact info from me?
4. Will the investigation be a tedious fuss for my contacts? i.e. (ask my references/HR to fax/email/mail relevent paperwork, or ask my former boss "can I speak with a former colleague of him for a moment?", etc)
Frankly, I do not see any point of doing verification for some developing-country students. I am not contemplating this, but I do realize that some Chinese students can ask random people to pretend as the relevent references. Without database for income tax, work permit, social security, a person's past is whatever he claims to be. Meanwhile, people like me, who have honest but not major internship experiences with small companies, may not be able to substantiate my "real past" due to underdeveloped HR management system in China.
This is making me quite anxious.