Employee Data Verification: Be Confident in Your Staff!

Mistakes while recruiting can easily plunge the productivity of companies. Data leaks, constant workplace conflicts, financial and reputational losses – are some of the troubles that can affect an organization with a light focus toward hiring. As there is a misconception that all employment verification solutions are a laborious and expensive process, companies try to avoid it in the first place. 

When attention is paid towards background verification of candidates, resources and efforts are diverted towards additional personnel’s assessment. However, to avoid such troubles and laborious tasks, you could directly hire background verification companies in India like Repute. The company provides fast and automated identity verification, all in one place, one go. The company specializes in collecting data about the applicant from different sources and allows the employer to analyze the applicant’s information for a position. 

In several sectors, background verification during employment is a mandatory procedure. For example, banking, civil services, security, and oil and gas production.

Often, human resource departments admit that they want to pay special attention to the background verification of applicants since the damage caused by hiring wrong personnel can be very high and sometimes even fatal. 

What problems does employment verification help eliminate: 

  • Cut down in profitability because of the inappropriateness of the applicant
  • Theft
  • Fraud
  • Data leaks
  • Litigation
  • Reputational losses

Key elements affecting the background verification:

  • Applicant position
  • The scope of the company
  • Association with the company’s financial flows

Who conducts the employment verification?

  • Human resource department of the company.
  • Company security personnel.
  • External contractors: background verification companies in India, competitive intelligence agencies, etc.

What is checked during background verification?

The authenticity of documents: Firstly, an employee of the background verification companies in India will check the authenticity of the documents that you have submitted to the human resource department. These include educational certificates, IDs, AADHAR, diplomas, etc. At the same time, the company can also ask for those documents that are not specified by the labor legislation of India.

Having a criminal record: This is especially important from the security point of view. Companies will try to find out whether you have been charged with criminal proceedings or administrative responsibility. If an applicant is applying for a job in a security agency, such a test can be quite comprehensive. In addition, background verification companies in India, thanks to their extensive connection, can also find facts from the distant past of an applicant. If the person is involved in some serious crime, then the doors to education, recreation, medical care, upbringing, children’s culture, and social protection will most likely be compromised. Simultaneously, a lot depends on the severity of the crime: if any charges levied on you have been canceled, there are no restrictions on hiring.

Competence: Nowadays, it is mandatory to provide records regarding the previous place of work. This is how the human resource department determines the competence and reliability of the applicant. Organizations can easily determine if aspirants have violated rules in the previous place of work, or if they were involved in stealing, and what sort of relationship they had with previous colleagues and managers. 

Credit Checks: Outstanding loans, delayed payments, or non-payment of alimony – these factors can severely affect the reputation of the candidate. For example, the human resource department of a potential company may decide that you are trying to illegally use the financial resources of the organization to cover your old debts. In some cases, the credit check can also be performed on the next of kin of the applicant. 

Social media accounts: In the last 5-7 years, human resource officials have been paying special attention to the social media accounts of the applicants. As a rule, they are interested in what content the applicant posts, what pages he is following, and what types of comments he leaves under the posts. Your job application may be denied if the human resource department finds provocative and offensive images and videos, publications confirming illegal responses, messages containing confidential information regarding the previous company, and records indicating substance abuse.

Who Performs Employee Screening While Hiring?

Most of the organizations have their own set of procedures for verifying candidates while hiring and much of it depends on the size of the company and availability of necessary specialists on the staff. According to the requirements, two departments can also engage in this simultaneously. 

Human Resource department: This team is responsible for posting information about an open vacancy, collecting responses of the applicants and primary information about them, conducting interviews, assessing professional qualities, transferring data to the security team, creating a dossier for each candidate, and passing information to the immediate manager, who makes the final decision. 

Background verification companies: These companies confirm the reliability of the data provided by the candidate, assess the credibility of the applicant, and create a psychological portrait. 

How are the checks performed: 

Generally, a comprehensive check by background verification companies in India is performed in multiple stages. The human resource department of the company studies the document of the applicant, checks for criminal records, his credit reports, and social media accounts. 

Employment verification can be easily distinguished according to the following stages of screening while applying for a job: 

  1. Posting a job vacancy on various resources according to the company’s needs. 
  2. Accepting CVs from applicants after filling out a standard questionnaire for a specific designation.
  3. Selection of reliable applicants and sending invitations for an interview.
  4. Interview with the recruiting team. In some cases, companies can also invite a specialist who understands the peculiarities of the job role, the so-called technical interview.
  5. Assessing professional aptitude, personality tests, and intellectual ability.
  6. Verification of the documents provided by the candidate. 
  7. Request for additional information from the candidate regarding the previous job. 
  8. Analysis of the data provided by the candidate.
  9. Interview by the higher authorities, which makes the final hiring decision.
  10. Sending job offers to the applicant.

Hence, it can be concluded that with the help of comprehensive background screening, companies can easily create an environment of trust and conduct business with confidence. This also creates a positive workplace environment, where people from different ethnicities and backgrounds can work together with confidence.