What is the standard process for doing back ground verification for new hires? Is it done before the candidate joins the organization or it is done after the candidate joins the organization.
From India, Madras
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2From India, Madras
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Before making a decision to hire, we need to obtain the feedback of the employee regarding his behavior. Based on this feedback, we have to decide whether to hire or not. Therefore, this evaluation should be done before issuing the offer letter.
Regards,
Kamesh
From India, Hyderabad
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Regards,
Kamesh
From India, Hyderabad
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Hi,
Before hiring, HR personnel should conduct a credential check on the candidate to determine their suitability. This verification process involves obtaining feedback from the HR manager of the candidate's previous employment. I have personally executed this procedure in my previous role, particularly within the hotel industry.
Regards,
Sudhir Kumar
From India, Visakhapatnam
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Before hiring, HR personnel should conduct a credential check on the candidate to determine their suitability. This verification process involves obtaining feedback from the HR manager of the candidate's previous employment. I have personally executed this procedure in my previous role, particularly within the hotel industry.
Regards,
Sudhir Kumar
From India, Visakhapatnam
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Hi Kamesh,
As per my knowledge, in one of the organizations, they did a professional reference check, and then they had given him an offer letter. When the candidate accepted the offer, they asked him to produce copies of her previous employment service certificates/experience certificates, educational certificates (like degree certificates, mark sheets), professional references, and payslips for background verification.
The offer letter states that the offer/employment is conditional on a good background verification. So, the question arises: will the background verification be done before he joins the company or after he joins the company?
Thanks.
From India, Madras
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As per my knowledge, in one of the organizations, they did a professional reference check, and then they had given him an offer letter. When the candidate accepted the offer, they asked him to produce copies of her previous employment service certificates/experience certificates, educational certificates (like degree certificates, mark sheets), professional references, and payslips for background verification.
The offer letter states that the offer/employment is conditional on a good background verification. So, the question arises: will the background verification be done before he joins the company or after he joins the company?
Thanks.
From India, Madras
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As it is not clear, he is not able to decide whether he can put his resignation with his current employer.
From India, Madras
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From India, Madras
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Mr.Kamesh, background verification will be done before joining the company and it will be proceed to the final round of interview. Regards, Sudhir Kumar
From India, Visakhapatnam
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From India, Visakhapatnam
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Hi Sudhir,
The candidate has been asked to provide documents for background verification only after the final interview was done, and he accepted the offer. He has not joined the organization yet. As he has recently moved back to India and is not sure about the background verification process, he is unable to decide whether to resign from his current organization or not.
He wants to know at what stage the background verification is done and the offer is confirmed. Based on that, he would like to determine at what stage he needs to resign from his current company.
Thanks,
James
From India, Madras
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The candidate has been asked to provide documents for background verification only after the final interview was done, and he accepted the offer. He has not joined the organization yet. As he has recently moved back to India and is not sure about the background verification process, he is unable to decide whether to resign from his current organization or not.
He wants to know at what stage the background verification is done and the offer is confirmed. Based on that, he would like to determine at what stage he needs to resign from his current company.
Thanks,
James
From India, Madras
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Dear sir,
We are a professional Background Screening Company based in Vijayawada and providing solutions throughout Andhra Pradesh. We are pioneers in providing background verifications and financial verifications all over A.P., having a network of 100 smart workers. We provide the report within 4 hours for local files and within 24 hours for outstation files.
If your company is interested in availing our services, do not hesitate to contact us.
Thanks & Regards, CFS CH. Raja Gopal 8686455755.
From India, Hyderabad
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We are a professional Background Screening Company based in Vijayawada and providing solutions throughout Andhra Pradesh. We are pioneers in providing background verifications and financial verifications all over A.P., having a network of 100 smart workers. We provide the report within 4 hours for local files and within 24 hours for outstation files.
If your company is interested in availing our services, do not hesitate to contact us.
Thanks & Regards, CFS CH. Raja Gopal 8686455755.
From India, Hyderabad
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Hi Jameslewis,
This is industry and position-specific. For instance, in banking services, the complete verification is done before the employee joins or for the employees joining at critical positions, their background verification is done beforehand.
In some organizations, the professional reference check is done before the employees join, and the full-fledged background check is conducted through the agency at the time of joining as there is always a possibility that the candidate may withdraw the offer, and the company would not wish to bear the cost of the background check of the candidate not joining.
From India
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This is industry and position-specific. For instance, in banking services, the complete verification is done before the employee joins or for the employees joining at critical positions, their background verification is done beforehand.
In some organizations, the professional reference check is done before the employees join, and the full-fledged background check is conducted through the agency at the time of joining as there is always a possibility that the candidate may withdraw the offer, and the company would not wish to bear the cost of the background check of the candidate not joining.
From India
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Hi Satpreet, Can the candidate then insist HR to conduct the BGC and he then joins after the BCC is good? Else, he is risking his job if he joins before the BGC is completed.
From India, Madras
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From India, Madras
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Hi,
It totally depends on the employer who is hiring you, whether they want to conduct pre-employment verification or post-employment verification. Generally, pre-employment verification is done for senior positions only.
If you want to know anything else regarding background verification, your queries are most welcome. You can email your queries to info@vfacts.in.
From India, Delhi
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It totally depends on the employer who is hiring you, whether they want to conduct pre-employment verification or post-employment verification. Generally, pre-employment verification is done for senior positions only.
If you want to know anything else regarding background verification, your queries are most welcome. You can email your queries to info@vfacts.in.
From India, Delhi
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Hi James Lewis,
Background verification is done as per the company's norms, not based on the candidate's wish. Why would a candidate worry about the background verification if they are not cheating?
From India
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Background verification is done as per the company's norms, not based on the candidate's wish. Why would a candidate worry about the background verification if they are not cheating?
From India
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We usually undertake background checks after we have issued our offer of employment and the prospective new employee has accepted. This is because we obtain references from former employers. If we were to jump the gun and obtain references before the offer is accepted, it could cause all kinds of complications.
Having said that, on occasion, we have asked for some information in advance of an offer being accepted, such as a copy of a passport and university/education certificates. In the UK, we also run a criminal records bureau check.
In addition to the above, we also ask for references from the most recent employer and one past employer. If this isn't possible, we will accept a reference from a university.
If an employee resigns from his last position and the references you receive on him are negative, then it would seem to indicate that the new employee has not been entirely honest with you from the beginning. If he left his last employer on bad terms, then he should have disclosed that at the start, no matter how difficult it may be, to avoid any surprises.
Obviously, if a prospective new employee is currently unemployed, then all checks can be completed before an offer is issued. However, good employees might not wait for you...
It's just one thought. I hope this helps.
From United Kingdom, London
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Having said that, on occasion, we have asked for some information in advance of an offer being accepted, such as a copy of a passport and university/education certificates. In the UK, we also run a criminal records bureau check.
In addition to the above, we also ask for references from the most recent employer and one past employer. If this isn't possible, we will accept a reference from a university.
If an employee resigns from his last position and the references you receive on him are negative, then it would seem to indicate that the new employee has not been entirely honest with you from the beginning. If he left his last employer on bad terms, then he should have disclosed that at the start, no matter how difficult it may be, to avoid any surprises.
Obviously, if a prospective new employee is currently unemployed, then all checks can be completed before an offer is issued. However, good employees might not wait for you...
It's just one thought. I hope this helps.
From United Kingdom, London
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I fail to see the effectiveness of conducting background checks in most cases. There have been numerous instances where the previous employers might give negative feedback about an employee out of frustration of losing him/her to a competitor. This may be especially true in cases of outstanding employees whom an organization does not want to lose.
As far as criminal records are concerned, in many countries, refusing offers based on a previous legal problem dating back many years is considered discriminatory.
Until a few years back, very few organizations conducted background checks. Employers went with instinct and an ability to judge and trust people whom they are recruiting, and many times they were rewarded for their trust. These employees went on to serve their organizations for many years. In today's age, if someone sticks to a company for a year, he is considered stable.
From India, Calcutta
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As far as criminal records are concerned, in many countries, refusing offers based on a previous legal problem dating back many years is considered discriminatory.
Until a few years back, very few organizations conducted background checks. Employers went with instinct and an ability to judge and trust people whom they are recruiting, and many times they were rewarded for their trust. These employees went on to serve their organizations for many years. In today's age, if someone sticks to a company for a year, he is considered stable.
From India, Calcutta
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I would not completely agree with Kaushikbhowal, as I have myself seen a couple of cases where employees had forged their documents just to get the job opportunity, and they were sacked after due course of disciplinary proceedings. There may also be cases where the Line Manager would have given negative feedback due to frustration or some personal grudges, but as these are subjective matters, employees are given a chance of a fair trial to counter the allegations.
From India
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From India
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There may be some merit in trusting your judgment, provided that you are infallible, but I do really think that conducting some due diligence on a prospective new employee is important. How do you know that he worked at his former employer? How do you know that he has the qualifications he speaks of? How do you know he has the right to work in the country? How do you know he is who he says he is? How do you know he is of good character? Do you want to employ a person in a financial services company if he has a criminal record? Obviously, people can tell untruths and they can provide false documentation.
But as an HR professional, is it really best practice to say that you have employed a person because he was nicely spoken and told a good story at an interview (even though it might be completely untrue, because you haven't checked anything)? That's all I am saying. I will always conduct verification checks.
Thank you for your time.
Terry
From United Kingdom, London
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But as an HR professional, is it really best practice to say that you have employed a person because he was nicely spoken and told a good story at an interview (even though it might be completely untrue, because you haven't checked anything)? That's all I am saying. I will always conduct verification checks.
Thank you for your time.
Terry
From United Kingdom, London
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As an additional contribution to this subject, here is something I use for references to past employers:
XXXXX has been offered a position as XXXXXXX with our Company. He/She has given us permission to approach you for a reference. This reference is to enable us to meet our obligations to the Financial Services Authority and for our own internal purposes. Will you please complete the questions below, then sign and date the declaration and return it to me. If you would like to make any additional comments then please continue onto a separate sheet of paper if necessary. Thank you very much for your assistance.
1. In what capacity have you known the applicant?
2. How would you describe the applicant’s fulfilment of his/her role with your firm?
3. Would you describe the applicant's general level of competence in relation to investment business as: (please circle)
Very Good Good Average Poor Don't Know
4. It is important that those involved in the financial services industry should be conscientious. Would you describe the standard of care that the applicant is likely to take in exercising his responsibilities as: (please circle)
Very Good Good Average Poor Don't Know
5. It is important that those involved in the financial services industry be totally honest. In your opinion does this description fit the applicant? (please circle)
Yes No
6. Would you re-employ the applicant?
7. Is there anything else you would like to add?
From United Kingdom, London
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XXXXX has been offered a position as XXXXXXX with our Company. He/She has given us permission to approach you for a reference. This reference is to enable us to meet our obligations to the Financial Services Authority and for our own internal purposes. Will you please complete the questions below, then sign and date the declaration and return it to me. If you would like to make any additional comments then please continue onto a separate sheet of paper if necessary. Thank you very much for your assistance.
1. In what capacity have you known the applicant?
2. How would you describe the applicant’s fulfilment of his/her role with your firm?
3. Would you describe the applicant's general level of competence in relation to investment business as: (please circle)
Very Good Good Average Poor Don't Know
4. It is important that those involved in the financial services industry should be conscientious. Would you describe the standard of care that the applicant is likely to take in exercising his responsibilities as: (please circle)
Very Good Good Average Poor Don't Know
5. It is important that those involved in the financial services industry be totally honest. In your opinion does this description fit the applicant? (please circle)
Yes No
6. Would you re-employ the applicant?
7. Is there anything else you would like to add?
From United Kingdom, London
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Just as the HR manager's judgment may not be infallible, the reference check report may also be flawed. Most of the time, prospective employees provide references of people with whom they share a cordial relationship in their previous organizations, thus ensuring that the feedback provided is a positive one. How does that ensure a fair background check?
Similarly, just because an individual may have made some mistakes in one of his previous assignments but has redeemed himself, is it fair to reject him based on negative feedback from history?
From India, Calcutta
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Similarly, just because an individual may have made some mistakes in one of his previous assignments but has redeemed himself, is it fair to reject him based on negative feedback from history?
From India, Calcutta
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This is carried out normally before a candidate joins the organization. I am a consultant undertaking this in South locations. Normally, the candidates are made aware of this process. In fact, we continue this even after the candidates join the organization. Two things need to be clear: honesty and sincerity in the service rendered and the details provided in the profile. All other materials are subject to these primary concerns. If the candidates are above board in these areas, there is no need to worry on any grounds.
Background checks or not, one has to be sincere and honest in a larger concept in career and personal lives.
Rangarajan. V.
From India, Pune
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Background checks or not, one has to be sincere and honest in a larger concept in career and personal lives.
Rangarajan. V.
From India, Pune
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I think before hiring it should be know that what employee think about that..
From Pakistan, Karachi
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From Pakistan, Karachi
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Can anyone tell what our previous employer tell during background check.
From India, undefined
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From India, undefined
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I Think, The employer should verify all the document before the joining of any person legally. The benefit is both employee and employer to that they are secure and safe to hire.
From India, Delhi
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From India, Delhi
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Dear James,
If you perform background verification after hiring an employee and later find out that he/she is not the right fit for your job, you would have to begin the recruitment process from scratch. This would require you to spend extra time and money. Thus, it is better to perform background verification prior to hiring an individual. Once you have made the decision of appointing a candidate, it is the time you should verify his/her work history to ensure that the individual has all the skills required for the job and ascertain that the employment details provided are genuine.
As far as performing past employment verification is concerned, you can count on one of the many online verification tools available nowadays. These tools have accelerated the process and help save your time, money, and resources. One reliable platform is Verified Resources. It asks for factual information related to past employment of a candidate and delivers quick as well as accurate results that can help make the right hiring decisions.
I personally use Verified Resources to bring the right candidate on board. You can try using it too. Here is the link:
www.verifiedresources.com.
Thanks,
Meesha
From India, Chandigarh
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If you perform background verification after hiring an employee and later find out that he/she is not the right fit for your job, you would have to begin the recruitment process from scratch. This would require you to spend extra time and money. Thus, it is better to perform background verification prior to hiring an individual. Once you have made the decision of appointing a candidate, it is the time you should verify his/her work history to ensure that the individual has all the skills required for the job and ascertain that the employment details provided are genuine.
As far as performing past employment verification is concerned, you can count on one of the many online verification tools available nowadays. These tools have accelerated the process and help save your time, money, and resources. One reliable platform is Verified Resources. It asks for factual information related to past employment of a candidate and delivers quick as well as accurate results that can help make the right hiring decisions.
I personally use Verified Resources to bring the right candidate on board. You can try using it too. Here is the link:
www.verifiedresources.com.
Thanks,
Meesha
From India, Chandigarh
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Satpreet Kaur read more at: https://www.citehr.com/373840-when-b...tion-done.html
If a company wants to conduct background verification (BGV) without an offer letter, then I think the company is wasting money (most probably if the candidate denies the offer). How do companies recover that data? Do they sell the candidate data to other parties in need?
Is this a new concept for consultants or a tactic for budget-conscious companies to earn money and obtain personal information from educated candidates earning substantial salaries?
From an ethical standpoint, how are you authorized to collect Personally Identifiable Information (PII) without providing the offer letter to potential candidates? If this data were sold to a malicious entity, how would a candidate file a police complaint for the data leak?
From India, Ernakulam
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If a company wants to conduct background verification (BGV) without an offer letter, then I think the company is wasting money (most probably if the candidate denies the offer). How do companies recover that data? Do they sell the candidate data to other parties in need?
Is this a new concept for consultants or a tactic for budget-conscious companies to earn money and obtain personal information from educated candidates earning substantial salaries?
From an ethical standpoint, how are you authorized to collect Personally Identifiable Information (PII) without providing the offer letter to potential candidates? If this data were sold to a malicious entity, how would a candidate file a police complaint for the data leak?
From India, Ernakulam
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HR with Consultant: Their main business is to steal personal data and sell it to other hackers. How many agree with this view.
From India, Ernakulam
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From India, Ernakulam
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Many employers conduct background and reference checks during the hiring process, prior to offering a candidate the job. However, in some cases, a job offer may be contingent upon the results of the background check. That means the offer could be withdrawn if the organization finds negative information.
Website: https://www.7consultancy.in/
From India, Mumbai
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Website: https://www.7consultancy.in/
From India, Mumbai
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Background checks can be done at any stage. Nowadays, employers reserve the right to terminate an employee at any stage if the information provided in the application is found to be false or incorrect. I have come across a situation where an employee was terminated after working for almost 8 months because the experience certificate submitted was false.
From India
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From India
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