Dear Members,
In a scenario,
1. Where the back ground verification agency requesting for feedback on option to rehire the candidate during the verification of ex-employee. An option of choosing “No” in the responding form of the verification agency, can bound to company to not rehire such employee in future?
2. Whether it is necessary to respond the verification agency; especially when we do not know of whereabouts of such agency?
3. What care must be taken, while responding to such agency?
From India, Jaipur
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35In a scenario,
1. Where the back ground verification agency requesting for feedback on option to rehire the candidate during the verification of ex-employee. An option of choosing “No” in the responding form of the verification agency, can bound to company to not rehire such employee in future?
2. Whether it is necessary to respond the verification agency; especially when we do not know of whereabouts of such agency?
3. What care must be taken, while responding to such agency?
From India, Jaipur
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Dear Mr. Jain We are providing the Background verification Services, to know more abt your questions please speak to me on +91-9981100174. Thanks & Regards SATISH Aashumal International Ahmedabad
From India, Mumbai
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From India, Mumbai
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Greetings,
I share my experience from the industry leaders I worked for. Here're the steps that were followed during a background verification for an ex-employee.
Please make sure that you have a copy of every back ground verification report issued by you, to avoid any litigation in the future. Remain as objective as possible. This is a statement which would symbolize your company's professionalism in the talent market.
Hope this answers your query. Wish you all the best!
From India, Mumbai
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I share my experience from the industry leaders I worked for. Here're the steps that were followed during a background verification for an ex-employee.
- At the point of background verification, we were clearly told to ‘validate’ the data provided to us by the Background verification firm. No extra information was supposed to be provided.
- This was purely to ensure the data privacy for the existing and ex-employees. As noted by you, we never knew, if the bank verification for a loan or the background verification would actually be from these organizations.
- We never provided any data on the phone. The entire communication was through the official email ids.
- There were calls from these firms, asking us to confirm the name, designation, salary, date of joining, date of leaving and, etc.
- We would then ask these firms to provide us with the scanned images of the employment documents pertaining to our organization that they have been provided by the candidate.
- Once we receive the documents, we would then confirm the information that they wanted us to validate.
- We use to revert, fundamentally on that and avoid every subjective question.
- There were very few cases for visa processing for ex-employees that required us to answer queries on the past performance and behavior. We answered the close ended ones.
Please make sure that you have a copy of every back ground verification report issued by you, to avoid any litigation in the future. Remain as objective as possible. This is a statement which would symbolize your company's professionalism in the talent market.
Hope this answers your query. Wish you all the best!
From India, Mumbai
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Hi Aurag,
We are a Pre-employment screening company in Mumbai.
with reference to your question,
1) If we ask the client for rehire ststus, and the answer is no, it means that , either it is a company policy not to rehire or the management do not want to rehire the candidate.
regards,
Keren
00919920733755
From India, Pune
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We are a Pre-employment screening company in Mumbai.
with reference to your question,
1) If we ask the client for rehire ststus, and the answer is no, it means that , either it is a company policy not to rehire or the management do not want to rehire the candidate.
regards,
Keren
00919920733755
From India, Pune
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I feel every responsible HR professional and corporate citizen should respond to background verification emails. In this age of rampant frauds, fake resumes, and fake experience letters, verification has become a necessity.
By not responding to background verification emails, you may be either endorsing a fake resume or blocking the career of a deserving candidate. To avoid both, respond to verification in an objective manner, as suggested by other CiteHR members.
From India, Pune
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By not responding to background verification emails, you may be either endorsing a fake resume or blocking the career of a deserving candidate. To avoid both, respond to verification in an objective manner, as suggested by other CiteHR members.
From India, Pune
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Background verification agencies charge a lot from companies, so when a background verification agency contacts you, inform them that there are charges for providing information, which amount to Rs. 500. Therefore, please collect Rs. 500 from them. Additionally, many background agencies lack experience and are unable to detect fake experiences. As a result, numerous people are still working with fake experience.
From India, Madras
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From India, Madras
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Dear All,
We think that this should be ensured while communicating with the background verification agency:
A. Are they truly authorized by their client?
B. Documentary evidence should also be obtained from the client regarding their authorization and the validity of the agreement to avoid any unexpected queries.
C. Confirmation of acceptance from the candidate, i.e., the ex-employee for this verification.
D. Identification of the end use of the information being delivered.
Format
Details of the Client to whom the query has been raised, including the following:
a. Name:
b. Web Address:
c. Location and address:
d. Contact details:
The details of the authorization from your client for which the background check is being carried out:
a. Scope of authorization:
b. Validity or term of the assignment given by your client for the background check:
c. Whether the term/validity of such assignment covers the period during which this background check is in process.
The purpose of the candidate's information that needs to be inquired about as part of the background check on behalf of the client.
Identification and authorization to inquire with the company.
Full name of the executive initiating the query:
a. Contact details:
i. Mobile No.
ii. Landline No.
b. Name and address of the organization:
c. Designation:
d. Reporting to:
i. Name
ii. Contact Details:
Candidate information/details received should be forwarded to:
i. Name
ii. Designation
iii. Organization
iv. Address
v. E-Mail ID
vi. Contact Numbers
The purpose of the candidate approaching your client:
a. Purpose:
b. When approached:
c. How many phases remain in the selection process.
At what level will this information be used?
The candidate's area of expertise for which they are being considered.
From India, Jaipur
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We think that this should be ensured while communicating with the background verification agency:
A. Are they truly authorized by their client?
B. Documentary evidence should also be obtained from the client regarding their authorization and the validity of the agreement to avoid any unexpected queries.
C. Confirmation of acceptance from the candidate, i.e., the ex-employee for this verification.
D. Identification of the end use of the information being delivered.
Format
Details of the Client to whom the query has been raised, including the following:
a. Name:
b. Web Address:
c. Location and address:
d. Contact details:
The details of the authorization from your client for which the background check is being carried out:
a. Scope of authorization:
b. Validity or term of the assignment given by your client for the background check:
c. Whether the term/validity of such assignment covers the period during which this background check is in process.
The purpose of the candidate's information that needs to be inquired about as part of the background check on behalf of the client.
Identification and authorization to inquire with the company.
Full name of the executive initiating the query:
a. Contact details:
i. Mobile No.
ii. Landline No.
b. Name and address of the organization:
c. Designation:
d. Reporting to:
i. Name
ii. Contact Details:
Candidate information/details received should be forwarded to:
i. Name
ii. Designation
iii. Organization
iv. Address
v. E-Mail ID
vi. Contact Numbers
The purpose of the candidate approaching your client:
a. Purpose:
b. When approached:
c. How many phases remain in the selection process.
At what level will this information be used?
The candidate's area of expertise for which they are being considered.
From India, Jaipur
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Dear Aurag,
1) An option of choosing “No” may sometimes mean as the company does have a rehire policy.
2) check the website, thats the best option
Regards,
Keren
Reliable Consultancy Services
:: :: Welcome To Reliable Consultancy Services
From India, Pune
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1) An option of choosing “No” may sometimes mean as the company does have a rehire policy.
2) check the website, thats the best option
Regards,
Keren
Reliable Consultancy Services
:: :: Welcome To Reliable Consultancy Services
From India, Pune
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Background Verification Form.doc