I recently joined a company where they want to implement background verification. I want to understand how to start this process. Is this before a candidate joins or after? And if a candidate joins and the verification is negative, what is the general practice in terms of HR?
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Hi,
For BVC, the employee has to join the company before the employer can conduct the check. You need to categorize the matrix as clear, minor, and major categories. For major cases, immediate termination should be implemented. Major cases may include criminal offences, theft, and forging of documents. For minor cases, issues like differences in designation and salary should be considered.
Generally, HR conducts the BVC after the employee joins to ensure a win-win situation. When a candidate is selected and confirms their Date of Joining (DOJ), they are likely to have resigned from their previous job. The employee's life cycle should only be updated once their Full and Final (FNF) settlement is completed in their previous employment.
Many companies perform BVC, but it is advisable to approach only those that are NASCOM and NSR certified, as they have the authority to conduct verifications.
Thanks
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3For BVC, the employee has to join the company before the employer can conduct the check. You need to categorize the matrix as clear, minor, and major categories. For major cases, immediate termination should be implemented. Major cases may include criminal offences, theft, and forging of documents. For minor cases, issues like differences in designation and salary should be considered.
Generally, HR conducts the BVC after the employee joins to ensure a win-win situation. When a candidate is selected and confirms their Date of Joining (DOJ), they are likely to have resigned from their previous job. The employee's life cycle should only be updated once their Full and Final (FNF) settlement is completed in their previous employment.
Many companies perform BVC, but it is advisable to approach only those that are NASCOM and NSR certified, as they have the authority to conduct verifications.
Thanks
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A background verification exercise has become 'order of the day' as more and more employers commission this compliance before a recruitment process is complete. There are various requirements and could all or some of the following checks be undertaken -
1) Criminal past records-verification from police station of domicile; comprehensive Criminal Search (Verbal & records); Court Record Search Online/offline.
2) Educational qualifications verification
3) Past experience- immediate past or crucial employment verification from firms -
employment verification, emoluments, perks, NOC/relieving/experience certificates
letters from management, team leaders/supervisors/colleagues as the case may be.
4) Antecedents-Present & permanent address verification – site visits.
5) Verification of PAN, Aadhaar/ Passport, endorsements therein.
6) Rating in 'CIBIL' if necessary, (where advances/loans are involved.)
7) Professional references check
8) Personal Reference Check-where the credibility of the candidates to be ensured by verifying in their surroundings/work places.
9) Habits-drinking & drug Test - where extensive driving is involved.
10)Conflict of interest- This is required mostly for Sr.management levels where the relatives/associates likely to influence the employers' activities.
11) Bank credits-statements of atleast last three months wherein salary for past service were credited to corroborate last drawn salary.etc.
In case the negative feedback is reported by the accredited agency the present employer either relieve the concerned with or without any remarks. In such instances proportionate agreed salary for the period in attendance is paid, and no F&F settlement would arise. Generally this type of separation is not treated as termination, just close the matter after a document is got signed by the candidate mentioning the reasons and he/she committing not to raise any dispute over the matter, all originals are returned.
From India, Bangalore
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1) Criminal past records-verification from police station of domicile; comprehensive Criminal Search (Verbal & records); Court Record Search Online/offline.
2) Educational qualifications verification
3) Past experience- immediate past or crucial employment verification from firms -
employment verification, emoluments, perks, NOC/relieving/experience certificates
letters from management, team leaders/supervisors/colleagues as the case may be.
4) Antecedents-Present & permanent address verification – site visits.
5) Verification of PAN, Aadhaar/ Passport, endorsements therein.
6) Rating in 'CIBIL' if necessary, (where advances/loans are involved.)
7) Professional references check
8) Personal Reference Check-where the credibility of the candidates to be ensured by verifying in their surroundings/work places.
9) Habits-drinking & drug Test - where extensive driving is involved.
10)Conflict of interest- This is required mostly for Sr.management levels where the relatives/associates likely to influence the employers' activities.
11) Bank credits-statements of atleast last three months wherein salary for past service were credited to corroborate last drawn salary.etc.
In case the negative feedback is reported by the accredited agency the present employer either relieve the concerned with or without any remarks. In such instances proportionate agreed salary for the period in attendance is paid, and no F&F settlement would arise. Generally this type of separation is not treated as termination, just close the matter after a document is got signed by the candidate mentioning the reasons and he/she committing not to raise any dispute over the matter, all originals are returned.
From India, Bangalore
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Background Verification Form.doc