Background verification
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07-01-2011, 05:02 PM

Arfa Jaleel

.pptx   background verification.pptx (Size: 86.06 KB / Downloads: 65)

What and why?

Background screening, an integral part of HR activity

With increasing connectivity, there is an advent of a truly global workforce, multi-location operations which has led to an exponential increase in the risks associated with candidate recruiting and contract staff/vendor hiring
The concept of background screening was introduced in India about seven years back. This was triggered by the changed security environment post the 9/11 attacks in the USA

The concept of background screening is now no more limited to just IT, ITeS or the BFSI segments

Growing number of organizations in the Manufacturing, petroleum, hospitality, healthcare, retail, travel, telecom, educational institutions and entertainment industries are adopting background screening practice.

A credible background screening company will ensure that  the process goes only through the legal route of getting verifications (which may imply relatively later verification compared to some agencies who provide ‘quick’ results but through processes which may not be able to stand the scrutiny of law!) through the official channels and by accessing information available in public domain.  

Infinity Screening: Why Background Checks Should Never End
New screening tools are becoming available that will help businesses be informed about their employees as it relates to professional licenses, certifications, driving records, criminal convictions, immigration status, etc.
This information will help firms make better decisions that will mitigate the risk associated with many employment decisions including promotions, transfers, etc. and whether employees continue to qualify for the position they hold
This will be an important weapon in every business's arsenal as it will help prevent many negligent retention lawsuits.

Manage Your Risk
Negligent hiring lawsuits that result in a jury trial cost, on average, over $3 million to employers that lose, while cases settled prior to trial are running around a half million dollars.

Legal Requirements
The primary legal requirement for conducting background screening is defined by the Fair Credit Report Act (FCRA) as amended by FACTA, and this is equally true for infinity screening. FCRA provides the requirements for using Consumer Reporting Agencies, which includes background screening firms, however, if a business does its own background screening using internal staff and does not use a consumer report in any part of their process they do not have to follow the FCRA requirements.
Central Bureau of Investigation had found 1,576 cases of fake mark-sheets issued in the name of 10 universities across Mumbai of which 659 were issued in the name of Mumbai University and another 729 in the name of Pune University

These are certain crucial pieces of misinformation provided by the applicants that requires a thorough check:
False Education/Diploma/ Certificates/ Recognitions
Incorrect Dates of Former Employment
Inflated Salary History
Exaggerated Listing of Responsibilities at former job
False Reason (s) for Leaving Job
Background: social/criminal


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