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Community Manager
Anurag Jain
Hr Manager
Asst. General Manager - Hr
Background Screening
+2 Others

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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?

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

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!

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.

  • I feel every responsible HR Professional and Corporate Citizen should respond to Background Verification E Mails. In this age of rampant frauds, fake resumes and fake experience letters, verification has become necessity.
  • By not responding to background verification mails, you may be either endorsing a fake resume or blocking the career of deserving candidate. To avoid both respond to verification in a objective manner, as suggested by other citehr members.

Background verification agencies charge lot from companies, so when that background verification agency calls you, you tell that we have charges for providing information that is Rs.500/- so collect Rs.500/- from them. And most background agencies are not experienced they cant detect any fake experiences, lot of people still workign with fake exp,
Dear All,

We think that, this shall be ensure while making the communication with the back ground verification agency that

A. They are really authorized by their client?

B. Documentary evidence shall also be obtained from their client regarding their authorization and the validity of the agreement with them, in order to avoid the unusual queries.

C. Acceptance from the candidate i.e. ex employee for this verification.

D. End use of information which we are delivering.




1. Details of the Client to whom the query has been raised, including the below:

a. Name:

b. Web Address :

c. Location and address :

d. Contact details :

2. The details of the authorization from your Client for which the background check is being carried out by you:

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 in which this background check is in process:

3. The purpose of information of the candidate that need to be enquired as a background check, on behalf of the client:

4. Identification and authorization to enquire with the company:

5. Full name of executive initiating the querry:

a. Contact details: i. Mobile No. ii. Landline No.

b. Name and address of organization:

c. Designation:

d. Reporting to: i. Name ii. Contact Details:

6. Candidate Information/details received shall be forwarded to whom:

i. Name

ii. Designation

iii. Organization

iv. Address

v. E-Mail ID

vi. Contact Numbers

7. The purpose of the candidate to approach your Client.

a. Purpose:

b. When approached:

c. How many phases remaining in the selection process:

8. At what level, this information will be used

9. Candidates area of expertise for which he has been considered:


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


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