Satpreet Kaur
Human Resource
Hr Manager
Sr. Engineer- Hse
+9 Others

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.
15th November 2011 From India, Madras
Before taking a decision of hiring we need to obtain the feed back of the employee about his behavioral part basing on the feed back only we have to decide whether to hire or not hence it should be before issuing the offer letter.
Regards - kamesh
15th November 2011 From India, Hyderabad
Before hiring HR people should maintain credential check for the candidate whether the candidate is worth or not we check from the HR Manager in the previous which i was done in my previous company especially in hotel industry.
Sudhir Kumar
15th November 2011 From India, Visakhapatnam
Hi Kamesh,
As per my knowledge, in one of the organizations, they did a professional reference check, and then they had given him offer letter. When the candidate accepted the offer, they have asked him to produce copies of her previous employment service certificates/experience certificates, educational certificates (like degree certificates, marksheets), professional references, payslips to do a back ground verification.
The offer letter states that, the offer/employment is conditional to a good back ground verification.
So, it is a question, whether the background verification will be done before he joins the company or after he joins the company.
15th November 2011 From India, Madras
As it is not clear, he is not able to decide whether he can put his resignation with his current employer.
15th November 2011 From India, Madras
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
15th November 2011 From India, Visakhapatnam
Hi Sudhir,
The candidate has been asked to provide documents for Back Ground 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 not sure about the back ground verification process, he is not able to decide whether to resign from his current organization or not.
He wants to know at what stage the back ground verification is done and the offer is confirmed and based on that he would like to take a decision at what stage he needs to resign from his current company.
15th November 2011 From India, Madras
Dear sir,

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CH.Raja Gopal
16th November 2011 From India, Hyderabad
Hi Jameslewis,
This is industry and position specific. For instance, in Banking services the complete verification is done befors the employee joins or for the employees joining at critical positions, there background verification is done beforehand. While in some organisations, the professional reference check is done before the employees joines and the full-fledged BGC is done through the the agency at the time of joining as there is a always a possibility that the candidate may withdraw the offer and company would not wish to bear the cost of BGC of the candidate not joining.
16th November 2011 From India
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.
16th November 2011 From India, Madras
It totally depends upon the employer who is hiring you, wants to go for pre employment verification or post employment verification. Generally, pre employment verification is done for senior most positions only.
If you want to know anything else regarding background verification, your queries are most welcome. You can mail your queries at
16th November 2011 From India, Delhi
Hi Jameslewis,
Background verification is done as per the company's norms not on the candidate's wish and why would a candidate worry about the background verification if he is not cheating.
17th November 2011 From India
We only usually undertake background after 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 too.

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 his last post and the references you get back on him are bad, then it would seem to indicate that the new employee has not been entirely honest with you in the beginning. If he left is last employer on bad terms then he needs to have said something along those lines at the start, however difficult it may be, so that nothing comes to you as a surprise.

Obviously, if a prospective new employee is currently unemployed then all checks can be done before an offer is issued. Although good employees might not wait for you ....

It's just one thought. But I hope this helps.
17th November 2011 From United Kingdom, London
I fail to see the effectiveness of conducting backgroung checks in most cases. There have been numerous instances where the previous employers might give a negative feedback about an employee out of frustration of losing him/her to a competitor. This may be speciallytrue in cases of outstanding employees whom an organisation does not want to lose.
As far as criminal record is concerned, in many countries, refusing offers based on a previous legal problem dating back to many years is considered discriminatory.
Till a few years back very few organisations conducted backgroung checks. The employer 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 organisations for many years. In today`s age, if someone sticks to a company for a year, he is considered stable.
18th November 2011 From India, Calcutta
I would not completely agree with Kaushikbhowal as I have myself seen couple of cases where the 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 the negative feedback due to frustration or some personal grudes but as these are subjective matters the employees are given a chance of fair trial to counter the allegations.
18th November 2011 From India
There may be some merit in trusting your judgement, provide 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 qualifiacations he talks of? How do you know he has a 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 fincnail services company is 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 still conduct verification checks.
Thank you for your time.
18th November 2011 From United Kingdom, London
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?
18th November 2011 From United Kingdom, London
Just as the HR managers judgement may not be infallible, the reference check report may also be flawed. Most of the times, prospective employees provides references of people with whom they share a cordial relationship in their previous organisations, thus ensuring that that the feedback provided is a positive one.How does that ensure a fair background check.
Similarly just because an individual may have committed some mistakes in one of his previous assignments, but have redeemed himself hence, is it fair to reject him based on a negative feedback from history.
18th November 2011 From India, Calcutta
This is carried out normally before a candidate joins in the organisation.
I am myself a consultant undertaking this on South locations. Normally the candidates is made known on this process. In fact we are doing this even after the candidates join in the organisations. Two things are to be clean and clear. Honesty and sincerity in the service he/she rendered and the details given in the profile. All other materials are subjected to these primary concerns. If the candidates are above the board on these areas, there is no need to worry on any ground.
Background check or not one has to be sincere and honest by and large in larger concept in career and personal lives.
Rangarajan. V.
19th November 2011 From India, Pune
I think before hiring it should be know that what employee think about that..
9th March 2013 From Pakistan, Karachi
Can anyone tell what our previous employer tell during background check.
26th January 2015 From India, undefined
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.
6th May 2016 From India, Delhi
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 the 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 now-a-days. 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 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 (dot) verified resources (dot) com.


2nd November 2016 From India, Chandigarh
Satpreet Kaur read more at: read more at:
If company want to do BGV without offer letter, then I think company is wasting money (most probably if candidate deny the offer), then how companies recover that data. Do they sell the Candidate data to other needy?
Is it the new concept of consultants or cheap company to earn money and steal the personal information of educated candidate who is earning in lakhs.
and as an Ethical part, how you are authorize to collect the PI without releasing the offer letter to potential candidates, suppose you sell it to terrorist then how candidate will file a police complaint that you leaked the data.
23rd October 2018 From India, Ernakulam
HR with Consultant:
Their main business is to steal personal data and sell it to other hackers. How many agree with this view.
23rd October 2018 From India, Ernakulam
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
24th October 2018 From India, Mumbai
Back ground check can be done at any stage. Now days employer reserves the right to terminate the employee at any stage If the information provided in application found false or incorrect. I have came across that the employee is terminated after working for almost 8 month because the experience certificate submitted was false.
12th July 2019 From India
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