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How should one design an Employee Background Screening Policy for the Organisation?
What are the factors an HR Head should consider in crafting the pre-hire Employee Background Screening Policy for the Organisation?
How can one ensure that the policy covers all employee related risks? And also other risks, if there are any.
Are there any pointers?

From India, Gurgaon
Dear Manu,

Generally 3 types of employee background verification is been done, these are -

1- Educational Verification

2- Employment Verification

3- Criminal Check

Now for designing the screening policy, you need to determine your objectives for screening first, based on the analysed objectives you need to design the policy. Following are the key points which one needs to keep in mind while creating the background verification policy -

# Analyse weather each new hired employee needs to be screened on the above mentioned verification or you need it to categories it into different sets of employees. For example if you are hiring a 8th pass office boy, you may not need an educational verification to be done for the same, likewise, if you are hiring someone in a top level position you may not need to do a thorough criminal check.

# For educational verification, weather you need to have all the given credentials to be verified or you just want to get higher education to be verified.

# For employment verification, weather you want to verify whole employment history of the candidate or you just want to get last two/one employment to be verified.

# Select a trusted and well renowned 3rd party agency for the background verification.

# While designing the policy you may also need to keep budget in mind as generally 3rd party charges on 'per verification' basis, for ex. one employment check may cost you Rs. XXX and two will cost you Rs. XXX+XXX. So budget is a very important aspect while creating the policy.

I hope this satisfies your query.



From India, Kollam
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