Kriyaz
Executive
Anu_1259
Human Resource Domain
Sherine
Hr Professional
Arunaa
Assistant Project Manager
Aartiv
Student
Sunetrab10
Service
Kunal123
Hr Officer
Chinnuhr
Hr Manager
Rajesh_5843
Hr Professional
Debora_j82
Hr-executive
Venky123
Manager - Hr
Roy_rajorshi
Manager - Hr, Ir & Admin
Geeyech
Legal Officer
Dorie Otion
Hr Manager
360degreessolution
Consultancy,backgroundscreening
Chintan Trivedi
Executive - Bd
+6 Others

Hi ALL,

Background verification has taken a strong position in recruitment now-a-days. Candidates feel that itís a threat to their employment. Terminated employees go around and tell irrelevant stories in the market to save their skin. Recruiters face a problem as hiring becomes more complex pertaining to the time taken for theses background checks.

In my case, we need to give 45 days time to the verification team for completing the checks.

However, I feel that this time frame is really a long as we know that the current market is so volatile. Candidates are having 4-5 offers and they just play around.

In such case, I would request you all to give me some idea as to what should be the ideal time to complete this check.

Initially, it was 14 business days which was pretty ok.

But now, recruitment would really suffer because of this extended time.

Waiting for your views.

Regards,

Dixita
13th November 2007 From India, Bangalore
Hello Dixita, We are having tie-up with Authbridge wherein we have arrived 8 working days as SLA for completing Background Verification. regards Venky
13th November 2007 From India, Madras
Hi Dixita
I think a maximum of 10 working days is sufficient for the employee ref check. I think taking more than that will be difficult to place the employee and as u said rightly, he will play with offers.
I think Medical and criminal background check should be done. Fewer companies do that. But we do our routine check and ask for any indecent or unethical behavioiur of the employee at work.
regards
Anuradha
13th November 2007 From India, Delhi
Hi Dixita,

Generally BGC will be done with in 20-30 working days from the date you raise the case because if you say Back Ground Verification it includes following checks.

1. Address Check

2. Database Check for defaulters

3. Reference Check

4. Education Check

5. Previous Employment Check

6. Criminal Check

so, if you opt for all in this other wise for instance if you say Education Check each university take their own time frame to give the required information for the verfication. For every check it take some time however on an average 15-20 days time is ideal time to give the verfication report.

If you need the BGC should be done urgently then you raise it as a high priority case thats how we get the reports of the candidates from our Third party agency after Verification .

First inform this to your boss and talk to the BGC company once and sort out the issue. If that doen't work out then look out for an alternative because there are lot of BGC companies in the market who take up the job and do the verification accurately with in the given time frame.

Let me know for any more queries.

Regards,

Kalyan. :D
13th November 2007 From India, Bangalore
Hi Kalyan,
We exactly do the same verifications as mentioned by you.
Initially, criminal verifiction used to be done after the candidate joins the company and remaining verifications before he/she joins. At that time i took 14 business days but now as criminal verification is also included, it's taking lot of time.
This results in less closures.
Could you help me out with some of the third party vendors who do this verification?
Though we have outsourced this process, it's taking long turn around time.
Regards,
Dixita
13th November 2007 From India, Bangalore
Hi Dixita,
Mee too accept with Anu's words
maximum 10 days is enough for verification
we can do the criminal check
In our company we do our routine check and we used ask the person's character from his/her Team Lead
Hope you have got an idea
Thanks with Regards,
Arunaa..
13th November 2007 From India, Madras
Hi Dixita,
Our Back Ground Verifications done by the follwing company. Talk to Ms. Priti Shetty over there, she'll give the required information. Go through their website also its really good because previously we had problems like you now we are quite okay with this company and you no need to follow up with them regarding the status you can get all the required information in thie application it self right from the BGC initiated date to final report however they will send you the monthly reports also.
Priti Shetty
Senior Business Developer-Business Development
First Advantage Private Limited
Phone: +91 22 40697000 (Ext: 7927)
Direct: +91 22 6679 7927
Fax: +91 22 40697249
E-mail:
Web: www.fadvasia.com
Let me know if this information is helpful to you.
Regards,
Kalyan. :D
13th November 2007 From India, Bangalore
Hi
1st thing to be done in the hiring stage its self i.e .. clearly exlaining abt the BGV (Backgroung veri) .... wht all the company looks (how many companies wht all u look for)
After hiring then u can start the process of doing the BVG there is no issues u can remove if he is wrong with in 20 days ........ if not he will continue so the recruters will have good time to get candidates but they shld clealry explain abt the BGV
cheers
S CH
14th November 2007
Contract employee ss need not undergo the BGV ... if u take them in to roles then u can do the BGV Cheers S CH
14th November 2007
Hi Dixita,
I feel one week is enough for the BGC for candidates.As you rightly said that candidates have multiple offers these days and they play with the offers.In these circustances the Recruiting firms loses name as well as business opportuinity.We do the BCG checks & 7 working days are enough for this.
Cheers!
Rajesh
14th November 2007
I agree with your points.
However, if we hire someone and the report comes as RED we have to terminate that employee and we would have to work on the same thing.
It will increase our work again.
How to overcome this situation?
Regards,
Dixita
14th November 2007 From India, Bangalore
but any ways becz of this Verifaction ur wasting and lossing good employee right... which is giving u a lot of work indirectly if he is genuine he will continue if not he will not .. thats it ... BGV is for getting a fair candidate ...
This is my view ....(iam telling this becz ur loosing really good one and many plays with 4 -5 offersoffres )
plz get back to me on this
S CH
14th November 2007
That’s true. However, we want to make sure that we get fair candidates at a minimum turn around time for BGC. Regards, Dixita
14th November 2007 From India, Bangalore
to be Pratical in 100 candidates that u appoint 10% at max will be red right so why shld u loose good candidate ......
any ways ur clealy telling abt the BGV in the interview so the fack person will sckip if he is really holding it any ways thnqs for the responce
Cheers
S CH
14th November 2007
Ofcourse, i clearly tell them about BGV in the initial stages itself.
I have recruited a lot of S/W engineers and all the reports i got were GREEN.
I am actually concern about the time its taking for these checks.
Regards,
Dixita
14th November 2007 From India, Bangalore
For fast stuff FADV first advantage it can complete the employements and the Eudcation in 1 weeks time if iam not wrong .. u can check with them but it is costly ... S CH
14th November 2007
Hi Dixita,
Since ours is a small company I myself do the routine bacground check by talking to the prospective candidates previous team lead, HR and immediate colleague. That I do once the candidate joins. Before joining I speak to one or to professional reference given by the candidate.I got the reference of the below mentioned company who are into background checking.
CRP Technologies [India] Pvt. Ltd.,
Off. Mahakali Caves Road, Andheri (E), Mumbai Ė 400093.
Phone: +91 22 2687 6336 Fax: +91 22 6710 0501
Email:
Thanks
Sunetra
14th November 2007 From India, Calcutta
Dixita,
When a candidate is joining he will be under probation period ,so initially background check should be on Address verification and current employment.
And after six months before confirming him,the checks should be conducted on Educational certificates and criminal checks on which depending on the report you can decide whether he can be confirmed or has to leave the company.
Please correct me if i am wrong....
Regards,
K.Kiran
14th November 2007 From India, Hyderabad
Dear Dixita,
I am not an expert in this field but to cut short the time you can do the initial check in 10-15 days and thereafter hire the person
- continue with your verification
and have clause in his appt letter that if any adverse thing is found against him then his services will be terminated.
Riyaz
14th November 2007 From India, Delhi
Hi,
In our organisation we do the background verification within three months of the date of joining.
So we really dont ask candidates to wait until the verification is done; but however if there are discrepencies which come out during the verification process which the candidate is not able to defend, the candidate is asked to leave/terminated.
Maybe you can try this at your end
Sherine
15th November 2007 From India, Bangalore
Riyaz, Your suggestion to make a clause in the offer letter sounds good. Thanks. Please let me know if you have any idea about SDN check. Regards, Dixita
15th November 2007 From India, Bangalore
Dixita,
i just found out after your reply to my query, there is some thing called the OFAC, which is the Office of Foreign Assets Control, at US, they maintain a list called, SDN, which means the specially designated nationals, the names of individuals or entities who appear in the said list cannot have any business deals with us nations or entities.
i came across this word from one our clients insisted to conduct a SDN check. i dont know if they mean what i staed above. can any one confirm SDN in the context of background checks. is it something like what i have stated above?
15th November 2007 From India, Bangalore
Hi sunetra,
nice thanks for the information, can u tell me in detail about CRP technologies and their charges.
it will be more useful for me to implement.
Regards,
Deborah (HR-Executive)

15th November 2007 From India, Coimbatore
Dear Friends,
The subject "Background Verification" has become an important criteria, therefore while conducting an interview if we find an suitable candidate we instruction an dedective agency who performs due diligence activities for employees.
Here, in the process of recruitment i.e., the interview is ongoing and between that we ca go for Due- Diligence for the shortlisted candidates, if somebody is within the state then the process may take 2 - 3 days, incase somebody is staying in other state in that case, it will taken near about 15 days.
Companies like P&G, GE, Siemens, HLL, Alstom, and so many have the same process.
Regards,
Rajorshi Roy

17th November 2007
:idea:
Hi All,
I am a new comer and this is my first time to post comment on a topic which is very much a reality to prospective employers. Actually the number of days or time depends on the respective employer that is whether you need the candidate urgently. If so we normally expedite the process in order to get back / confirm to prospective candidate for the job. Therefore it could be done within a span of 1 week. Unless of course if the verification specifics is on security matters or of more serious nature and if the candidate is new or had previous employment. If new we just refer to their referee; but for those who are previously employed, we are more cautious.
I usually find it challenging to do background verification with previous employers as some tends to be unhelpful. No matter how challenging it is, it has to be done.
18th November 2007
hey dixita, im an ex-quest :).............infact it was my first job. i worked under monisha n jennifer..........im not aware thy r still thr or not regards, aarti varma
18th November 2007 From India, Mumbai
Hi ALL,
Background verification has taken a strong position in recruitment now-a-day. Candidates feel that itís a threat to their employment. Terminated employees go around and tell irrelevant stories in the market to save their skin. Recruiters face a problem as hiring becomes more complex pertaining to the time taken for theses background checks.
In my case, we need to give 45 days time to the verification team for completing the checks.
However, I feel that this time frame is really a long as we know that the current market is so volatile. Candidates are having 4-5 offers and they just play around.
In such case, I would request you all to give me some idea as to what should be the ideal time to complete this check.
Initially, it was 14 business days which was pretty ok.
But now, recruitment would really suffer because of this extended time.
Waiting for your views
kunal Joshi
19th November 2007 From India, Nagpur
I gone thru your message stating that looking for background screening.We are in the process of backgorund screening.Regards, Revathy 044-42668878/79...
15th February 2008 From India, Madras
This is with reference to First Advantage enquiry. I must say its prices are very competitive in the market.
If you have any further clarification, feel free to contact me
sandip kumar
First Advantage, Hyderabad
9949497211
21st December 2008 From India, Mumbai
Hey when you talk about criminal verification, I can bet there cannot be anyone better in TAT & price when it comes to ACe. You guys can visit thier website- www.aceonline.in. I got a criminal check in mumbai done in 8 days for just INR 600
You could contact Avadhoot at 9920253672
7th February 2009 From India, Mumbai
Dear Dixita,
We at Careercruise conducts all types of Reference Check be it is i) BGV Check ii) Academic Verification Check(Authenticity of Mark sheets)
iii) Previous Employement Verification (Tenure, Designation, Salary, Performance) iv) Criminal Data base check v) Criminal physical verification Check and vii) Drug test as well with quick TAT.. You can contact me on :
Abdul Latif

093200-65359
11th February 2009 From India, Mumbai
We at Careercruise conducts 2 Type Checks
1. Address Verification. Tat 7 Days Pan India
2. Education Verification. Tat 12 Days Pan India.
You contact me on
Ashish V & Ganesh
9821828599,9049249433

23rd March 2009 From India, Pune
Hi, We are in to criminal verification at PAN India levle please contact me for criminal veri fication. Arvind 9820232519
18th May 2010 From India, Mumbai
Hello Dixita,
We are from Andhra Pradesh doing Education,criminal,Address & Employment.Doing Education Verification with out documents in 2 days.If any requirement contact me ASAP.
Thanks & Regards,
WWW.CROSSFISOLUTIONS.COM
Mob:8686455755.
Mail Id:info@crossfisolutions.com.
29th June 2013 From India, Hyderabad
You can reach us through the contact detail mentioned in our profile page (Click on RiscCuris) or +91 9958869272 for Background Check solutions. We have a strong network in South-East Asia (including complete pan-India coverage) and the experience in this field.

RiscCuris is an established market player providing Assessment, Advisory and Solutions Services into the areas of Due Diligence & Verifications, Compliance & Audit, and Business & Market Excellence to mitigate internal and external risk exposure of any organization.

Our range of solutions in Background Screening (under Due Diligence & Verifications bouquet) are the most comprehensive and through; whether it is a background check on a prospective and/or an existing employee in your organization Or background verification on a prospective and/or an existing vendor / third-party service provider Or background screening or a company for the purpose of competitor study, partnership, alliance, acquisition, etc.

Other solutions in Due Diligence bouquet of services cover verification of life, healthcare or general insurance claims, mystery shopping/audits for checking adherence to standards and policies, etc.
20th August 2013 From India, Ghaziabad
Since 8 years, cFIRST Background Checks India Pvt Ltd is helping corporate, irrespective of the size, sector or operations to verify the Candidateís background. cFIRST is an ISO 27001:2005 certified company and a certified member of NASSCOM catering to companies like TCS, IBM, WIPRO, CSC, YAHOO,COLLABERA, ABB, APOLLO HOSPITALS to name a few. We are aware that You understand, Loss of Reputation to be the biggest and the severest collateral damage caused by bad hiring. Recruiting a candidate can be fruitful only when you have chosen the Right one.
To know how best, we can help you mitigate the risks associated with bad hiring, feel free to call us or provide us with a time convenient to you and we shall have the pleasure of meeting you in person to explain our processes.

30th August 2013 From India, Ahmedabad
Add Reply Start A New Discussion

Cite.Co - is a repository of information created by your industry peers and experienced seniors. Register Here and help by adding your inputs to this topic/query page.
Prime Sponsor: TALENTEDGE - Certification Courses for career growth from top institutes like IIM / XLRI direct to device (online digital learning)





About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service



All rights reserved @ 2019 Cite.Coô