Background Checks for Resigned Employees: Are They Worth the Time and Effort?

Hi folks,

I came across some background checks (BC) of the resigned employees and have some queries about this. Can anybody help to clarify them?

1. Mostly, it is done over the phone. What is the credibility of the information received through the phone?

2. If it is received through email, is any authorization given to HR persons in organizations?

3. The BC agencies are not revealing the name of the company for which they are conducting these checks. Then why should the HR department confirm someone's data?

4. Are these checks just for namesake and to create records for certifications?

5. If the HR department starts confirming the data of all the resigned employees, will there be any time available for core activities?

Thanks,
Srinivasan

First of all, the background verification is done by third-party agencies on a regular basis for their clients. There are some good verification agencies where I have personally experienced that the feedback given by me had an effect on the prospect of absconded employees.

As such, in my team, I have allocated one person the duty of attending the background verification requests so that the Head need not spend time on that. Provided the person who is doing the verification from our team interacts with us before sending any reply.

The third-party agencies sometimes reveal the names of the companies for which they are doing the verification and sometimes not. That is their confidentiality agreement with their clients.

To reiterate, sometimes we help the alumni of our company to join a new organization at the earliest by giving timely feedback.

Note: Sometimes, it also happened that we received information about some people in our organization who have taken offers from other organizations and did not resign from our company. We helped in talking to them and arresting the attrition.

Kumar

Kumar,

Thanks a lot. However, the third party is very much interested in closing the chapter, at least by phone. Will it give the credibility of the info...

Thanks,
Srinivasan

Dear Srinivasan,

I represent the so-called third-party vendor. We have been conducting checks for the past 15 years and have established a decent reputation for ourselves in the marketplace.

There are two kinds of services: Previous Employer Background Checks - Verbal and Previous Employer Background Checks - Written. Both of these checks are conducted with two references as provided by the prospective employee. In addition to those, one reference is conducted with someone from the HR department (it is worth mentioning that not all HR personnel are authorized to disclose information). If the check is to be done in writing, we, as agencies, send a letter to the company and the HR person within that company requesting information. The HR person is obligated to provide us with the necessary details. If the check is conducted orally, i.e., over the phone, we gather all the relevant information via telephone and pass it on to the hiring company.

The credibility of the survey lies with the agency conducting it. I trust that companies are capable of assessing the authenticity and reputation of the vendor.

Additionally, the decision to conclude the process rests solely with the hiring company. It is up to you to determine the type of surveys (whether written or oral) you wish to conduct and the budget you have available.

I hope the above information is helpful!

Regards,....

Dear Kumar,

Background checks on incoming newcomers are very much necessary, as they greatly assist HR in later stages in many ways. Depending on outside agencies can be a costly affair, and not all firms will be able to afford it.

The second option of tele collection/verification of backgrounds has its merits and drawbacks; however, this data can be better utilized during tabled interviews. The best assessment by the interviewer can only be possible through a tactical approach.

Ultimately, it depends on the patience and sincerity of conduct.

Regards,
Yandamuri

Friends,

I am surprised to see the presence of third-party agencies for just one simple function and the HR department described as outsourced. The question arises: Is it so difficult, or are HR personnel incompetent to conduct such exercises, or are they afraid.

Antecedent verification requirements are predominantly due to the following:

- Family Background and Character of the candidate: Doubtful Integrity
- Verification of Educational Qualifications: Fake Certifications/University
- Past Employer: Level of Work Exposure, Performance & Discipline.
- Court Case: Thefts, Frauds, Criminal Offence

Nothing discussed above in any of the replies. What background the third-party vendor executes, only God knows. In my experience, there is no need for third-party verification; it can be done through the HR department by simple verification through available sources. Nothing harms even if directly contacted with the previous employer because, in 80% of cases, verbal acknowledgments are replied positively by the past employers, and in most cases, they appreciate if someone inquires about their ex-employee.

It appears that either this new generation of HR personnel makes things complicated, or they are ignorant of their role.

Regards,

Sawant

Dear All,

Can I know what sort of family background and character information one needs about the candidate?

Vidya