I have handled 100s of backgtround (antecedent verification) checks across a cross section of various levels in sales, marketing, finance, HR and IT. It is our company policy that house visits and negihbourhood verification are part of our investigation. The enquiries with the past employers are not only through phone or e-mail. We undertake travel of more than 600 kms to ascertain the whole background of employment and standard of living of the candidates.
I have met several candidates of diffeent economic background. It is done well within the knowledge of both the parties and it is carried out in such a way that right candidates do not get upset and the wrong candidates are filtered or services dispensed with. Great care, patience, knack and host of other skills are required to cull out the valid and valuable information. There should be no emotional or personal attachment to any candidature 's profile.
Finally the findings and analysis of the observation of any candidates should be maturedly handled. There should be no personal bias on any parameters of a profile.
In my experience I have come across legal cases, credit card fraud, misapproriation of cash to the tune of crores, indisicipline. blue collar offences, conaiveance, misleading information, data theft, dispropotionate standard of living which are all startling findings in our investigation. It is not detective work but it all invoves a lot of human resources and a analysis of sea of input that you gather in your process.
finally there should be absolute 100% ingerity in your reports. The scope of imagination or assumption does not find a place. Because it is a service and concerned to larger interests of all and in particular the employers where the stake is in multi dimensions and large.
Rangarajan.