Checklist of activities in a typical employee background verification check:
1. Gain written consent from the employee and all background verification check costs to be borne by the employer only but not by the employee and if BVC agents demand any money from the employee, the agent as well as employer might get into legal hassles.
2. Gather relevant documents; share the documents with the background check vendor, if conducting externally - In case of address verification as mentioned in Aadhar Card, digital verification can also do which is the best and harmonious way to do this. Physical address verification of the employee without following these checklists and legal procedure in the country where employee has to work during the tenure of employment and that too before on boarding itself, employer might get into serious legal trouble and damage of reputation, credibility, etc
3. Contact the relevant authorities and individuals, document their feedback
4. Prepare a report based on the feedback
5. Review the report with the relevant committee members
6. If any red flags demand an adverse step, connect with the applicant, share the report and ask for an explanation.
7. Proceed with hiring if the profile is suitable and if not can be dropped and must be communicated in writing citing the reasons for selection or dropping or rejection failing which employer might get into serious legal trouble and damage of reputation, credibility, etc as this background verification and subsequent actions to be taken by the employer are not valid and illegal if the same to be carried out after on boarding. Shortcuts can backfire since they are illegal.
As per the Professional Background Screening Association (PBSA), 94% of global companies conduct background checks when looking to hire remotely. Recruiters who do not conduct background checks make way for serious legal and compliance issues that hamper their organization’s image and financials.
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