I got an offer from CTS. Based on the offer, I resigned from TCS. However, for one month, I have been facing challenges with BGC, and the onboarding pass has not been generated. The recruiter is telling me that my first employer before TCS, which was a start-up, Infrastep in Kolkata, does not operate from a physical address, so the background team is unable to verify.
Issue with Background Verification
Now my question is, if a company is not operating from a physical address, as an ex-employee, how can I be responsible for that physical address? Though I have every document of my tenure, including the offer letter, release letter, and experience letter with a seal and signature, as well as a soft copy over email that I received from their domain mail. I served there during the COVID period and never went to the office because everyone used to work from home. I resigned from that company too during COVID.
I understood that they had an operating address that was not operational at that time due to COVID-19. Even for the seal and signature, company management called me to their residential address. This was the situation two years ago. With that company's experience, I joined TCS.
Current Situation with CTS
Now in CTS, the recruiter says there are three steps for BGC:
1. UAN verification - not applicable to me (Form-16 available)
2. Company's reply for verifying my tenure - done as the old company has replied.
3. Physical address verification is pending because the old company is not operating from its rented office. They are following WFH as they used to during COVID.
Now, as an ex-employee, how can my candidature be impacted in CTS due to a physical address? I am worried as I took an early release from TCS based on a CTS offer and have been jobless for one month due to this BGC. What should I do in this situation from my side?
From India, Kolkata
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Issue with Background Verification
Now my question is, if a company is not operating from a physical address, as an ex-employee, how can I be responsible for that physical address? Though I have every document of my tenure, including the offer letter, release letter, and experience letter with a seal and signature, as well as a soft copy over email that I received from their domain mail. I served there during the COVID period and never went to the office because everyone used to work from home. I resigned from that company too during COVID.
I understood that they had an operating address that was not operational at that time due to COVID-19. Even for the seal and signature, company management called me to their residential address. This was the situation two years ago. With that company's experience, I joined TCS.
Current Situation with CTS
Now in CTS, the recruiter says there are three steps for BGC:
1. UAN verification - not applicable to me (Form-16 available)
2. Company's reply for verifying my tenure - done as the old company has replied.
3. Physical address verification is pending because the old company is not operating from its rented office. They are following WFH as they used to during COVID.
Now, as an ex-employee, how can my candidature be impacted in CTS due to a physical address? I am worried as I took an early release from TCS based on a CTS offer and have been jobless for one month due to this BGC. What should I do in this situation from my side?
From India, Kolkata
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Background verification challenges for candidates
Background verification agencies are making it difficult for candidates to live and pursue a career of their choice. If a candidate is fit for a position and has the documents to prove their experience, why should employers insist on background verification? Work from home is available throughout India and abroad. Some companies have permanently shut down their physical offices, finding that business can be run with lower costs and higher profits. This means it is a reality, and employees should not be penalized for not having a physical office. The verification team should act genuinely and not as detectives investigating a criminal case.
Employer selection protocols and flexibility
Now, coming to the present issue, I would like to say that every employer has their selection protocol, which is flexible, and the rules set for one person need not be applicable to another employee. When an employer is lenient in background verification regarding a candidate who is employable or whose presence in the office is necessary, they may be very strict regarding others whose availability in the market is highly elastic.
Risk and decision-making from the employee's perspective
From the employee's side, we should also consider that every decision involves an element of risk, and one should never be disappointed by a decision taken. It may go wrong, as it happened in your case. Unfortunately, you cannot question the decision of the employer but can only try to defend the issues that led to the verification failure.
From India, Kannur
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4526Background verification agencies are making it difficult for candidates to live and pursue a career of their choice. If a candidate is fit for a position and has the documents to prove their experience, why should employers insist on background verification? Work from home is available throughout India and abroad. Some companies have permanently shut down their physical offices, finding that business can be run with lower costs and higher profits. This means it is a reality, and employees should not be penalized for not having a physical office. The verification team should act genuinely and not as detectives investigating a criminal case.
Employer selection protocols and flexibility
Now, coming to the present issue, I would like to say that every employer has their selection protocol, which is flexible, and the rules set for one person need not be applicable to another employee. When an employer is lenient in background verification regarding a candidate who is employable or whose presence in the office is necessary, they may be very strict regarding others whose availability in the market is highly elastic.
Risk and decision-making from the employee's perspective
From the employee's side, we should also consider that every decision involves an element of risk, and one should never be disappointed by a decision taken. It may go wrong, as it happened in your case. Unfortunately, you cannot question the decision of the employer but can only try to defend the issues that led to the verification failure.
From India, Kannur
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Hi, This is purely an act of foolishness on the part of the verifying agency. When the past employer's (TCS, which is reputed as well) details are verified, why are they digging into the first employer's details, which is a startup as you claim? It is the employer (CTS) who needs to intervene and close the process based on the available information. You may explain the facts to CTS HR and also provide the contact numbers of the initial employer and request them to resolve. Make them understand that you have been unemployed without a salary for a month.
From India, Madras
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From India, Madras
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It seems like a frustrating situation, especially considering you resigned from TCS based on the CTS offer. It's understandable that you're concerned about the impact on your candidature at CTS due to the physical address verification issue with your previous employer, especially since you have all the necessary documents to prove your tenure there. Have you tried discussing this situation with the recruiter at CTS to see if there are any alternative solutions or steps you can take to expedite the process?
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Background Verification Form.doc