Background checking is the process of authenticating the information supplied to a potential employer by a job applicant in his or her resume, application, interviews, and references. In most application processes, lying about their background and credentials will keep the employer from hiring the applicant. Hiring and recruiting are both time-consuming and costly investments. It is important to safeguard these investments by conducting a thorough background check.
The process usually takes between 3-10 days and charges between Rs 2000 and Rs 3000 per candidate. The fee goes up in case of extensive checks and for senior-level hires. The company runs a background check on one’s resume/CV, once all the interview rounds are qualified by the employee. Some employers conduct checks after they have hired an employee. An employee background check is a review of a person’s commercial, criminal, employment, and/or financial records. Many employers conduct background checks on job candidates. This is an investment as background checks help in safeguarding organizational assets, promoting safety at the workplace, reducing turnover owing to right hiring, safeguarding company reputation, avoiding legal action, and inspiring confidence in customers and shareholders. Background checks help to ensure workplace safety by verifying the criminal records of the potential candidates. This short-term investment will always yield benefits in the long run.
Below are some of the details that background verification agencies find in order to search for the employee who is the right fit for the company:
● Experience gaps
● Mismatch in the education received
● Discrepancies in the compensation
● Working in various unrelated industries
● Skill sets vary hugely
● Improve the quality of hires
● Fake degrees from unrecognized universities
● Certificate courses being passed off as degrees
● Protect the reputation of the company
● Prevent or reduce theft, fraud, or any other criminal activity
● Safety is a major reason to conduct background and reference checks to avoid harm or legal liability of any type to the employer or to others.
BGV(background verification) can be done by accessing the information shared by the candidate or those available in the online space. There are various kinds of background checks, including business-to-business checks (B2B) and business-to-consumer background checks. (B2C). Third-party vendors fall into the category of a B2B check with these background checks including information on the creditworthiness of the company, work history, and verification of state certificates. A few agencies in India like GoodHire, Mintly, Intelius, HireRight, Auth Bridge, FirstAdvantage, IDfy, etc. are specialized in background verification, known as third-party service providers.
GoodHire: We partner with you to design a screening program that fits your needs or helps you choose from our pre-bundled packages. Our FCRA-certified, US-based support team is standing by to answer any screening, compliance, or how-to questions that either you or your candidates have, and we keep you both updated about the status of your employment background check.
Intelius is a leading provider of public data about people and their connections to others. Intelius does not provide consumer reports and is not a consumer reporting agency as defined by the Fair Credit Reporting Act (FCRA). This site must not be used to determine an individual’s eligibility for credit, insurance, employment, housing, or any other purpose covered by the FCRA.
Mintly is a global Hiring Marketplace for the Jewellery Industry. It is also the fastest growing job site in the world for Jewellery Professionals and Jewellery Brands. Jewelry brands can post their job requirement on our job board, avail of our premium services, acquire the best talents in the industry, and conduct background checks. If you are looking to avail of a background verification service for your company, contact us!
HireRight: As the world’s largest provider of background check services, it specializes in helping organizations of all sizes and locations efficiently implement, utilize and refine their background screening programs. With simple, streamlined solutions, it helps one solve even the toughest background screening problems and help their business work smarter. Many of Asia Pacific’s most innovative and successful organizations trust HireRight to deliver customer-focused solutions that increase efficiency and speed up time-to-hire. From Singapore to China, Australia to India, our local knowledge ensures you can create the right screening program customized for your needs.
It developed pre-integrated background screening solutions with the industry’s top applicant tracking solution providers. These include Ceridian, IBM, iCIMS, Oracle, SAP SuccessFactors, Ultimate, Workday, and others. These pre-integrated employment screening solutions simplify setup with your existing platforms. The itsNAPBS-accredited team spans over 200 countries and territories, providing over150 unique background check services for specific needs globally.
AuthBridge was established in 2005 and claims to possess capabilities of delivering background verification solutions in some 140 countries. The company’s website states that Cornell University conducted a case study about how Auth Bridge is innovating services in India.
First Advantage claims to have processed some 55 million screenings for 35,000 companies in 14 countries. The company website states First Advantage employs 5,000 people for its EBS services for various industries. Verification services are also available for MSMEs.
Mumbai-based IDfy is another major name in background verification checks. The company provides background verification of jobseekers, death certificate check, social media checks, and public database checks, among other services. IDfy claims it used sophisticated techniques to verify the backgrounds of individuals and companies.
If you’re applying for a non-federal job, the background check will take about a week. If you’re applying for a federal position, the background check can take a couple of months.
Of course, these timeframes are for the background check itself. This process can be long, expensive, and time-consuming, especially if a candidate has an extensive work history or has held multiple positions within a company. Waiting for call-backs from their past employers and making multiple attempts at reaching a company can make the hiring process more difficult and take longer than necessary. If you choose to use internal team members, such as your HR department, to verify a candidate’s employment history, the time it takes to complete the process will vary based on several factors, including:
● How many applicants you are screening?
● How many team members are working on the verifications?
● How many jobs each applicant has to verify?
● How easy it is to obtain correct contact information for their past jobs?
● How fast did an applicant’s past employers provide you with the information?
A background check can range from a simple verification of your social security number to a much more thorough check into your history. Information that an employer might check can include your work history, credit, driving records, criminal records, vehicle registration, court records, compensation, bankruptcy, medical records, references, property ownership, drug test results, military records, and sex offender information. Employers can also conduct a character check, which might involve speaking with your personal acquaintances, including friends and neighbors. Employee Background Verification includes:
These can easily be accessed from the court records, criminal history, Global database, and adverse media by any law enforcement agency.
This can be accessed online in a span of typically 2 days through the Government database or online repositories, including Passport, Aadhaar, PAN, etc.
A credit check may also take 24 to 48 hours to complete. It involves a search of credit bureau records and is designed to provide an overview of the candidate’s credit history.
Employment and Reference check:
It can be obtained from one’s past employers, Duration of being hired with them, Job role in each company, Pay, Performance history, Conduct in the company, and medical history. One can reach out to previous employers or managers over e-mail or telephone as the preferred means. It typically takes 2-3 business days.
Professional qualifications verification:
Professional qualifications may include trade organization memberships, as well as certifications and licensure. It usually takes an average of 2 business days to complete this kind of work. Sectors that majorly run a professional license background check include:
Companies will reach out to your universities to match your credentials to avoid forging degrees, fake certificates, and bogus grades- the most common types of corporate fraud. It typically takes 2-4 business days to generate the report. Most institutions will confirm when the candidate was a student and what degrees were earned, though some will require a release form before sharing that kind of information.
It is done by sending people to physical locations to check out a candidate’s address with geotagging of photos. Big private companies hire third-party agencies to do everything mentioned above. While smaller firms usually depend on their internal team of HRs for background verification of employees recruited.
The time frame varies significantly, depending on where you’re doing the hiring. In the United States, criminal searches are generally completed one to two business days, barring holidays, or Court staffing issues. Candidates with histories outside of the United States could have a criminal records search that takes anywhere from 3 to 30 business days, depending on the authorities involved and the process that they follow conducting the check before returning the results. These processes may include manual record checking, liaising with authorities across the country, or in-depth research when multiple matches are identified. Generally speaking though, a criminal records check outside the United States takes between 10 – 20 days.
The jewelry business is faced with the challenge of hiring and retaining a wide range of high-quality and honest employees. Employees often work without a co-worker or supervisor on site. In the face of sometimes minimal pay and many opportunities to access company property and funds, the need for a quality pre-employment background check is evident. A thorough criminal records background check is an employer’s first line of defense in protecting the company’s assets, fellow employees, and customers. Communication skills are critical for establishing good relationships with clients and colleagues, getting necessary background information from customers, and for developing new business. Various jewelry sector jobs investigate the following before hiring:
● Background Checks:
These typically run 7 years or more into a job candidate’s history but can go back further if circumstances warrant it.
● Access Restrictions:
Controlling access to inventory rooms and display cases is important for loss prevention. The fewer people touching merchandise, the easier it is to identify responsible parties when something goes missing. Restricting access may take the form of issuing display case keys or implementing key-card access to inventory rooms. Restrict access to essential personnel using the most cost-effective tools available.
● Metals Testing:
Jewelers often buy precious metals from the public, which requires them to test the items customers bring in for authenticity. Non-destructive x-rays and fire assay testing are among the methods used. Trusted personnel should be trained on testing methods and required to test pieces before finalizing transactions.
Fraudsters often try to use fake information or credit card chargebacks to steal from jewelers. Verifying a customer’s identity and personal information is an effective control method in preventing theft. Avoiding chargebacks can save jewelers thousands of dollars in lost merchandise.