When talent is business critical, like all business leaders you would be concerned about the validity of candidates’ professional history. We can help you in verifying and validating the educational and employment history of the candidates we/you select, definitely in a cost-efficient mode.
The concept of background screening was introduced in India about seven years back. This was triggered by the changed security environment post the 9/11 attacks in the USA. With a number of Fortune 1000 companies initiating business in India — either through setting up their own offices or outsourced work to India, it was expected that their India based entities/partners (mainly IT and BPO/ITeS companies) followed processes that were integral to their recruitment policies. (Incidentally, more than 90 per cent of Fortune 500 companies have a formal policy of background screening their employees.) This led to background screening of their employees as well as their outsourced staff.
The concept of background screening is now no more limited to just IT, ITeS or the BFSI segments. Growing number of organisations in the manufacturing, petroleum, hospitality, health care, retail, travel, telecom, educational institutions and entertainment industries are adopting background screening practice. It is becoming a part of the standard outsourcing contract and therefore Indian companies continue to proactively adopt it as part of their business process
The background screening process involves carrying out different kinds of checks given below. Any misrepresentation in the above checks is reported as discrepancy. Discrepancy rate is the percentage of misrepresentations/fraudulent/adverse information that the comprehensive Background Screening procedure uncovers during the verification process.
It is important that all checks are initiated only after an authorisation in writing by the concerned candidate.