Hi, Anybody can suggest me what are all the steps involved in the employee verification?
From India, Tirupati
3From India, Tirupati
Dear Pawan,
I assume you are identifying the process for your firm. The steps are basic and simple, however, you may need to see how far would you need them.
There are a list of documents that are required by you as an employer. Each of these documents will include data crucial for you as an employer. Hence, you design a form asking for the details and request for the submission of the document along with them.
Once the candidate fills a Back ground verification form, you start communicating with the authorities who had issued those documents, validating the information provided.
You may seek a reference from the supervisors and reporting managers, however, you need to remain objective as you receive them.
Identity the conditions, such as how far the deviations will affect the report? Often you may not be able to track the officials to validate the information, what would you do in that situation? Draw your line on specifications for a negative report, to avoid confusions later.
You will find many document and formats for your reference. Please feel free to discuss further while designing them for your organisation. Looking forward to hear from you.
From India, Mumbai
I assume you are identifying the process for your firm. The steps are basic and simple, however, you may need to see how far would you need them.
There are a list of documents that are required by you as an employer. Each of these documents will include data crucial for you as an employer. Hence, you design a form asking for the details and request for the submission of the document along with them.
Once the candidate fills a Back ground verification form, you start communicating with the authorities who had issued those documents, validating the information provided.
You may seek a reference from the supervisors and reporting managers, however, you need to remain objective as you receive them.
Identity the conditions, such as how far the deviations will affect the report? Often you may not be able to track the officials to validate the information, what would you do in that situation? Draw your line on specifications for a negative report, to avoid confusions later.
You will find many document and formats for your reference. Please feel free to discuss further while designing them for your organisation. Looking forward to hear from you.
From India, Mumbai
Dear (Cite Contribution),
I want to do all employee's profession and criminal background verification due to change in our policy,
Please let me know when it will be done actually, before giving offer letter or after getting all document while joining.
Some time it may happened that candidate accept offer letter but at the time of joining he/ she refuse to join.How will we come to know that whether he will join or not?
and one more thing do you know any good third party agent for background verification?
Regards,
vrushy
From India, Nasik
I want to do all employee's profession and criminal background verification due to change in our policy,
Please let me know when it will be done actually, before giving offer letter or after getting all document while joining.
Some time it may happened that candidate accept offer letter but at the time of joining he/ she refuse to join.How will we come to know that whether he will join or not?
and one more thing do you know any good third party agent for background verification?
Regards,
vrushy
From India, Nasik
Dear Vrushy ,
Please consider the Background verification before the candidate joins . You can validate the relieving documents later , on joining . This way you save your cost-per-hire as many of your candidate who are not willing to join you or is sharing an inaccurate data , will drop off.
Trust this helps. Consider any agency that can give you the TAT your firm needs. Most of these agencies are listed with Nasscom, hence will give you the standard report. Identify the specification that you may need. It might give you the option to negotiate the price you might want to pay for each profile.
Wish you all the best !
From India, Mumbai
Please consider the Background verification before the candidate joins . You can validate the relieving documents later , on joining . This way you save your cost-per-hire as many of your candidate who are not willing to join you or is sharing an inaccurate data , will drop off.
Trust this helps. Consider any agency that can give you the TAT your firm needs. Most of these agencies are listed with Nasscom, hence will give you the standard report. Identify the specification that you may need. It might give you the option to negotiate the price you might want to pay for each profile.
Wish you all the best !
From India, Mumbai
Dear Vrushy,
Here's a discussion that is live on Background verification. It might help you to design the one for your firm.
Employee Verification- certificates
From India, Mumbai
Here's a discussion that is live on Background verification. It might help you to design the one for your firm.
Employee Verification- certificates
From India, Mumbai
Dear Pavan,
There are various ways of doing a employee check. Fact is that till what level do you want to do verification? Do you have that time and till what level it is important
For example;
a) if a employee is recruited for a datacenter services than background check is necessary as he would be handling public sensitive information.
b) If a employee is recruited for back-office than probably necessary documents would be ok.
c) If education background is required to be checked than you can contact the university office or usually university have verification links to check the candidature details.
So it all depends kind of environment and what do you want to know about your employee. Any serious employee who is looking for employment will definetly not lie but a trust level is equally important to know he is not cheating with the company but definetly there are few exceptions too.
From India, Mumbai
There are various ways of doing a employee check. Fact is that till what level do you want to do verification? Do you have that time and till what level it is important
For example;
a) if a employee is recruited for a datacenter services than background check is necessary as he would be handling public sensitive information.
b) If a employee is recruited for back-office than probably necessary documents would be ok.
c) If education background is required to be checked than you can contact the university office or usually university have verification links to check the candidature details.
So it all depends kind of environment and what do you want to know about your employee. Any serious employee who is looking for employment will definetly not lie but a trust level is equally important to know he is not cheating with the company but definetly there are few exceptions too.
From India, Mumbai
Dear seniors,
I have a doubt one of my friend taken vrs and getting pf pension, and he is working in a private org. and recovery of pf is being made.He dont know that it is not correct as per the pf act. Now he want to rectify it. he is getting pension for the last 5 years.
Kindly guide us how to regularise the system as per the pf act.
jagadish
From India, Mumbai
I have a doubt one of my friend taken vrs and getting pf pension, and he is working in a private org. and recovery of pf is being made.He dont know that it is not correct as per the pf act. Now he want to rectify it. he is getting pension for the last 5 years.
Kindly guide us how to regularise the system as per the pf act.
jagadish
From India, Mumbai
Dear sri (Cite Contribution),
I knew from our association through this forum that you are senior member in terms of contribution and also regulating the useful and lively discussion including the background check. In fact we were to meet in India during one of your visits 3 years before.
Coming to the formats/designs for the BG I would like to send a format/structure which is normally used while we finalise the report to support the HR department for vetting the candidates profile before or after employment. The reason for this request that the format deals with total profiling in descriptive form and there may be chances that this may be duplicated by some others. It takes time and application of mind to scrutinize and analyse the candidates history and present to the clients.
Kindly let me know your advise.
regards,
V. Rangarajan.
From India, Pune
I knew from our association through this forum that you are senior member in terms of contribution and also regulating the useful and lively discussion including the background check. In fact we were to meet in India during one of your visits 3 years before.
Coming to the formats/designs for the BG I would like to send a format/structure which is normally used while we finalise the report to support the HR department for vetting the candidates profile before or after employment. The reason for this request that the format deals with total profiling in descriptive form and there may be chances that this may be duplicated by some others. It takes time and application of mind to scrutinize and analyse the candidates history and present to the clients.
Kindly let me know your advise.
regards,
V. Rangarajan.
From India, Pune
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