Case Studies

Learning From Mistakes Can Be Too Risky When It Comes To Hiring DID YOU KNOW? We Human beings have one very careless habit. Unless and until we are faced with a very adverse situation, we never take any precautionary steps. We buy a helmet only after we have met with an accident. We opt for vehicle insurance only after we have lost the vehicle! After we are faced with something bad, only then we go out of our way to see to it that the same thing never repeats. We at Verifitech India were contacted by a client very recently and their story was absolutely interesting. This is a well-known manufacturing industry which has stood upright for over 25+ years. While hiring, the organization hires with much care and the employees would stay with the organization for years. However, off late, they were facing a few situations that they had never faced before. The candidate, at the time of the interview, seemed to be honest and trustworthy but after joining, his incompetency at work leads to the fact that he had submitted fake work experience. Yet another candidate, seemingly well-educated and well behaved, had submitted fake salary slip just to obtain an offer letter with a high remuneration. He just wanted to use the offer letter to get into a better job and when the organization heard about it, they had to take necessary actions to stop the candidate from misusing their offer letter and spoiling their reputation in the process. Now, the management is on full alert and even if it is just 1 or 2 hires in a month, they want the candidates to undergo a professional background verification before selecting and onboarding them. When they reached out to Verifitech India for Professional Background Screening services, we were of course more than happy to help. However, we also realized that we had a responsibility for here to go ahead and highlight this incident so that everyone can take away some lesson from it. It doesn’t matter if your organization is small or large. It doesn’t matter if you are on boarding just 1 or 2 candidates in a month or 100s of candidates on a regular basis. Every business and every company needs a protection plan or an escape clause when it comes to hiring. Bad hires is not limited to talentless and incompetency anymore. In fact, most problems are created by those who are absolutely smart, presentable and highly convincing. That is where the third party professional background verifiers come into action. For us, every candidate is one and the same. There is no partiality or fair play involved in the background verification process. We follow a simple algorithm and we follow it sincerely and diligently for every candidate alike. We then put together all our findings in a comprehensive report which will help the organizations to take a call regarding the candidates. So the organizations can go ahead with their hiring process without any doubts or suspicions in their mind, as we stand up as the backbone, supporting the whole process from back-end. Recent Verifitech News HR Leadership Lessons From Ponniyin Selvan October 11, 2022 Infectious candidates with criminal records are more vulnerable than the Corona Virus. May 25, 2020 Things every employer should know about building an effective screening program September 26, 2019 Avoid unfortunate incidents with Psychometric Analysis May 11, 2019 Load More Leave comments on this post

Latest News and Trends in the Background Verification Industry In a recent survey, Google has revealed that they themselves have fired over 40 employees in the last 2 years alone, due to sexual harassment issues at the workplace. It is a well-known fact that Google is among the top 20 most desirable employers in the world. Which means, every graduate who is looking to start their career and every employee who is looking for a job change, find working for Google very desirable. Which also means that Google will be receiving thousands of resumes and job applications on an everyday basis! Apart from finding the candidate who is the right fit for the job role, Google would also be going out of its way to make sure that the candidate is the right fit for the organization and its culture. Yet, the organization is facing situations of harassment and misbehavior at the workplace. What is the solution? On analyzing this predicament, some of the industry leaders in the professional background verification service seem to have a solution. It is clearly understood that, how much ever strict verifications are done on the candidate at the hiring stage, it still seems to fall short. This is because the person keeps changing continuously as the situations around them keep changing as well. A once financially strong person may have gone bankrupt or a person who lived in a villa might now be living in slums and so on. The other way around could be true too. Change is the only constant in this world and the same goes for employment background verification. To deal with this ever-changing world and to always stay on top of things, the industry leaders suggest performing professional third-party background verification services on a regular basis, both on new joiners as well as the existing employees. It could either be on a yearly basis or half-yearly basis, whichever suits the organization. Especially few components like address verification, criminal records verification, and financial records check should be verified on a cyclical basis on the existing employees too. You never know, the employees may be facing charges or may have criminal records after joining the organization. How does this help the organization? A professional background verification is a way to understand and confirm on just the candidate’s education and experience. Through address verification, we can understand the candidate’s family status as well as get to know the candidate more on a personal level. Neighborhood check helps to understand the candidate’s life from a third person’s point of view. During the ex-employment verification, the candidate’s performance and behavior in the previous workplace can also be understood. The same goes with education verification where the candidate’s behavior, achievements/ failures, etc. can be obtained. Checking criminal records and court database is almost a mandate for each and every employee, new or existing, for obvious reasons! Moreover, if any fraudulence or discrepancies are found in the submitted documents, the employer can be forewarned that the candidate will surely try to use backdoors and shortcuts at the organization as well. This whole process holds true for both, new employees as well as the existing ones. Hence, performing background verification on a cyclical basis could help mitigate risks and further ensure the safety of the employees working in the organization. It is a solution that many enterprises and organizations are coming to accept in recent times. Because, when it comes to the safety and reputation of the organization, it is very important to stay on top of things at all times. Recent Verifitech News Experts speak on Human resources challenges April 27, 2023 HR Leadership Lessons From Ponniyin Selvan October 11, 2022 Infectious candidates with criminal records are more vulnerable than the Corona Virus. May 25, 2020 Things every employer should know about building an effective screening program September 26, 2019 Load More Leave comments on this post