VERIFITECH – Background Verification Company

Menu
Login
Book Demo

Employee Background

How to Retain Valuable Employees - Verifitech
Blog

How to Retain Valuable Employees

/

How to Retain Valuable Employees Smart HR Managers know how critical it is to retain those talents. Keeping the employees happy and loyal to the company may appear simple but a robust plan is needed retain valuable employees. The conference hall was full, but unlike other times, there was pin-drop silence this time. Even the non-stop chatterboxes in the team seemed to have lost their words. It was the farewell day of their beloved John Samuel (JS) joined the company as the 4th employee and grew with the organization. He became a Sales Head, and in every induction and orientation, he told it to the new joiners. John always wore the company name and ID card with great pride. While he guided the company’s branch heads and vice presidents, who came and went, everyone thought that JS contended with his role. Though he loved the senior mentoring and running the branch, the pandemic made him realize that he also needed professional growth and did not want to be stunted anymore in the sales head role. His resignation came as a shocker to the senior management. JS was their go-to person, and Man Friday, and they never thought he would leave. They huddled up and even came up with an attractive package and career growth plan for JS. But it was too late. Companies sometimes need to realize that they must take extra care to retain their valuable employees. HR has to Pivot The COVID-19 pandemic was a stress test for everyone. But the biggest hit was the HR. Businesses had to pivot, make remote work successful and still make profits. In the whole melee, HR had the additional responsibility of keeping the company’s building blocks intact. Making the employees stick around so they can supercharge the company’s growth. HR teams should do things in such a way that they can retain their best people. Tenured employees know what makes your business tick; they know how to get things done. Hence, companies should do everything possible to keep their rock stars. Besides affecting the momentum of growth, replacing such an employee is a time-consuming and costly affair. The Society for Human Resource Management (SHRM) reported that, on average, a company would spend 6 to 9 months of an employee’s salary on recruiting, hiring, and training a new team member. While the company’s CEO might hog the limelight, the fact is that successful businesses are built on the backs of employees. While CEOs are concerned about customer churn, they often overlook employee turnover. Employees who are not engaged or properly compensated move to other organizations looking for better career growth. And when the most competent member of the team leaves, the company is sure to face a disadvantage. Now, let us discuss how to retain your valuable employees. Conducive work environment Companies need to build a conducive work environment. It doesn’t mean a fancy office but an environment where top team members can thrive as they work towards the organization’s goals. Irrespective of their cadre, employees should be happy with their jobs. They should be excited to come to work and feel safe and comfortable. A nurturing and stimulating workplace makes employees stay, and productivity, performance and engagement increase when employees don’t have to be concerned about discrimination or harassment. Conduct team-building activities to forge a genuine bond between colleagues, which will improve communication. When the work relationships are encouraging and employees know their colleagues and managers are there to help them, they can genuinely trust them. It goes a long way to retaining talent. Providing a pleasant and organized physical space ensures less employee turnover. Open communication Encourage employees to disclose their ideas and opinions openly during meetings and personal interviews with their managers. Besides having an environment with equal respect for all employees, companies should also promote a healthy exchange of ideas between bosses and subordinates. Offer employees the freedom to question business models logically, strategies, and managerial decisions – without consequences. This helps team members to develop critical thinking abilities. Those who express their concerns or dissent will likely have the most respect for your business and would like to see it flourish for years to come. HR should ensure that every employee understands their role, tasks, and whom they should approach for what. Investing in internal opportunities. Always recognize hard work. Identify those who go the extra mile and recognize exemplary efforts. Promotions, company stocks, incentives, or an appreciation in public- all matter. Let your most valuable employees know that their efforts are appreciated. Appreciation and recognition go a long way to keep employees’ drive and reduce their inclination to leave. Employees who feel they are treated as assets are less likely to leave, and they will do better when they realize that the company is helping them grow as professionals. To achieve this, offer them suitable internal opportunities. Invest in training and find ways to maximize their potential. When companies provide their employees with ample growth opportunities, whether a promotion, relocation, or continuing education, it shows that they are investing in their employees’ future. This can improve productivity and work engagement. When employees feel happy that they are being taken care of, they tend to stick around for a long. Employee well-being Even the most competitive benefits and salaries fail to keep employees. After the Covid-19 outbreak, health has become the top priority for everyone. Give employees more than just sick leaves and free health check-ups. Craft a comprehensive health plan to take care of the overall wellness of your employees. It can include meals, fitness, travel, and more. You may remember how LinkedIn gave its employees a mental week off to cope with burnout. It would be best if you offer your employees enough free time to enjoy the rewards. Employees need to have a life outside of work, and their employment shouldn’t rob them of time and energy. Promoting work-life balance is critical to prevent burnout and to keep your team members happy. Organize company outings, keep the workload realistic, and embrace individual working styles. Conclusion

How to change your corporate culture through Background screening
Blog

Change Your Corporate Culture

/

Change Your Corporate Culture Every organization has a distinctive style of working which is called its culture. The policies, principles, how employees interact, and how the management deals with employees- all contribute to the culture. It is said that an organization’s culture is like the wind. You can’t see it, but you can feel it. And it’s present around you. CEOs and leaders across the globe are trying to create a corporate culture with better customer care and create an organization that’s nimble and agile. However, culture change is challenging for organizations to transform and become adaptive and innovative. It’s because you can’t accomplish it through the top-down command. For a culture change to happen, the collective efforts of the people and their shared awareness of how things are accomplished are important. Have a clear strategy  An organization’s cultural aspects are reflected in collaboration, trust, and willingness to work toward a common goal. A clear corporate strategy can set the foundation for a culture change. Smart leaders ensure clarity in the organization, division, team, and individuals before they start the process. When the above are in place, employees will start believing in and driving the process. Leaders strive to cultivate a robust corporate culture to achieve sustainable competitiveness in global markets. This strong corporate culture includes three areas: collaboration, trust, and learning. Leaders should consider the marketplace challenges they face before trying to change the organization’s culture. One study by researchers at Duke University (completed before the outset of the pandemic) concluded that a strong corporate culture fosters better execution, reduction in agency cost, and therefore, higher productivity and creativity. Leaders are aware of the organizational culture’s power and how it impacts the bottom line. They recognize the importance of shared values and behaviours that impact how an organization conducts its business. An organization’s culture touches every functional department, which is critical to its strategic direction. Evaluate the existing corporate culture Do an objective analysis of where your organization is. Unless you know the organization’s health, performance, and alignment, you will not be able to reach where you want to go. Be as objective as possible in assessing your current workplace culture. Don’t pull any punches. You need to assess your organizational health, performance, and strategic alignment levels so you know where you stand compared to where you want to go. Explain the desired culture Once you know your existing cultural health, clearly defining the desired workplace culture is easy. It is critical to align your organizational culture to the business strategy across the workplace’s cultural dimensions. The critical ones include market approach, customers, loyalty, focus, risk tolerance, operational approach, decision making, information, and results. When you want to bring in an organizational culture change, just conveying the need for a change won’t cut. To harness full-fledged and lasting changes, leaders should make the employees feel it, kindle a desire in them and make them ready to take up the responsibility. A good organizational change is a pursuit of shared goals. It offers meaning to work, touch individual emotions, and motivates collective action. It is often said that it takes 21 days to form a habit. Consistency is key in trying to make a change happen in organizations. However, an organization’s cultural changes are put on the back burner due to the perceived complexity of the effort. Holding leadership and the workers accountable and adaptable to change helps the cause and effect of organizational cultural change. Plan steps to change the culture  Once you understand the differences between your current and desired organizational culture, you can define the one or two most impactful cultural shifts needed to execute your strategy effectively. Next, you must identify and train culture champions and support them to help align your culture with your strategy. Leaders should be ready with a clear road map for change with key performance indicators, objectives, deliverables, and milestones. Spread the word about cultural change Cultural change must happen through a movement, not as a mandate. To create such a change, the leader should identify the culture champions and nurture them to become responsible by creating emotional engagement and connection with the people in the organization. Celebrate quick wins Leaders should recognize the power of celebrating small wins. Disseminate the wins to a large audience by leveraging employees’ social networks and other innovative methods to keep the momentum going. Establishing quick wins will help mobilize more supporters. And one should continue with it. Every employee should become familiar with the culture change plan and be able to articulate the specific culture changes, why it is vital, and how it will help fast-track the overall people and business strategies compared to the status quo. Everyone should understand their unique contribution to the effort and how culture change will benefit the organization, their team, and themselves as an individual. Cultural change can occur only when people take action. Hence, leaders should sow the change they want to see. A culture change is an opportunity for a leader to walk the talk. Behave in a consistent way that upholds the corporate values you endorse. Like leaders, high performers and culture change champions should follow the desired behaviors. Avoid these pitfalls Leaders often fall into the trap of declaring the cultural shifts they hope to see. Instead, they need to highlight examples of actions they hope to see more of within the culture. If there are any existing behaviours within certain groups or departments, highlight them. Never overuse power, like coercion and intimidation, to bring about culture change. But use your clear vision for the organization and communicate it to the employees that vision with leadership storytelling. Quickly implement new systems and processes that support and reinforce the vision. Reinforce the values for continuous improvement. Ensure to communicate more and often horizontally in conversations and stories, not through top-down commands. Don’t get into reorganizing and bring in a new team of top managers. Work with the existing managers, identify those who share your vision, and convert

Ways to reduce cost and turnaround time for your organization with Background Check - Verifitech
Blog

Ways to reduce cost and turnaround time for your organization with Background Check

/

  Ways to reduce cost and turnaround time for your organization with Background Check Overview Every organization is concerned about the time and resource management. It a fact that hiring a suitable candidate could save a lot of above mentioned factors. So your organization must be very keen on verification process, and should tie-up with the best Background Verification Companies In Hyderabad  to make better choices. Verification process done by the in-house HR teams often results in a speculation, yet in addition there are chances to diminish cost and turnaround time by examining the foundation you are working for various employment rank figures (Positions) at your associations with third party verifiers.   On reducing the Cost: The expense of the check regularly associates with the stage of affirmation your organization looking for and all the services involved in that process. Normally, running a criminal check, training confirmation and medication test on another representative is probably going to be particularly costly than simply running on any of these checks independently. The most widely recognized misstep that occurs at an individual verification is failing to tailor the check to the prerequisite of the activity. For the most part, bosses request a general example over an association when a specific position probably won’t fit the need. For example, a secretary at a trucking organization may not have to experience a similar profundity of personal investigation and medication testing though that should be possible on their drivers. So make sure within your organization that your third party background check hiring goes for a specific role which can help to lower your cost and search for the exact position which matters most. Assisting with the best Background Verification Companies In Kerala, Chennai, and Bangalore or all over India which is ready to assist your organization a complete package precise to the roles you are employing will help you to reduce pointless searches.   How to Overcome Turnaround time: Conducting background check by Work type not only help your organization reduce cost also at turnaround time. So examination your background according to the position and fix what information should be given the priority. By doing this, you can add criteria or eliminate unwanted hiring so you can alter your probable turnaround time without going for a long verification process. So don’t turn your back for verification process as it will give you a detailed verification of your employee and make your organization to avoid unwanted hiring’s. For more information: Top Background Verification Companies In Chennai.     Tags: Background companies in India, Background screening Companies, Best Background Verification Companies In India, cabdriver, Employee Background, Employment Background Verification Companies Recent Verifitech News Employee Wellbeing In A Hybrid Workplace November 29, 2022 Data Analytics in HR November 29, 2022 How to Retain Valuable Employees November 29, 2022 Change Your Corporate Culture November 29, 2022 Technological Innovations in BGV industry September 29, 2022 What qualities to look when hiring employees September 13, 2022 Load More Leave comments on this post

Is Employee verification the Key to Prevent Sexual Harassment? - Verifitech
Blog

IS Employee verification the Key to Prevent Sexual Harassment?

/

IS Employee verification the Key to Prevent Sexual Harassment? Even though sexual harassment has hit the headlines in recent times due to the #METOO movement, sexual harassment has always been an issue in the corporate offices.  A recent survey conducted by INBA with 6047 participants shows that the majority of them have experienced some form of sexual harassment at the workplace. Usually, it is the senior leaders who are associated with sexual harassment but the survey shows a different picture that anyone can be an offender like supervisors, junior-level managers. This may cause talented employees to leave causing a significant dent to the reputation. This can be avoided by following these steps. Screening employees to generate trust Being hands-on is the best way to prevent sexual cases in the workplace. With a great emphasis on performing Top 10 Background Verification Companies In Chennai, companies can reduce the risk of hiring a potential offender. Not just junior-level employee’s background verification should be conducted on all levels including CEOs and senior managers.  Employee background verification process is a proven way to create trust within the company and protect the brand reputation by avoiding the legal issues. Most companies are consolidation their policies on sexual harassment by pulling up the data of current employees for screening with the aid background verification companies. While making a comprehensive sexual harassment policy companies should also educate all level of employees on the policy and how crucial it is. This policy should also include thorough background verification for its existing employees. Few ways to avoid hiring toxic employees Create a complaints committee: This committee should take all in complaints about sexual harassment and should be well trained in mandates, state, and central legislations. Conduct ongoing training sessions: Regular orientation and training to all employees about the zero-tolerance policy towards harassment will ensure maximum awareness among the employees. Complete confidentiality: Companies should offer an empathetic and safe atmosphere to the victims when they share their experience by protecting privacy and keeping it confidential. Record the complaint: If required the victim should be allowed to file an FIR. And, every evidence should be recorded because complaint readdressing is very important eventually. For more information: List Of Background Verification Companies In Mumbai.       Tags: Background companies in India, Background screening Companies, Background Verification Companies, Best Background Verification Companies In India, Employee Background, Employee Background verification Recent Verifitech News Employee Wellbeing In A Hybrid Workplace November 29, 2022 Data Analytics in HR November 29, 2022 How to Retain Valuable Employees November 29, 2022 Change Your Corporate Culture November 29, 2022 Technological Innovations in BGV industry September 29, 2022 What qualities to look when hiring employees September 13, 2022 Load More Leave comments on this post

Background Screening / Employee Screening for all countries
Case Studies

Avoid unfortunate incidents with Psychometric Analysis

/

Avoid unfortunate incidents with Psychometric Analysis There is always a divided opinion among recruiters on whether to conduct psychometric testing foremployees while recruiting or Background Verification Companies In Bangalore . Even though there is no definite study that these tests work, there is a possibility by conducting psychometric test we can avoid adverse incidents like the following,A senior manager at Tata Steel Production (TSPDL) was shot dead at the Faridabad office. This unfortunate incident happened due to the fact that a sacked employee cannot take his dismiss lightly. According to police, the murder was carried by Vishwash Pandey an ex-employee of (TSPDL) at the Faridabad branch. The accused who hails from Prayagraj in Uttar Pradesh brought a pistol for Rs, 90000 with 25 bullets for committing the crime. He even carried out two practice shots in a park two days prior to two days from Diwali. When asked, Vishwash Pandey said that the deceased Arindam Pal has plotted against him with the other employees at the office to get him fired from the job. This is the reason he murdered deceased said higher police official from Faridabad police. When asked about the accused, the police answered that arrest comes in the nick of time as he planned to escape to Singapore, where he had secured a job recently. He has arrested Faridabad near the Sainik colony and confessed to the crime. How a psychometric analysis of employees would have prevented this incident? Psychometric testing as a recruiting tool can help to reduce risks by revealing a candidates character and behavioral patterns. Personality profiling possibly can evaluate how an applicant behaves in a specific situation, like whether or not if he/she can handle the pressure situations if offered the job.In an interview process, it is easy to evaluate a candidate’s education, experience, and skillset than analyzing their performance and personality traits. Psychometric testing aims to solve this problem and offer as much insight into a candidate’s suitability possible.The main goal is to concede the applicant’s response in a peculiar situation, attitude and preference, and reaction and actions. Using this in an interview process, the recruiter will venture to read if the applicant fits into the business culture and the contour they are looking for. Here, attitudes, values, behavior, opinions, interests, are all put into thought.In the above case, if the recruiter has done any sort of psychometric test on the accused, there may be a the possibility that his impulsive behavior might have known and this unfortunate incident can be avoided. For more information: Background Verification Companies In India. 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

Exit interview by internal HR - is it effective enough to fullfill the purpose - Verifitech
Blog

Exit Interview by Internal HR – Is it Effective Enough to fulfill the purpose?

/

Exit Interview by Internal HR – Is it Effective Enough to fulfill the purpose? Exit interview is a vital process to understand and document the reason for resignation of an Employee and utilize the feedback to improve the organization’s process and structure. Normally, Exit interviews are conducted by in-house HR executives or by hired third Party HR Executives. It provides a chance to obtain honest and exact feedback from an employee who decides to leave the company. Nowadays, companies have started to conduct an exit interview to obtain feedback from resigning employees. But, the question is, Is it effective enough to fulfill the purpose of attaining information about why a particular employee is leaving and what are the aspects to be taken care of to avoid losing valuable resources in future. This like process can be known with the help of attending through some of the best Background Verification Companies in India. According to our research, a lot of establishments don’t even conduct Exit interview; some organization gathers feedbacks but do not examine them. Some organizations analyze them but do not discuss it with the senior line leaders who could be in a power to address and resolve issues. Only a very few organization gathers genuine feedback from their resigning employees and then analyzing the data and sharing it with senior management to address several issues. In today’s competitive business world, skillful employees are the strength that drives the growth to become successful company. So, businesses must know exactly — why an employee stays, why they leave, and what are the possible changes organization can incorporate to avoid such human resource losses. The greater goal for any company should be to retain valued employees at cost. We spend a lot in terms of money as well as time in recruiting a valuable resource. But, when such valuable resource leaves a company for any internal operational faults, internal office politics, psychological threats, then, it is a critical issue at hand to resolve first. Honesty matters a lot in exit interviews and, it is definitely a management’s responsibility to make it beneficial to the betterment of the organization. Exit interviews might be uncomfortable in some situations in many organizations, given the relationship between management and employees. There are chances of not receiving honest feedback from resigning employees. Sometimes employees do not raise a complaint regarding workplace harassment issues and won’t reveal the true reason even at the time of exit interview. The main reason for it is that they don’t prefer to be seen as a victim or attention-seeker and the humiliation; and they wish to have a smooth exit and do not wish to have any trouble in future which may affect their career. Moreover, employee might have been faced the issue because of the close associate of the HR person who conduct exit interview or even by the HR who troubled the employee; in such situations; exit interview would be a formality and truth will not come out. However, there is a solution to overcome such threatening issues and, the best possible solution is to hire third party professional interviewers. Third Party Professional Exit Interviews are conducted in completely different manner than the Internal Exit Interviews. In Third Party Professional Exist Interviews, we adopt different strategies with psychological approach. It keeps highest confidentiality and promise to the employees that their statement and findings would be shared only to the Top most Executive in HR and Management, such as HR Head, Director-HR, Managing Director and CEO. Internal office politics, scam with the help of in-house HR, process violations, psychological threats, women harassments, information theft by supervisory staff are few issues which are very common we obtain through Third Party Professional Exit Interviews and are very critical to safe guard the organizational interest. Mistakes happen everywhere but learning from them is significant. Thus, companies should conduct proper Exit Interviews for progressive future growth and avoid unnecessary human resource losses. Look around in awareness and always learn from mistakes! Recent Verifitech News Employee Wellbeing In A Hybrid Workplace November 29, 2022 Data Analytics in HR November 29, 2022 How to Retain Valuable Employees November 29, 2022 Change Your Corporate Culture November 29, 2022 Technological Innovations in BGV industry September 29, 2022 What qualities to look when hiring employees September 13, 2022 Load More Leave comments on this post

Employers should run a periodic Background screening on current employees - Verifitech
Blog

Employers should run a periodic Background Screening on Current Employees

/

Employers should run a periodic Background Screening on Current Employees Employee background verification should be an important part of a company’s recruitment policy. Most of the employers have realized the importance of verification process and have included this cautious practice in their recruitment process. When recruiters verify a candidate’s background and their criminal record is clean, it does not certainly mean that their record remains that way throughout their tenure. What Prompts Existing Employee Background Checks Many issues have proven that periodical background verification should be conducted to keep track of employee’s behavior and attitude. Unfortunately, recruiters facing accusations of bad employing due to workplace violence, employee thieving and bad attitude towards duties will know about this all too well. Employees face difficulties and challenges in their lives that may perhaps lead to actions the recruiter would consider risky. Below are the few reasons for screening current employees When there is a change in the employee’s role and responsibilities, the employer should run a thorough background verification test to ensure reliability. Risks are higher when an employee gets access to confidential business information, bank account details, business finances etc., due to a promotion or change in role. The initial background verification may not have incorporated examination on the employee’s financial history or work ethics and many more aspects, even if it did a scenario may have changed. Every individual’s behavior changes when they face great personal loss or accident. Management should opt to screen such employee’s in case the changes are too unusual. When a company implements the new and updated methodology to background verify their recruits, and then a company’s employees who are working over a long period of time may be screened properly. It is best recommended to recruiters to conduct a periodical background check on their current employees to minimize the level of risks their management could face. Negligence in such a sensitive process may lead to regrettable mistakes. Always remember that the past test results of your employee do not at all times dictate recent activities. Let’s better be safe than sorry!     Tags: Employee Background Recent Verifitech News Employee Wellbeing In A Hybrid Workplace November 29, 2022 Data Analytics in HR November 29, 2022 How to Retain Valuable Employees November 29, 2022 Change Your Corporate Culture November 29, 2022 Technological Innovations in BGV industry September 29, 2022 What qualities to look when hiring employees September 13, 2022 Load More Leave comments on this post

Which is crucial check in background Verification - Verifitech
Blog

Which is a Crucial Check in Background Verification?

/

Which is a Crucial Check in Background Verification? In the overall process of background verification, to confirm a candidate’s past work experience is the crucial check. The employer must never ever skip this step before he/she provides the candidate a job in their firm. They must completely confirm their job experience with at most care and must not take it lightly in a hurry to employee more candidates. WHY? Past work experience is the most common area where an applicant falsifies their information. A proven study shows that there is an increase in the discrepancy rate in employment history. Analyzing the past work of a candidate will provide a complete insight of loyalty, trust, and stability in their job. It not only unearths the past conduct of the candidate but it also reflects their future endeavor. WHAT? Candidates might sometimes have gaps in their history of employment. It might be of various reasons like maternity leave, returning to school or college, incarceration or even pursuit their own business venture. Candidate tends to fill their gaps with falsifying or forging documents by tampering with their start and end date of their previous job. In some cases, candidates tend to alter their job titles with a higher cadre for leveraging a higher pay grade. In some cases, the company might also force a candidate to resign their position on various factors such as lack of performance, not updating on the technical factors in their job and below the average caliber of skills. There is also a possibility of misconduct and non-ethical behavior. In that case, they will be terminated immediately without warning with a black mark on their career graph. This is where a complete background check with a help of Background Verification Companies in Mumbai comes in handy. HOW? An employer must get assistance from the Background Screening Companies in Chennai. We provide an in-depth insight into the candidate’s complete work portfolio. We also analyze whether the information claimed by the candidate is valid and matches with the genuine information. Our verifications confirm all the critical details like the job start and end details, Salary details, Titles held by the candidate, Duties performed, in some cases we examine the termination reason and rehire eligibility. The Employee Background Verification Companies in Chennai provides a value to the employer and also clearly gives the idea of the candidate’s attitude, integrity and work habits. To conclude, if you are planning to build your company with the trustful pillars i.e., your employees, then you must definitely collaborate with one of the Best Top 10 Background Verification Companies in Chennai to choose your prodigies. Let us join hands and build your dynasty and make a mark for yourselves in this competitive world. Candidate absconded abruptly without serving notice period and did not complete the Exit Formalities; and or resigned because of unable to handle the project competency and pressure Tags: Background screening Companies, Employee Background Recent Verifitech News Employee Wellbeing In A Hybrid Workplace November 29, 2022 Data Analytics in HR November 29, 2022 How to Retain Valuable Employees November 29, 2022 Change Your Corporate Culture November 29, 2022 Technological Innovations in BGV industry September 29, 2022 What qualities to look when hiring employees September 13, 2022 Load More Leave comments on this post

Ex-employment Verification / Past employment
Case Studies

Learning From Mistakes Can Be Too Risky When It Comes To Hiring

/

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 Leading Background Verification Industry
Case Studies

Latest News and Trends in the Background Verification Industry

/

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

Scroll to Top