When hiring new employees for your business, you’re in a competition for qualified staff. Some applicants may wish to appear more qualified than they actually are. As a result, you could end up being the recipient of fraudulent resumes. In India, resume fraud most often involves inflated claims about educational background. Accordingly, 10% of all applicants fail to be fully truthful about their educational history, degrees, or credentials. You can avoid hiring someone who didn’t tell the truth on their resume by running employee background checks.
How Background Verification Works
Wait for the background verification stage until you’ve already completed the interviews and chosen your final short list of applicants. Background verification typically takes between three and 10 days. However, an extremely in-depth verification for a sensitive position can take longer.
Start your verification by calling the last employer listed on the applicant’s resume. Ask about:
- the dates the applicant worked with the company,
- what their job title and responsibilities were, and
- what kind of performance reviews they received.
Not every company will provide information about the applicant’s salary history or drug test results. But you should certainly ask about them. Continue to review educational records to make sure all degrees claimed on the resume are accurate. Applicants are most likely to list fraudulent information in this area. Hence, you must call the universities listed personally to confirm that all credentials listed are real.
Public databases publishing criminal records should reveal whether the applicant has a history of illegal activity. You can also get access to criminal history and other court records by contacting your local law enforcement agency. Finish up by checking all personal details provided by the applicant, including address, age and other information. An applicant who lies about their address, will likely lie about a lot of other things as well.
You have several options available to help you complete background checks. Many small to medium enterprises turn the task over to the human resources department. In larger companies, background verifications are often outsourced to third-party agencies. Many of these companies offer different packages for companies of different sizes. Some even provide mobile apps to make your end of the job easier. These agencies offer specialized services. They integrate their tasks seamlessly with your applicant tracking tech and also handle international criminal checks.
The Legality of Background Verification
Background checks are not only legal in India, they’re actually required for companies that maintain ISO 27001 certification. However, some of the applicant’s personal information is protected. This includes their biometric data, finances, and medical information. So don’t try to investigate these areas. Beyond that, there’s not much regulation on background checks. You should ask for the applicant’s consent before running a background check.
Tools Used for Background Verification
The government of India has several tools available to help you run employee verification. The National Academics Directory is a one-stop center for fact-checking applicants’ education records. Information is still being added to this database, which plans to include all educational institutions in the country. The Aadhaar identification database that assigns unique ID numbers to every Indian citizen also holds all that identifying information, including bank account information, biometrics, and residence history data. While you can’t get the information released to you, you can use Aadhaar info to confirm applicant identity. In addition, the National Skills registry lets you verify information on more than 21 million registered working professionals.
Background Verification and Social Media
You can’t perform a full background check using social media. But, you certainly want to take a look at the social media feeds of all the applicants you’re considering seriously. Part of your search for the right candidate to fill an open position is finding someone who fits your company’s culture. And a review of applicants’ social media can certainly answer that question for you. You can also determine whether an applicant holds extreme views that aren’t compatible with your company’s values. In addition, a sweep of social media platforms can sometimes reveal lies or exaggerations in the candidate’s resume.
Be careful when reviewing social media. You should not allow any personal bias to seep into your assessment of a candidate. Also keep in mind that people often embellish their lives on social media to look more accomplished than they really are. So factor what you see on Facebook or Instagram against the verified information you already have on each candidate.
It’s not enough to read resumes and interview candidates when you’re hiring for an important position. Conducting employee background checks helps you feel confident about your choice. Also, it keeps you from making what could be a disastrously expensive mistake. Use the available tools — including taking a quick look at social media — to research
- top applicants’ criminal records,
- educational background,
- residence history, and
- work history
to dig out anything the candidates might be hiding before you make that all-important job offer.