The process of Background Verification (BGV) has to be seen in the context of a technology-driven hiring space which is still evolving. The job market competition has never been this cut-throat, in the middle of a talent war. Candidates are going way beyond their potential to get a rewarding job and exceed employer expectations. Even the employers are making drastic moves to attract and retain top-notch talent. With the ever-widening talent demand-supply gaps, your approach to hiring can go all wrong. It’s a do-or-die situation for HR teams.
There’s no mistake as costly as employing a wrong hire into your company. Nearly three of four employers report that they’ve hired the wrong person for a critical position. [Source: Career Builder]. The best one can do here is to reduce future risks by checking the candidate’s past records and staying alert through and through.
What Is The Full Form & Meaning Of BGV?
The full form of BGV is Background Verification which refers to verification of potential employees by companies. It is a process of collecting and verifying information about an individual’s background, past history, qualifications, and education for the purpose of protecting an organization or business from potential risks.
It is done to ensure that your employees are who they say they are and that they have not been involved in any anti-law, fraudulent activities in the past.
What All Is Checked In BGV?
There are several checks that can be used for BGV, including educational verification, employment verification, criminal record checks, credit checks, validating references, address verification, testing for drugs, and social media checks.
Below are some of the aspects which are verified and confirmed by way of BGV:
- Employment claims
- Mismatches in education records
- Discrepancies in the last salary received
- Work experience in unrelated fields
- Fake degrees from unrecognized colleges
- Stolen, fake identity proofs
- Past criminal history
- Poor market reputation
- Forged address
What Are The Documents Required For BGV (Background Verification)?
Identity Proof:
- Purpose: To confirm that you are who you claim to be.
- Common Documents: Passport, National Identity Card, Driver’s License, Social Security Card.
- Details: Must be government-issued, contain a photograph, name, date of birth, and an ID number.
Address Proof:
- Purpose: To verify your current and previous residences.
- Common Documents: Utility bills (electricity, water, gas), Bank statements, Lease or rental agreements, Voter ID (if it includes address).
- Details: Should have your name and address clearly listed, and be recent (usually within 3-6 months).
Employment History:
- Purpose: To verify positions held, duration of employment, and job responsibilities.
- Common Documents: Offer letters, Relieving letters, Pay slips, Reference letters.
- Details: Should include employment dates, titles, and contact information of supervisors or HR departments.
Education Verification:
- Purpose: To confirm academic credentials and qualifications.
- Common Documents: Diplomas, Degrees, Certificates, Mark sheets, Transcripts.
- Details: Need to show the full name of the institution, course of study, and date of graduation. Sometimes, verification codes or seals are also necessary.
Criminal Background:
- Purpose: To check for any criminal history that might be relevant to the job.
- Common Documents: Police clearance certificates, Criminal background checks from an authorized body.
- Details: This may vary greatly by country; some places have an online verification system, while others require a visit to a police station.
Credit History:
- Purpose: To assess financial responsibility, particularly for roles that handle finances.
- Common Documents: Credit report, Bankruptcy discharge documents.
- Details: Credit reports typically summarize credit activity and current credit situation including loan paying history and the status of credit accounts.
Professional Licenses:
- Purpose: To confirm the validity and status of any professional licensure claimed.
- Common Documents: License certificates and verification letters from the licensing body.
- Details: Should include the license number, date of issue, expiration date, and status (active, expired, suspended).
Reference Checks:
- Purpose: To gather insights into your work ethic, character, and professional experience.
- Common Documents: List of references with contact information.
- Details: Typically includes names, job titles, organizations, phone numbers, and email addresses of former supervisors or colleagues.
Drug Screening:
- Purpose: To ensure compliance with company policies regarding drug use.
- Common Documents: Drug test report from an authorized medical facility.
- Details: A negative result is usually required; some companies may perform their own testing after the initial employment offer.
Immigration Documents:
- Purpose: To establish eligibility to work in the country for non-citizens.
- Common Documents: Work permits, Visas, Green cards, Employment Authorization Document (EAD).
- Details: Must be current and allow for the specific type of employment.
Why Is BGV Done By Employers?
Many candidates think that a background verification checker will not dive deep into the information stated on the resume and resort to exaggeration to add a little punch there. So, in such a situation conducting BGV becomes important.
Some of the top reasons stated by employers for BGV are:
- To prevent fraudulent activities within the company/organization
- To prevent identity theft
- To maintain compliance with government regulations
The BGV checks also play a pivotal role in uncovering the following aspects:
Reveals criminal past: Imagine how it would be to hire a criminal! Of course, hiring a candidate with a criminal record poses a serious threat to your organization’s future. One of the main reasons why criminal record check is the key while screening new employees. Using proprietary databases powered by AuthBridge, it is possible to run criminal record checks nationwide, across state, city, county, etc to find out if, when, and where a crime has been committed. This enables you as an HR to make a sound and informed hiring decision.
Ensures a safe workplace: For every employer, creating a safe working environment is on high priority. If not taken care of, as custodians of the company, you are to be held accountable.
Without a background check, chances are that you’ll take interviews of candidates who have a dark history behind them. From hiring sex offenders to violent criminals, you just cannot risk your employees and workplace for it. But what happens if you skip background verification and end up hiring these kinds of unwanted social elements? It will only compromise your workplace safety and brand equity. So, by now you understand the importance of BGV in today’s hiring scenario.
Protect against reputational risks: What do you want to achieve the most as an HR? Do you want to protect your company’s reputation? Then start moving in tandem with the changing times now. It’s the value addition of your actions and how swiftly BGV can be adopted as the first onboarding step. After all, it’s all about attaining peace within the mind! It is obvious that you want to do everything in the direction of building a successful organization. And this can only be turned true when the best talent is hired to run crucial businesses and processes. We understand that lengthy and cumbersome verification processes can create bottlenecks, but worry no more. With AuthBridge’s AI-powered Employee Background Screening, you can ensure building an authentic, power-packed team. Don’t think, just act to include background checks in your HR agenda right away! Nowadays, Technology is the catalyst for employee onboarding & background verification.
All things apart, there’s no room for a mistake that can easily be covered through the process of BGV. So, unless you want your company’s safety to get compromised, it is best to run background checks to make smarter hiring decisions, easy. It is the one and only way to spin the wheel of fortune in the direction of powerful teams and business growth.
AuthBridge is India’s largest background verification company. If this interests you, write back to us at sales@authbridge.com or share your details with us on our contact us page for more information.
FAQs around Background Verification (BGV)
Background Verification (BGV) is the process of checking a candidate’s personal, professional, and educational history to verify the accuracy and authenticity of the information provided. It typically includes verifying employment history, educational qualifications, criminal records, credit history, and other relevant details.
Background Verification (BGV) is required to:
- Ensure the accuracy of the information provided by candidates.
- Protect the company from potential risks associated with hiring unqualified or dishonest individuals.
- Maintain a safe and trustworthy workplace environment.
- Comply with legal and regulatory requirements.
- Prevent fraud and mitigate risks related to negligent hiring.
A comprehensive Background Verification (BGV) usually includes:
- Employment Verification: Confirming past job titles, responsibilities, and durations.
- Education Verification: Checking the authenticity of academic qualifications.
- Criminal Record Check: Searching for any past criminal activities.
- Credit History Check: Reviewing financial stability and creditworthiness.
- Reference Checks: Contacting provided references for insights into the candidate’s character and work ethic.
- Identity Verification: Ensuring the candidate’s identity through official documents.
The duration of the Background Verification (BGV) process can vary depending on the complexity and the number of checks required. Typically, it can take anywhere from a few days to several weeks. Most comprehensive background checks are completed within one to two weeks.
Yes, an employee can fail a Background Verification (BGV) if discrepancies are found between the information provided and the verification results, or if the background check reveals issues such as criminal records, falsified credentials, or poor credit history (depending on the job role).
Background Verification (BGV) is usually conducted by third-party verification agencies like AuthBridge or in-house HR departments. Third-party agencies specialize in thorough and unbiased verifications, ensuring accuracy and compliance with legal requirements.
If discrepancies are found during Background Verification (BGV), the employer will usually contact the candidate to clarify or explain the inconsistencies. Depending on the nature and severity of the discrepancies, the employer may decide to continue with the hiring process, place the candidate on hold, or rescind the job offer.
