When it comes to pre-employment screening, many organisations believe that a criminal record verification is all there is to it. However, as the name suggests, only the criminal history of the individual will come to light by conducting a criminal check. There may be many other aspects of their professional and personal life that candidates may try to hide or lie about. Therefore, it is critical that organisations expand their background verification to include various other verification processes.
Contrary to popular belief, there is no one central database you can go to which will give you all the information you want to know about an individual. So, if you want to cross-check data of candidates thoroughly instead of simply conducting a criminal history check, it will take time, skill and professional efficiency to receive accurate results.
Moreover, many employers are not up to date with the latest developments and technology regarding background screening, resulting in them not being able to make optimum use of all the resources available to them. This often leads to them making bad hiring choices. In fact, according to a 2013 report, as much as 88 percent of employers conduct a criminal record verification. As high as the numbers are, the findings of this report also suggest that a majority of companies do not focus on going beyond a criminal history check.
Another survey conducted by The National Association of Professional Background Screeners (NAPBS) in the US found that as much as 97 percent of the employers surveyed included a criminal record verification in their pre-employment screening process. This also shows that most companies include just criminal checks when vetting their candidates. But, as we have mentioned before, a criminal history check alone is not fool proof.
So, to ensure that your company hires the right people who will not pose a threat in any way, remember to include the following in your background verification process apart from a criminal history check.
Also read: Essential Factors to consider in ‘Criminal Record Verification’
GST verification
GST or Goods & Services Tax is a value-added tax paid by consumers for domestic goods and services they consume. The business then remits the taxes paid to the government. Why do you have to include a GST verification while screening your candidates or potential partners? It will ensure that they are a credible and trustworthy entity that has no intention to commit fraud. In addition, it proves that they comply with the nation’s GST system.
Property tax verification
Apart from a criminal check, property tax verification is important not only for employees and candidates but for customers too. For any interaction with customers or before onboarding employees, it is your responsibility to make sure that these individuals are exactly who they claim to be. In other words, you have to make sure people provide correct information to you in order to prevent any fraud. Apart from proving an individual’s identity, it also proves that the address provided is correct, and shows how financially responsible they are.
Utility bill verification
Utility bill verification, like electricity bill verification and water bill verification, is also increasingly becoming a mandatory aspect of a background screening process apart from a criminal history check. These verifications are proof of an individual’s identity as well as address. At AuthBridge, we make use of advanced APIs to conduct these verification processes so we can deliver fast and reliable results to you.
Form 16 verification
Form 16 is a certificate issued to an employee by an employer to certify that Tax Deducted at Source (TDS) has been deducted. It can help to verify the identity, employment history, and past compensation of a candidate. This comes in handy as it can help new employers decide on a suitable salary for a candidate.
