Employee Background Verification (BGV) Screening Company in Bangalore

Employee Background Verification (BGV) Screening Company in Bangalore

Branded as the IT capital of India, Bangalore is soon moving closer to becoming the cybercrime city. According to TOI, Bangalore witnessed 47% of India’s cybercrimes in 2020, this figure is an eye-opener for several MNCs and companies operating in Bangalore. however, the city reported the highest number of identity theft and impersonation cases among the 19 cities during the last two years. Companies in Bangalore had to step up their background verification processes. This is exactly why background verification companies in Bangalore are skyrocketing. Companies have acknowledged the importance of agile, tech-driven background verification and onboarding processes.


Background Verification Company in Bangalore

AuthBridge isBGV company in Bangalore/Bengaluru that offers high-quality employee background checks in Bangalore. We at AuthBridge stand as leaders in the background screening space for almost 16 years, among the other background verification companies in Bangalore. We are here to help you with quick and efficient background checks.


Features and Benefits of Background Verification in Bangalore

With a competitive job market, background verification and onboarding can be tricky. However, it’s important to not mistake it as just another HR formality of the recruitment process. Today, it forms an inevitable part of the employee onboarding process. By embracing ‘tech-enabled ’onboarding, it is easier to create a customized and engaging candidate experience that boosts the success of your organization. Using iBRIDGE, an AI-driven, end-to-end onboarding solution, verify and onboard talent instantly, efficiently, and securely, creating seamless onboarding journeys with the least manual intervention.

Powered by AuthBridge, iBRIDGE helps you scale at ease, attract quality hires, and drive business growth. New hire verification has become a lot more than a mere norm these days. Especially in a city like Bangalore which sees hundreds of new companies, jobs, and employees, it is difficult for companies to perform due diligence single-handedly. It requires a robust mechanism to identify and eliminate bad hires.


Below are the features & benefits of background verification services by AuthBridge:

  1. Reduce onboarding time by up to 90%
  2. Minimise onboarding costs by up to 70%
  3. Show the progress of cases through real-time dashboards
  4. Send automated and timely notifications to candidates and other stakeholders
  5. Completely automate document collection and onboarding form submissions
  6. Conduct AI-powered, database-driven identity, address, criminal, and other checks in real-time.

AuthBridge as the best among the Background verification Companies in Bangalore do not limit to employment screening only. The magnitude of verification has grown by leaps and bounds too. Let’s take very minute examples, where a large amount of risk is involved. Trusting a taxi driver that drives the female employees to/ from the organization or a delivery boy who shows up at the doorstep with your package/delivery. Backed by new-gen technology, cutting-edge tools, background verification helps organizations to build trust among their stakeholders, employees, and business allies.


AuthBridge offers a wide range of Background verification services in Bangalore as follows, but not limited to Employee Background Verification:

  1. Post-employment verification
  2. Identity verification
  3. Digital address verification
  4. Education verification
  5. Criminal records check
  6. Civil records check (Court Database)
  7. Risk management

For large organizations that outsource their requirements like supplier, housekeeping, transportation, etc. to external vendors, AuthBridge also provides extended workforce screening (EWS) including:

  1. Vendor due diligence
  2. Company address verification
  3. Professional reference check
  4. Legal records check
  5. Financial records check
  6. Reputation analysis etc.

Bangalore’s booming economy and cultural tolerance are lately acting as a magnet for people seeking a better life. But at the same time, it’s going awry for a few others. With the hybrid culture of Bangalore in mind, AuthBridge also provides 2 more important services:

  • Psychometric Analysis
  • Drug Test


Why Choose AuthBridge as Background Verification Company in Bangalore?

While there are many providers of Background Checks, you must choose AuthBridge for its versatility. Let’s unpeel the value propositions we offer our clients:

  1. We care – we are constantly working to help our clients build a foundation of trust and safety within their business and mitigate risks as much as possible. We understand how much business means to you, and that’s why we make it our number 1 priority.
  2. Our technology – our services are driven by the right technology. We are therefore continuously investing in our technology and finding the most innovative solutions to ensure we deliver transformative and fast results. We know what matters to your business. Our platform is built on digital tools that provide efficiency and ease for both our clients and employees.
  3. Geographically diverse reach and work expertise – we provide comprehensive global solutions and deep expertise in the geographies we serve. We are gradually moving in the direction of being a global name, with diverse cultures, screening differences, and nuances.
  4. Focus on security and compliance – we hold ourselves to the highest legal and ethical standards for compliance. This is important for us, for you and your business, and for your candidates. We take a 360-degree approach to maintain privacy, and legal and regulatory requisites concerning background screening.

Background verification is very basic to mitigate the risks of hiring and build trust along the way. A lot of companies have onboarded third-party verifiers as a compulsory ‘to-do’ of all their HR processes in Bangalore. Not just Bangalore, AuthBridge is at the top among the best background verification companies in India. Jump on the digital bandwagon to create a safe and trust-filled work environment in your organization while safeguarding against data/information theft and other risks!


AuthBridge Contact at Bangalore

Office Address:

AuthBridge Research Services,
216 / 2-B, Plot No. 2,
Nagavarapalya, C.V. Raman Nagar,
Bangalore – 560093
Karnataka, India

Sales Contact: +91-8826988001

Sales Email: sales@authbridge.com

What and How of Udyam Aadhaar Verification

Why employment background verification is important and how to get it right?

Imagine hiring an employee for a top leadership role after a long and elaborate interview process, and later discovering the candidate is underqualified for the desired role.

The hiring decision was made considering the past employment history but you realised it didn’t turn out to be the best one, maybe because of the certain employment gaps that you ignored in the first or false information presented by the candidate.

In the race to seize the best job, the best opportunity for career growth, many candidates tend to lie about their experience, education as well as licensing. It doesn’t necessarily indicate a fishy motive behind it, but it still becomes important to check the candidate’s employment history to protect your company’s efficiency, ROI, and reputation. Employment verification helps you build a solid foundation of efficiency and trustworthy workforce  and is a critical step in hiring new employees. It is the most effective way to create, develop, and keep a solid workforce in the first place


Why is employment background verification important?

Conducting employment checks for background verification has been instrumental in hiring the right candidates and preventing any mishaps due to fake employment claims in the resume or during the interview process.

According to AuthBridge’s data analysis, around 15% of candidates presented falsified information on their resumes in 2017. As per a study conducted in 2022 by ResumeLab, it has been found that 93% of people know someone who lied on their resume about their employment history – presenting twisted work titles, exaggerated job responsibilities, work experience.

With the number of candidates providing false employment information and fabricating job titles increasing every year, the stakes of a wrong hire have become much higher. A detailed employment check can be beneficial to catch experience gaps, a discrepancy in skills, and false information before getting a candidate into the system. Moreover, you will get valuable insights into the past responsibilities, work attitude, and job titles of your potential candidates.

Especially when you are going from entry-level hiring to mid/senior-level hiring, employment verification cannot take a backseat.

  • Ensuring workplace efficiency: In case the hired candidate lacks a specific skill set or experience for the required role, it directly hampers the overall work efficiency. Strict employment screening can help you hire suitable employees who are qualified for their positions.
  • Reducing legal liability: If the candidate is found to have a discrepancy in the information related to previous employment, the employer may be held liable for negligent hiring.
  • Improving hiring decisions: Employment checks can help employers make informed hiring decisions as they get a complete picture of a candidate’s work history, experience, past work responsibilities, and work attitude.
  • Protecting the company’s reputation: Hiring candidates with falsified information on their resume can damage the company’s reputation.

Top 7 things that you must keep in place for your employment verification process:

  • Mandatory Employment Checks For All Employees

For maximum safety and efficiency, your organisation should have a consistent and fair policy for employment verification that checks the past work employment of every candidate irrespective of the position they are applying for. 

There should be no bias or relaxing the rules for any candidate even if they may be applying for leadership positions or are well-respected in the industry.

  • Compliance With Employment Background Verification Laws

When conducting an employment verification, you may uncover sensitive information which may not be allowed by law to be included in a background check. There are various legal obligations that you should keep in mind while conducting background checks to avoid any unnecessary lawsuits and legal troubles in the future. 

Make sure you partner with leading background verification companies for employment checks to stay in line with the mandatory laws and regulations.

  • Choose FCRA Compliant Background Checks

The Fair Credit Reporting Act (FCRA) can help you find out which background checks you can and cannot include when it comes to information on a candidate’s credit. Not performing FCRA-compliant background checks can expose your business to potential litigation.

Similarly, every country might have associated guidelines like Anti-Money Laundering Policy, etc. to be followed during background verification no matter whether you are conducting employment checks, education checks, criminal checks, reference checks, or so on.

  • Partner with leading background verification agencies that are data security compliant

When looking for background verification agencies to work with, make sure they adhere to quality and information security standards and most importantly, are data security compliant. Moreover, choose those third parties who have domain expertise in background verification alone, rather than those who offer a plethora of services without specialising in anything.

  • Understand ‘one size does not fit all’. Strict checks for higher positions

While it is important to conduct employment verification processes on all candidates without any kind of discrimination, it is also important to understand that one size does not always fit all. Employment verification packages must be tailored to fit each job position. The more important the position is, the more thorough and stringent the background check should be.

  • Always take action as per the employment verification results

If you find anything in the employment background verification results that may affect the candidate’s qualification for the job position, make sure to take the necessary action. Don’t just conduct background checks just for the sake of it. Always follow through to mitigate risks for your organization.

  • Be transparent with candidates regarding the employment verification results

Whatever the result of your employment verification may be, always be transparent about it with the candidates. You have to inform them about your findings, and if there is anything questionable, allow them to explain and justify themselves. One must ensure that the background verification process is a win-win for both the employer and the employee and that the experience is seamless for both parties.

AuthBridge is India’s leading Background Verification (BGV) Company. Write to us at sales@authbridge.com or visit contact us page for more information.

A Guide to New Employee Onboarding Process

A Guide to New Employee Onboarding Process

Amidst the pandemic, the hiring market is already tense. And the next wave could be worse than the second wave situation. So, employing efficient ways to onboard employees help the organization to ensure sustainability. According to Brand Hall Group, preeminent research, and analyst firm, organisations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. New employee onboarding is the key process to acquaint a new employee with the internal culture, provide all necessary tools and information to build a long-term association.

This is an ongoing strategic process that starts with finding a hire to settle them in their job role. This isn’t as shallow as an orientation program.

Imagine how it would feel if, after laying the groundwork right (searching for, identifying, interviewing, and recruiting the right talent), your hire quits or accepts the competitor’s offer or what if a candidate accepts an offer, confirms the joining date, and suddenly doesn’t show up?  This can be heartbreaking for the HR teams!

The question is whether creating a structured new employee onboarding process will have a positive impact on new hires? Would it augment employee engagement, invoke a sense of loyalty, and improve employee retention? And more importantly how to build a new employee onboarding process


What is employee onboarding?

Much before an employee onboarding process begins, sourcing good candidates is a must. Employee onboarding processes can vary from one organization to another. Ideally, a successful onboarding journey helps to transform a potential hire into a productive one. This mainly involves familiarizing your new employees with the workplace, company policies, and cultural values.

Let’s take a deeper dive into what encompasses a new employee onboarding journey and how you can get it right.


What is the Employee Onboarding Process?

Step 1: Releasing the offer

An employee onboarding journey typically begins when employees are first selected. After that, offer letters, policy documents, onboarding forms, and other papers are extended. Keeping clear and transparent communication will help gain their trust in the new work environment. Today, with the help of AI-powered platforms, it’s much simpler and faster to verify and onboard good talent. iBRIDGE by AuthBridge is an end-to-end employee onboarding solution to scale at ease, hire quality hires, drive business growth, and enable seamless onboarding. This helps reduce the onboarding time by 90%.

Step 2. Offer acceptance

After an offer is shared with the candidate, the next step is acceptance. At this very stage, your company initiates a telephonic call or meeting to set out organisational expectations and review company policies, procedures, benefits, etc. We believe in keeping a proactive approach towards engagement. This is a vital element to improve employee retention and reinforce strong relationships thereby strengthening the employee onboarding process. These days digital signing products are gaining popularity to electronically sign, manage, and store documents. SignDrive by AuthBridge is a 100% contactless solution to digitally keep up and secure your business documents in the most compliant way.

Step 3. Waiting period

When there’s a gap between the job offer and the date of joining, it’s important to keep your new joiners engaged. A pre-planned strategy must be devised prior to taking them in. This will help to keep their motivation levels high while creating a healthy relationship. This is an important step while creating the onboarding process.

Step 4. The day of joining

The first day of joining is always special. It’s a good time to make them feel excited and happy at the same time. As an HR, it’s important to build a sense of belonging among the new hires.

Step 5. Liaison within departments

Whenever a new employee joins, it’s recommended to introduce the new hire within all departments and help them understand the business better. A short meeting can help to feel more connected to the organization and its people. This opens the internal communication channel for the new person and enables them to do concrete work from the get-go. The teams can be IT, HR, etc. along with topline managers.

Step 6. Training & orientation

Another important step in the way is to share insights related to the company culture and the role and responsibilities. This is great to understand the overall vision and short-term goals of the organization. This is also the right time to set specific goals for the new employee in the next 30, 60, or 90 days.


The first few pieces of training can fill in the employee to pick up and start concrete work without any pitfalls.

Technology can offer opportunities to take a candidate-centric approach and create a highly profitable unit. With the introduction of innovative analytics tools, SaaS software, and AI-based chatbots, candidate journeys will be fully customized. The next generation of HR needs to create a holistic, data-driven approach to modernize itself with robust tools and technologies like Artificial Intelligence, Deep Learning, Augmented Analytics, etc. to collect, process, and analyze data within the HR tech stack and arrive at strategic decisions.

How Does An Ex-Employee Repository Ease Out Employment Verification_

How Does An Ex-Employee Repository Ease Out Employment Verification?

Employment verification is a necessary and vital part of any hiring process. It helps companies make the right hiring choices by enabling them to conduct comprehensive pre-employment verification on their candidates. One way to make the process of employment verification faster and enable it to deliver more reliable results is through exit employee data. Especially in our economy today, where the quality of the workforce is becoming more nuanced than ever, accurate employment verification is a critical process for any organization’s hiring process.

At AuthBridge, we understand this need for a reliable product that would enable simple, yet comprehensive and reliable employment verification through exit employee data. That is why we have developed WorkAttest, a secure, fully automated, and web-based platform where background verification companies can cross-check exit employee data so as to be able to effectively manage and respond accurately to employee verification requests.


How WorkAttest serves as a repository for ex-employee verification?

WorkAttest acts as an exhaustive database for exit employee data in a way that is easily accessible for organisations. The fact that it is entirely automated makes it extremely time-saving while being able to deliver accurate results. Before the age of software as a service, a lot of the database management and managerial tasks were manual. One can imagine how difficult this must have made the job of employee verification and maintaining exit employee data. Moreover, manually going over and analysing huge chunks of exit employee data to draw conclusions can be a daunting task.

However, thanks to modern database management software, AI and data analytics, this task has been greatly streamlined. Let us explain it with a simple and easy to understand example. Suppose an employee leaves X Company for a new job at Y company. As is the norm in various industries and organizations, Y company seeks the help of a background verification company to conduct an employment verification on the employee. If X Company (the ex-employer) has uploaded the as uploaded the mandatory details of their ex-employee on WorkAttest, then all the background verification company has to do is go to the WorkAttest portal, and cross-check the information provided with the one available on the platform. In such a way, exit employee data can ease the process of employee verification.

In addition to facilitating the process of employment verification, WorkAttest also gathers data from Y company, that is the new company, and sends valuable exit employee analytics to X Company, that is the previous company. This way, ex-employers are also relieved from having to handle all kinds of employee verification requests and respond to them.

Also Read: ‘Exit Employee Analytics’-A Powerhouse of Culture & Retention Strategies


Benefits of WorkAttest

Instead of investing in their own employee verification team, it is more cost-effective and efficient for companies to hire third-party verification services. There are numerous such services available in the market today that employ the latest technologies like automated software and cloud-based database to enhance their verification accuracy and speed.

WorkAttest is one of the leading providers of such employment verification services. They provide an online platform that is secure from any cyber threats and dashboard features for quick screening of candidates. It also provides real-time tracking of employment verification requests. In addition, a complete audit trail is available anytime from anywhere. To know more, book an appointment with our expert today.

Write to us at communication@authbridge.com

Identify the various ‘Colors’ of your Hire this Holi!

Holi-the festival of colors- is celebrated and embraced with a lot of fervor and vibes, irrespective of their religious or cultural beliefs. Holi, a synonym for ‘cheerfulness’, transcends the socio-religious and cultural boundaries. Holi brings people closer for they all share the same sense, the same idea of communal happiness. Sharing happiness is like cultivating the idea of ‘what goes around, comes around’. While HR professionals across businesses will be busy ensuring employee engagement during this festivity, they are also working round the clock to ensure workplace security, engagement and performance.

A lot of their time goes into ensuring that the work ambience is conducive and motivating. This calls for hiring quality talent- one with the right skills and attitude, which means that the HR needs to identify all colors of an individual’s personality to be able to zero into that one individual who is the right fit! In 2017, 15% candidates lied on their resume, the maximum discrepancy being produced in employment related information. This means candidates lied about their previous employment tenure and references the most, apart from faking their education, address, identity and other details. To manage the changing dynamics of new age workforce and create high potential employees, many companies in the West incorporated the idea of background screening in their HR policies.


Background Screening for identifying the true colors

With background checks, HR personnel across businesses evaluate and validate identity, profile and reputation of their prospective hires! Some of the key background checks which help in identifying the true colors of hires are as under: (You can read about all background checks here)


State of Background Screening: Present and the Future

Background verification as an idea is still facing a hard time to witness widespread adoption in India. This is primarily because the HR function still perceives this as a cost and not an investment. However, the background verification discussion is now becoming a boardroom level discussion.

(Also Read: Here’s why employee background screenings matter )

To build a sustainable long-term HR strategy, and adapt to the demands of a constantly evolving corporate world, companies need to weed out dishonest employees and formulate thorough background screening techniques/processes and policies, which stops the dishonest job seekers to bypass the system. A recent survey found out that nearly 80% of the Engineering graduates in India don’t possess the skills to join the job industry and a by-product of this inept education system is fake resumes. Potential job seekers lie on their resumes about their employment history or educational qualifications to make them look more appealing to fit the job description. A comprehensive background screening program helps companies to see through their resumes.

Background verification platforms and providers empower corporations to recruit the talent whose integrity cannot be doubted and who will be an asset to the company’s growth and future. Today, as businesses are growing digital and remote workforce is being created, HR is facing the challenge of verifying people who they have not met face to face. Moreover, to match growth ambitions, they are increasingly face with the challenge of recruiting resources faster.

This calls for instant background verifications. Use of technology and APIs and creation of distributed databases have made this dream a reality. Background Verification companies in India are now delivering TrustOnDemand services with on the fly verification results. There is a constant demand to adapt to this continuously evolving world while strategizing and accelerating their growth. Background Verification can empower these corporations to formulate a comprehensive HR policy which will help them in building a team of high potential employees, ensuring the long term sustainability of their organisation.

Discrepancy- What this industry jargon means_

Discrepancy- What this industry jargon means?

15 in every 100 cases during hiring were found to be ‘discrepant’ in 2017. [Source: AuthBridge Annual Trend Report 2017] . More than often, in the life of a Recruiter, discrepancies are found during background checks to make things difficult. This industry jargon – ‘discrepancies’ – is widely misinterpreted Discrepancy to an organization means an inconsistency/misrepresentation/ variance in the information provided by a candidate and the actual facts found out/verified through background verification. Discrepancy, i.e., mismatch of information can be across multiple levels- it can be in your personal details or your professional details. This blog will deep dive into the jargon and the areas and reasons behind discrepancies observed during background screening of candidates.

An alarming discrepancy rate of nearly 15.21%, a record highest in last 3 years, was reported in 2017. The levels rose by a significant 48% in the FY 2017 compared to the previous year. Also Read- Resume lies is on a constant rise with ‘no holds barred’ While discrepancies occur and are reported to employers, it’s the organisations call to hire/not hire the candidate.

This also depends on the severity level of discrepancy, which varies from organisation to organization. The same information considered as major discrepancy by one organisation may be considered as minor discrepancy by another organisation belonging to a different sector altogether. For example, misrepresentation of education course during education verification might be treated as a clear rejection/major discrepancy for Organisation A and a minor discrepancy by Organisation B.This is clearly a function of the role in question and the skill set required. Type of industry is another criteria. Here’s a quick look at the most common discrepancies we witness across background checks- Common Background Checks and Discrepancies

1. Address Verification Address verification includes verification of permanent or temporary address for actual residence and tenure of residence. Most common form of discrepancies observed during address verification are- a. Candidate never resided at the stated address b. Address is untraceable/does not exist c. House was locked d. Candidate used to reside but has moved out & many others…

2. Education Verification Education Verification includes checking education degree for the college/university name, genuineness of issuing authority, status of course completion, year of completion and percentage obtained. This ensures you have the right pedigree for the role in question. Most common form of discrepancies observed during education verification are- a. Fake/Forged Degree/Documents b. Degree is from a Fake/Unrecognised University c. University was dissolved d. Course is misstated (Part Time/Full Time etc.) e. Candidate did not pass f. Complete Documents not shared & many others…

3. Employment Verification Employment verification includes verification of employment details for the organization existence, designation, role, tenure, reference from reporting manger and more. This ensures you have the right skills/experience for the role in question. Most common form of discrepancies observed during employment verification are- a. Incorrect tenure b. Incorrect designation/role c. Referee did not endorse d. Negative Feedback/Performance issues e. Complete Documents not shared & many others…

4. Reference Check Reference Check includes verification of candidate’s details with references and checking for performance, general reputation and relation with the referee. This ensures you have the right candidate with the desired character/attitude for the role in question. Most common form of discrepancies observed during reference check are- a. Referee did not respond b. Referee refused to verify c. Negative Feedback/Performance issues d. Insufficient information was provided by candidate & many others… Therefore, it is very crucial to identify a discrepant candidate for a high performing team and business success. Background screening companies with domain expertise and experience can help organisations uncover lies which one cannot imagine! Next time before you hire, ensure that you conduct a thorough background screening on your candidate!

How can Insurance companies simplify Customer Onboarding with IRDA compliant VBIP_

How can Insurance companies simplify Customer Onboarding with IRDA compliant VBIP?

With RBI and SEBI already implemented Video KYC to simplify customer onboarding journeys, IRDA followed the suit with the announcement of VBIP (Video Based Identification Process), which will be equivalent to face-to-face verification. The Video KYC process will leverage digital channels for verification in case of both Life and General insurers. It is a welcome move by the regulatory body, especially due to the pandemic, as the world is shifting from the physical interactions with customers to contactless onboarding.

A peek into the VBIP process:

The final circular on the VBIP guidelines will be out soon. The Video KYC process for customer identification for Insurers is very similar to the V-CIP introduced by RBI in Jan’20:

  • The process can be facilitated at the customer end only
  • Instead of physical documents, the customer will fill the online application and complete Video KYC. No dependence on wet signatures will be required for agreement.
  • Insurers will trigger audio-video connection from their own domains, and not from third party services
  • Only authorized personnel of the insurers will be allowed to perform VBIP
  • Geo-coordinates will be captured during the video interaction for ensuring that the individual is in India
  • Security audit and validation of the VBIP application should be carried out to ensure safety and data privacy
  • The sequence of questions asked should vary to make interactions real-time
  • Accounts on-boarded via VBIP shall be operational only after being subject to audit, underwriting and verification

What are the Key Verification and Checks involved in VBIP?

Offline verification through Aadhaar, if submitted by Customer:-Aadhaar XML, e-Aadhaar shared by the customer can be used to validate details in real-time.

OTP-based Aadhaar e-KYC:-OTP received on Aadhaar registered Mobile, will reduce the dependency on PoI and PoA documents for KYC

Aadhaar XML/QR code validity:-The Offline Aadhaar XML or QR code should not be older than 3 days from the date of VBIP.

Face Match:-The Aadhaar photo should match with the customer taking the VBIP to avoid identity spoofing

Liveness Detection :- Both Video recording and live photo of the customer gets captured. This will reduce the risk of “death before policy” frauds, without requiring the need for a physical connect.

How will VBIP help Insurance companies:

The VBIP ensures that customer verifications are seamless with verification TAT reduced to minutes from days. It will reduce the costs for conducting physical pre-issuance verifications and provide an alternative for customers to invest in the protection products without compromising on the safety and regulatory checks.

video kyc

The Video-based KYC process can also help in curbing agent frauds and “Death Before Policy” cases, the brunt of which has been faced by insurance companies for many years, impacting the premium amounts and claim processes.

The similarity between IRDA’s VBIP and RBI’s VCIP is an indication of the growing adoption of digital onboarding in the BFSI segment with successful POCs, and the tech-savvy customers are readily opting for a contactless and remote verification. Hopefully, the VBIP will help the insurance players to improve processes and business streams while complying with the regulatory frameworks and the AML policies.

AuthBridge’s RBI compliant Video KYC solution: Smoothening end-to-end customer onboarding

AuthBridge’s RBI compliant VCIP is already helping banks and fintech companies in creating an end-to-end customer identification and onboarding process. Powered by AI technologies and AuthBridge’s API gateway platform, TruthScreen, our assisted and non-assisted Video KYC can help to conduct real-time verifications and liveness checks, with face match between NID images and customer clicked photos. The end to end encrypted video audio ensures data privacy, and the date and time stamped video interaction provides audit compliance.

Our OCR enabled data extraction reduces the efforts of manual form filling, and real-time validation can help to verify NIDs like PAN, DL, Voter ID, and Passport and conduct name, address match to validate details in the application form.

With our advanced document transaction management system – SignDrive, we can help to templatize the onboarding forms and digitize document signing with Aadhaar-based eSign.

If you are wondering about the technical and regulatory complexities associated with Video KYC and planning to implement it into your workflows, our team has recently helped many businesses get their digital onboarding journeys in order.

Smart and Intelligent KYC Solutions_ The Need of the Hour for Employers

Smart KYC Solutions: The Need of the Hour for Employers

Know Your Customer (KYC) is the “process of a business identifying and verifying the identity of its clients”. KYC solutions are also used by banks and companies to ensure anti-corruption compliance and to confirm the identity of customers, agents or distributors.


What is KYC and why is it important?

In India, the Reserve Bank of India introduced KYC guidelines in 2002 for all banks and they were required to become compliant with these by 2005. KYC solutions are aimed at the prevention of money laundering by criminals or corrupt individuals and agencies through banks.

Banks adopt KYC solutions to also gain a better understanding of their customers and their financial profiles. This not only enables them to offer customised products for investment to customers but also to manage risks in a better way. KYC solutions are used in banks for accepting a new customer, identification of existing customers, transaction monitoring and the management of risks. KYC solutions are also adopted by businesses for whom it is the stepping stone for any kind of business relationship including onboarding of employees, loan approvals, partnership and so on. KYC solutions are also essential when seeking a financial product for the partnership or the company.


The different forms of KYC solutions include KYC, eKYC, and CKYC

• KYC is the process where the verification of a customer or investor is done based on written details submitted in a form and supported by in-person verification. Upon successful verification, the details are uploaded and maintained in the KRA Registration Agency (KRA).

• eKYC This is the electronic form of KYC that uses Aadhaar number for verification. Identity verification is done using OTP (one-time password) or biometrics and all information provided to the Aadhaar is used for validating information supplied by the candidate/applicant. This process is instant, paperless and cost effective!

• CKYC has been initiated by the Central Government of India which aims to simplify the KYC process by doing away with the need for multiple KYC formalities Aadhaar-based eKYC is the simplest and the quickest way to ensure the identity of business clients, employees or partners.

While traditional means of identity checks involve huge amounts of paperwork that need to be attested by Gazetted officers or bank managers, Aadhaar-based eKYC is done electronically with just an OTP generation.


Automation with API and eKYC to speed up verification

AuthBridge, being an authorized Authentication User Agency (AUA) with UIDAI, offers reliable KYC solutions through advanced APIs. Verifying name, date of birth, address, gender, mobile number, Aadhaar number and photo identity is quick and convenient through eKYC. Advanced APIs are applications that talk to each other and can be great time savers while also offering KYC solutions in a cost-effective manner. APIs make it convenient and easy to access information by duplicating information from other platforms for log-ins. APIs integrated with Aadhaar-based eKYC can make background screening processes smoother and faster.  With no time and effort wasted in manual entries and huge amounts of paperwork or attestation, business processes can be streamlined whether for onboarding, creditor verification or partnerships.


Key benefits of using APIs and KYC solutions

 Background Verification without human intervention

• Real-time results

• Saves money and time

• No risks of errors that stem from manual entries which also helps avoid legal

• Saves the effort and time of HR professionals.

With AuthBridge’s KYC solutions, HR, Operations and on-boarding departments can now focus on other key activities instead of devoting huge amounts of time to carry out identity verification. APIs integrated with eKYC are components of comprehensive KYC solutions offered by AuthBridge that verifies details within minutes. KYC solutions with API integration can perform criminal litigation searches across all levels of courts.

Utility bills verification with phone, water, gas and electricity bills and property tax verification can also be carried out in the blink of the eye. With intelligent KYC solutions, employers’ trust can be strengthened in just one shot!

Understanding politically exposed person PEP and risks they bring to businesses

Understanding politically exposed person (PEP) and risks they bring to businesses

You may have often heard that PEPs qualify for exclusive identification and verification, be it at financial institutions or corporates. Usually happening in the form of leadership screening in corporates, their verification is important as they are capable of wielding direct/indirect influence over organisations they are associated with due to their connections to positions of power. While not all PEPs are corrupt, the wrongful influence of one corrupt PEP can spell financial and/or reputational disaster for an organisation, making it important to verify them before offering them a position aboard your company.


Who are Politically Exposed Persons exactly?

Before discussing ways to minimize risks that PEPs or Politically Exposed Persons bring to institutions and workplaces, it is important to understand who Politically Exposed Persons are. PEPs in the broader sense refer to individuals or leaders who play an active political role or assume critical public responsibilities. The definition expands to cover relatives, close friends and network of other close connections of an important public or political figure. Depending on power structures in a country, a PEP could be a leadership official or their connection in the executive, legislative, administrative, military, or judicial branch of a country, a diplomat, influential businessmen impacting a country’s economy or their immediate or close family and friends.


Who are politically exposed person in India and what risks do they bring to businesses?

In India, power remains largely concentrated to the political elite, which is why, Executive bodies, Legislative bodies, security forces, executive forces, judicial bodies, relatives of politicians and bureaucrats are considered important PEPs along with joint business owners and close business aides of politicians. Measuring their influence against high levels of corruption in India (Transparency International’s Corruption Perception Index 2019 put India at 80th position out of 175 countries) is enough to see why PEPs in India qualify for higher due diligence by organisations they are associated with. High profile scandals like fraud at a state-owned bank and at a cooperative bank further hint towards the need for detailed and recurring screening of PEPs who might be trusted to take important decisions related to business.


Politically exposed person (PEP) in BFSI vs PEPs in DNFBPs and other corporates

Screening for PEPs in the financial sector is usually performed at the beginning of the account opening through standard due diligence and PEP KYC processes and must be repeated at regular intervals as part of ongoing due diligence. Taking a cue from this practice, DNFBPs where threat of money laundering looms as well as other corporates where misappropriation and misuse of assets and resources, embezzlement of funds and other frauds can happen must adopt their own robust PEP screening practices. It is important to deploy techniques of verification that take in consideration the fact that a corrupt PEP might hide his/her identity, history or influence using complex corporate mediums through layering and integration and hence become difficult to assess at the time of employment. Even after a PEP is identified and clears initial authentication, there’s a need to keep an eye on them through continuous monitoring as a common adage warns “Once a PEP, always a PEP”.


AuthBridge’s politically exposed person (PEP) screening solution

Our PEP screening solution or PEP Check assumes that a PEP doesn’t lose influence even after they no longer hold the position of influence. Due to informal relationship of PEPs with each other in India, it becomes significant to identify them while hiring and making an aware decision while onboarding as trying to fire them after they have been employed could get very tricky.

Our leadership screening solution – AuthLead™ – is just the right tool for the identification of a PEP, and investigation into their history, finances and shareholding pattern, public reputation etc. Our database check under AuthLead ™ looks for a match against criminal and regulatory databases, PEP checklist, web searches, and negative news to ensure that the PEP you are dealing with has the least risk exposure. Global regulatory and criminal databases can help to identify any existing litigation against the individual. Highly advanced AI engines go through a plethora of records available on the web to do adverse web media checks. We perform Independent reference checks for qualitative insights about candidates’ past performance and reputation. Our expert team can help to do a detailed analysis of the candidate’s professional account through intense secondary research.

With the list of PEPs around the world growing every day – individuals moving into new roles, and becoming part of new families – it becomes crucial to be aware of these changes. Taking the help of an expert who knows the nitty gritty of compliance and has the best resources available to identify PEPs becomes the need of the hour.

Drug Abuse Test Best Practices

Why drug screening of employees at regular intervals is the need of the hour

Mr. Shah, the HR-Head at a start-up, vividly remembers the incident that made him realise he needs regular drug abuse tests for his employees in India. He got a call from one of the managers that an employee needed to be taken to the hospital immediately. One look at the agitated employee who was hesitating from going to the hospital – eyes red and wider than usual, body shaking -and Mr. Shah knew that he was staring at a grave problem. Turned out, a group of employees had gone out and smoked pot during the lunch break. They had all come back to the office and resumed work in the usual fashion except this one who was fidgety as soon as he entered. What was even more shocking is that this wasn’t the first time this group had indulged in such an activity. What started as an adventure became a habit when they realised that they weren’t arousing suspicion. This had continued for months on end and nobody, including the respective reporting managers of the group, had a clue.

Mr. Shah isn’t the first employer challenged by the rising menace of drug abuse test at the workplace. Neither is he the only one who didn’t know what to do and where to start upon coming face-to-face with it. He had read about ‘India’s drug problem’ but he didn’t expect it to creep into his office. To put things in perspective, India’s drug problem has reached alarming levels over the past few years. The recent findings of the Ministry of Social Justice and Empowerment, Government of India in a report titled Magnitude of Substance Use in India 2019 have been an eye opener in assessing the actual magnitude of drug abuse in the country.

 The report states that about 1.3 crore individuals in India now consume illegal cannabis products whereas the number of people dependent on opioids, including Opium and Heroin, has reached 2.26 crores.

This is a sharp increase from the UN estimate of 2011-2013, placing the number of drug abusers in India at about 1 crore individuals.

Also read:Drug Abuse Test Best Practices

Further, a report by United Nations Office on Drugs and Crime reveals that drug abuse is most common among youngsters in the 15-35 age group, with a concentration in the 18-25 age bracket. A similar study by the Centre for Research in Rural and Industrial Development in the north Indian states of Punjab, Haryana, Himachal Pradesh, Rajasthan and Jammu and Kashmir (J&K) found that 65% of addicts living in these states became users between 15-20 years, meaning three out of four get addicted even before they turn 21.The fact that a staggering number of the Indian workforce is young and edge near the above age bracket is a cause of deep concern for employers.

While a spike in the consumption of drugs costs heavily to countries in terms of crimes, social disorder and health benefits, the rising numbers are particularly worrisome for employers like Mr. Shah who may have to bear more direct consequences. The association between low productivity, absenteeism, poor decision making and drug abuse are well-established. For instance, In the USA, it has been observed that drug users are absent three times more often than non-drug users, and they are three to four times more likely to be involved in an accident on the job. In addition to impaired judgement, confusion, aggression, frequent drug abusers are also prone to violence at work, leading to a toxic and unsafe work environment for their colleagues. The chance of passing on the habit to colleagues can never really be ruled out either.

In terms of direct costs to business, the United States Department of Labour estimated the drug use in the workplace to cost businesses between $75 billion and $100 billion annually in lost time, accidents and higher healthcare and workers’ compensation cost.The problem is compounded in the case of drug-abusing blue-collar workers who directly face a brand’s customers and expose them to very real risks. The cost of illegal drugs, against common knowledge, is hardly is a deterrent for low-income blue-collar workers as it is now possible to buy drugs like brown sugar or chitta, which is a kind of heroin, in just INR 40 to last a whole day. In addition to reputational, business and revenue losses, the threat of crimes leading to severe injuries and even loss of life looms over employers working with drug-abusing, blue-collar workforce.

Despite these facts, drug screening remains untested waters for most organisations in India for varying reasons. The fear of scaring away talent, categorising drug abuse as ‘personal problem’, misguided belief that it affects only BPOs and IT sector, lack of strategy to deal with identified drug abusers, and most importantly lack of awareness about easy and economical drug screening options remain some of the common reasons.

The good news is that in India BPOs and IT industries have already shown how to prevent drug abuse at workplaces by adoption of drug abuse testing in the hiring process for all employees. The procedure involves a simple urine, hair or blood test to look for traces of a set number of chemicals. Employees can be tested for the presence of any number of common drugs divided across panels. These tests are conducted in modern labs, equipped with the latest technology and trusted for their transparent and efficient processes. Industry experts, like AuthBridge, have tie-ups with these labs that enable them to raise easy requests, get samples, and deliver reports to the client office within a matter of hours. The whole process is confidential and designed within the legal and compliance framework in India.

Having a reliable drug screening partner is also important to be abreast with the need gaps in the process and to continuously address them to enable a safer work environment. At AuthBridge, for example, we have been able to make our clients see the advantages of a recurring or continuous drug screening that addresses concerns like a new joiner already aware of such a drug test policy might be able to protect themselves by abstaining from use for a few days and that current employee can become a drug abuser at any time. A randomized testing plan repeated at regular intervals, thus, can yield far better results in the pursuit of sifting drug-users from the non-drug users.

An experiment by the United States Postal Service reflected that by introducing pre-employment drug testing for new applicants, the Postal Service could reduce absenteeism of drug users to the general level of non-drug users and save about $100 million over a three-year period.three-year period, If similar effects can be generated in India, this alone can become a huge incentive for employers to include regular drug testing to their pre and post-hiring processes. When the drug abuse becomes an economic deterrent, chances of the country’s youth abstaining from it improve manifold. Measures like drug abuse awareness sessions and psychotherapy can further help employers in building and maintaining a safe work environment for all employees.

(Source: Unodc, Vice, Social Justice)

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