November 2019

Blogs

The Importance of Education Verification Check

The education verification process is one of the most important aspects of background screening. The workforce of today needs to have some form of educational qualification for their work, be it a blue-collar job or a white-collar one. Understandably, companies might want to trust the applicant’s educational qualification based on the appearance of their documents. However, it is extremely important to legally check any educational claims made by the candidate.

The market conditions are increasingly becoming tougher, forcing individuals to resort to any means to get a job. It has been observed that a significant number of job applicants are indulging in misrepresenting their qualifications to make themselves appear as suitable candidates. Unethical practices like degree forgery, false institutes and fake claims are not quite easy to detect, hence raising the need for background verification. India produces an average of 2 to 2.5 million graduates a year. With such an enormous influx of degree holders, it becomes all the more important to have stringent education check policies.

Reasons for conducting education check

1) Identifying gaps between knowledge and job requirements- The candidates that you hire, must be qualified enough for the position they are applying for. Conducting a thorough screening of the educational background reveals details about the subjects taken up by the candidate and their relevance to the role.

2) Safeguarding against fake degrees and diplomas- Diploma mills, providing fake degrees to candidates, are on the rise. These institutions provide fake certification in exchange for money and thus create gaps in the educational system. These institutions are not affiliated with any recognized body or government agency. Rather they partner with independent agencies whose curriculum and standards are not in compliance with the legally dictated norm.

3) Confirm authenticity and relevance of foreign degrees- Seeking education in foreign countries is a popular trend among students. The curriculum offered in those countries may not match completely with the job description. Moreover, the authenticity of the foreign educational institutions and the value of their degree must be confirmed as a part of the education verification process.

Also Read: Verify the “Master in Deceit” with Education Verification

How do companies verify education checks?

Education verification of degrees and diplomas is usually conducted at the in-house offices of the institutions. Companies and institutions also rely on 3rd party education check services, as they have their own proprietary databases for verifying the claims of the individual. There are several parameters that are to be checked and validated while conducting education verification.

1) Confirming Name and registration number- This is basically a form of identity check. By tallying the name and roll number of the candidate with official institute records, one can confirm whether the individual has truly attended the university that is being claimed.

2) Verifying course details- This education verification parameter is of critical importance as it forms a direct link between the education the applicant has received and the job role that is offered. This involves making a note of all the subjects that were taken by the candidate and verifying their relevance to the job.

3) Year of passing- Many candidates falsify their dates of graduation as young candidates are increasingly sought after by companies. Education verification of graduation records can be easily accessed by contacting the institution mentioned by the candidate.

4) Status of graduation- This basically ensures the quality of the candidate. Candidates with lower grades or drop years are usually not preferred by businesses. The nature of the job may require candidates with high skills and knowledge. Candidates may lie about their grades or hide their drop years. Such discrepancies are to be identified during education verification to ensure high-quality hiring.

5) Whether the institution has been declared fake by regulatory bodies- As mentioned above, fake institutions and diploma mills are proliferating. Verifying the authenticity of the educational institute can help safeguard the company against candidates from such dubious institutions. This can be achieved by verifying the institution against details provided by regulatory bodies like UGC.

By admin, 5 yearsNovember 27, 2019 ago

Background Checks

Credit Check – Why Employers Look into an Employee’s Credit History?

What is a Credit Check?

Employee Credit check, simply put, is when an employer pulls out the financial records of an applicant or current employee, to have an overview of their financial history. How is this relevant to an employer or the organisation as a whole? Credit checks are a very much relevant process before on-boarding a candidate as it shows just how fiscally responsible a person is, and this reflects the kind of attitude they will show to company finances. It is well-known that any kind of business responsibility is accompanied by a financial responsibility.

Regardless of what position an employee holds, the company needs to be able to trust them when it comes to money, and a thorough credit history check makes this possible. This is a kind of assurance to the organisation that their employees will not cause any financial mismanagement like frauds or any other crime, which would be a huge loss for them. As per the findings of a survey conducted by the Society of Human Resource Management (SHRM), as much as 60% of all employers conduct a credit default check on their prospective.

Especially in industries and companies where employees have to handle huge amounts of financial transactions like accounting and banking, and for executive-level positions, a credit check is necessary. This is because there is a much higher chance of financial frauds being committed in these areas.

What exactly does a credit check verify?

A credit check reveals certain information about an employee, especially in relation to his or her finances. Usually, an employer will have access to information like the employee or candidate’s credit card and debit card debts, payment and default history, details of any delayed payments, loans, and so on.

In addition to this financial information, a credit default check also verifies the personal details of the employee or candidate through national ID checks. This helps organizations verify the name, age, address, and other important details of the candidate. It is important for employers to note that in India, there is a law that prevents anyone from using another person’s credit information, and if anyone is found guilty of making changes or leaking any kind of credit data, there are strict penalties that have to be met.

This law is called the Credit Information Companies (Regulation) Act, of 2005. And in the U.S., there is a similar law that regulates the use of consumer credit card information, known as the Fair Credit Reporting Act, commonly referred to as FCRA. As an employer, you must ensure that the sensitive information of employees or candidates must be handled in a professional and responsible fashion. Make sure you never share such confidential information with a third party or alter any details under any circumstance.

Also read: Best Practices in Credit Check: What you should look out for?

Why a credit check is a necessary step in the hiring process

While it is the responsibility of the employer to conduct thorough credit history checks in the best interest of the organization, it is important to understand why a credit check is such a crucial part of the employee screening service. For any organization, how you handle finances and the integrity of your entire business is co-dependent. If you hire an employee who has a history of financial mismanagement, it could destroy your reputation and brand image.

Especially if the position that the employee fills is that of a leadership level or any role directly related to your company’s finances, the risk is much higher. However, thoroughly vetting any candidate using credit checks, irrespective of their positions, will prevent such risks. Moreover, how a person handles his/her finances tells a lot about their attitude, intentions, and the kind of person they are. With a credit check, you can easily flag any credit default cases, and understand how responsible they are, helping you avoid many troubles in the future.

By admin, 5 yearsNovember 27, 2019 ago

Background Checks

Resume Verification is key to an Organisation’s Success

Did you know that 1 in every 6 job applicants lie on their resume? It’s true. As reported by The Economic Times, providing false information about oneself in CVs is an extremely common practice among job candidates today, and it is rapidly on the rise. In fact, the number of people who misrepresented information increased by a staggering 50 percent in 2017 compared to statistics in 2016 (Refer to this AuthBridge Research)

So, as an employer, what can you do to ensure that your business is not negatively affected by such fraudulent applicants? An in-depth resume background verification including CV validation as well as verification is the perfect 360-degree solution for your organisation.

Whether it’s forging certificates, salary slips, providing fake references or lying about one’s employment tenure, these are all considered serious crimes that could not only cost applicants the job they want but could also land them behind bars. And since such fraudulent practices are so common, it has never been more imperative to conduct a thorough and extensive resume verification. In fact, it is your only way to ensure that the information provided by applicants is true and accurate. Think of resume verification as the first safety net that your organisation can put up. This way, you take preventive measures at the start, that is, the hiring process itself, so you can save yourself a ton of problems later on. After all, well begun is half done.

Also Read: Resume Verification is key to an Organisation’s Success

Resume Verification: An element by element analysis

A thorough resume verification process should include certain checks that cover each and every aspect of information provided in the resume. Below, we outline which areas you should not miss out on while verifying the resume or CV for the job applicants.

· Education Verification

Among the 1 out of 6 candidates who lied on their resume, 1.56 percent misrepresented information about their education in 2017 (Ref: AuthBridge’s Annual Trend Report). And this is just considering the discrepancies which were found out. Your resume verification service must verify the education credentials applicants present on their resume to make sure they are properly qualified for the job.

· Employment Verification

No CV validation process can be complete without a comprehensive employment history check. A whopping 12.14 percent of all reported job applicants misrepresented information about themselves related to their employment history like which positions they held in which organisation and for how long, and so on. So, make sure you verify all employment-related information of your applicants.

· Identity verification

No kind of background verification, including a resume verification is complete without a thorough identity verification. This is one of the most basic, yet extremely crucial checks that organisations must include in their hiring process. If an applicant is not the person he or she claims to be, chances are their entire resume is a lie. In 2017 alone, as much as 4,352 candidates provided fake IDs (Aadhaar, PAN, Passport, Voter ID).

· Address check

6.67 percentage of applicants provided false information regarding their address in 2017 as reported by The Economic Times. Therefore, to ensure that applicants do not indulge in such fraudulent practices, and to verify their addresses so you can easily reach them in case of any emergencies, make sure your resume verification includes an address check.

· Reference check

It’s a common practice among many job applicants of today to provide false reference letters or fake referees. In fact, 2.99 percent of cited referees did not respond in the year 2017, while 3.35 percentage of discrepancies in resumes were related to references. Therefore, make it a point to always cross-check every reference that applicants provide as part of your CV validation process. This practice will save you a lot of time, resources and trouble in the future. Ensure that the candidate’s resume states the correct information with background checks before investing your trust.

By admin, 5 yearsNovember 27, 2019 ago

Background Checks

Top 5 Checks to Consider for Conducting Background Verification

A resident of Ahmedabad was shocked when he suddenly received a phone call asking if he was the guarantor of a loan. When he verified the same at his bank, he found that someone had used his PAN number along with two years’ IT returns and changed the relevant information to obtain a loan. Such identity frauds are increasingly behind major financial and other scams. Background checks serve the purpose of building trust and mitigating these risks. Background checks play an important role in organisations while hiring, sanctioning out a loan, for provision of services, before renting out a house and so on.

Roping in a tech-enabled professional Background Verification agency, ensures the validation of identity, profile and reputation.

Five important background checks

Five of the most commonly used background checks include:

Identity Verification:

According to Experian India, identity theft accounts for a major chunk of fraud in India. About 85% of identity frauds are related to auto loans, credit cards and mortgages, as per the Experian report. The mortgage loans portfolio has witnessed a 50% rise in identity fraud. Business alliances, joint ventures, and partnerships thrive on mutual trust and reliability which can only be ensured by comprehensive background checks. Identity verification is part of the comprehensive background checks conducted using tech-enabled platforms at AuthBridge. The following background checks are integrated with Identity Verification:

Passport verification
Driving License check
Voter ID verification and more

Education Check:

Misrepresenting facts related to educational qualification is one of the most common frauds committed in India. Fake documents are created to access multiple loan products, employment, enrolment in educational institutions, and so on. One of the best ways to counter fake documentation is to conduct a thorough background check that includes education checks. At AuthBridge, multiple databases are accessed to conduct the following aspects of education:

Roll or Registration number of the candidate
The course passed or pursued by the candidate
The year of course completion
The genuineness of pass certification
The affiliation and accreditation check of the institute/course

Address Check:

There was a discrepancy in more than 6% of the candidates’ provided addresses in 2017 according to the AuthBridge survey. Physical address verification is a critical component of background checks as it is the first place that employers, business entities, credit card companies or banks look into in case of anomalies. Using mobile-enabled location tagging cutting-edge technology, AuthBridge can effectively track the following details regarding the physical address:

Whether the given address is correct
Whether the address mentioned in the resume or document tallies with the actual physical address
How long the candidate or individual has been staying at the given address
Whether the individual owns or has rented the residence
Relationship of the candidate with the person verifying the address details

Criminal Records Check & Police Verification:

Multiple records in the public domain, including those maintained by various courts, police records, and CBI, SEBI, and RBI lists are accessed by AuthBridge to derive actionable, accurate data regarding the criminal history or litigations. Both civil and criminal litigation records are verified as part of the complete background check. Checking criminal records history is critical to hiring individuals who are required to handle sensitive and confidential information and transactions in financial institutions.

Reference Check:

As per an AuthBridge study, more than 3% of reference checks had more than one discrepancy in 2017. Many HR professionals and business entities do not have the time to conduct a thorough reference check, which is essential to hiring the right candidate. AuthBridge conducts telephonic verification of references provided to check the performance, skills, and abilities of the candidate.

Also Read: Background Verification: Why Companies Need Greater Vigilance?

By admin, 5 yearsNovember 27, 2019 ago

Background Checks

3 Essential Steps for Leadership Screening

What does it take to find a people a boss with exceptional leadership traits? It definitely takes a lot, much more than conducting a mere interview. An ideal leader should be a person who understands the importance of building great sincere teams ; having great organisational skills; possessing strong communications skills both internally and externally; a well-developed sense of how to motivate people to help them perform; and using past failures to develop and support their instincts and decision making. High level executives represent greater risk and potential liability than most other employees. They have greater access to financial information and other sensitive data; greater power and influence over the company and people; and higher and more public profiles, therefore representing a greater risk for damage to the company’s reputation and brand.

Therefore, a company’s executive screening program must be comprehensive enough to demonstrate that there are processes in place to prevent corporate fraud. The rising instances of senior level fraud are a proof that companies often fail to properly scrutinize senior hires. What should companies consider in structuring an senior executive screening program?

Establish a Policy – Companies need to start by establishing and enforcing an Executive Screening Policy. Just as screening policies for general employees demonstrate consistency and help keep the company safe from potential discrimination suits, so too an executive screening policy notifies the potential new hire that this is a standard practice to which all executives, even CEOs, are subject to. This can be very valuable in eliminating wrong hire early in a process without spending considerable time and energy on recruiting an individual.

Developing a Job Description – To get the right person you must know what behaviour and skills are needed for the job. This is easy if you have a good job description.

Conduct due diligence of the leader- It is necessary to conduct due diligence of the leader in the form of extensive background screening. This process will eventually, dig out each and every relevant information about the person which might get overlooked in the course of a standard background screening procedure. Different checks like address check, education check, Indian regulatory database check help to bring out a list of exhaustive information. Furthermore, as more executives live, study, and work abroad, it has become increasingly important that screening providers are able to procure background information from around the world. Therefore, executive background check should be customized and apt enough to dig out plethora of information about the leader. Organisations should make it a practice to approach reputed background verification companies which have the required expertise and can provide tailored package.

These steps will aid an organisation in effective executive screening which will mitigate the risk of hiring a wrong leader to a large extent. To know more, schedule an appointment with our expert today.

Write to us at communication@authbridge.com.

By abhas, 5 yearsNovember 26, 2019 ago

Background Checks

Trust & Verify Candidates with TrustOnDemand™

With the growth of the sharing economy in the country, the need for TrustOnDemand™ is higher than ever, especially in India, where this sharing economy has resulted in a number of job openings, and consequently, an influx of applicants from every corner of the country. It is no easy task for any organization to effectively handle all applications and conduct a thorough employee screening service for each applicant. Even with the help of background screening agencies, it takes around 15 to 20 days for a full and accurate screening. Especially for organizations with high attrition, they find it difficult to extend their hiring process for that long.

This leads to a low background screening percentage in India, putting most organizations at serious risk. In 2015, a mid-sized IT company hired its Indian branch CEO. This person claimed in his resume that he was a graduate of IIT (BHU) and IIM-Ahmedabad. However, his colleagues suspected that there was something not quite right since he could not speak in English properly and lacked managerial and leadership abilities – qualities that are expected from anyone who claims to have such high qualifications. After conducting a thorough background screening, it was found that the candidate was a fraud.

He had previously provided seven different resumes for various other stints, as well as on several portals. Needless to say, he did not graduate from the prestigious institutions as he claimed. This is just one of the many instances where applicants provide false information about themselves in their resume, putting a company at serious risk if not for thorough and on-time background screening. This incident is also an example of the urgent need for TrustOnDemand™ for all organisations across various industries. Had the company had access to employee screening services that could deliver accurate results and build trust instantly, they could have avoided a bad hire and that too, at such a high position.

TrustOnDemand™- Changing Background Verification landscape

Often, trust between an applicant and an employer is built implicitly, without having hard facts to support that trust. This is where most organisations, not only in the country but all over the world, make a huge hiring mistake. Maybe, this was not such a huge risk years ago when face-to-face interactions and tangible connections were the norms. But today, in a world where the demand economy and digital interaction make it difficult to know exactly who we are interacting with, TrustOnDemand™ is more necessary than ever.

You need to be able to verify that the people you choose to work with are exactly who they say they are, and confidently base your trust on hard facts. You can’t just dive in head-first with your eyes closed; TrustOnDemand™ is the perfect tool to help you make well-informed choices. It is not just credentials that have to be checked in a background screening but also the public image and media coverage, especially for huge companies.

For example, in the case of Mozilla naming Brendan Eich as its CEO and the subsequent public protest that followed, you can clearly see how employment and education histories are not enough. Even though Eich was the co-founder of Mozilla and created JavaScript, he was staunchly against gay rights, even donating $1000 to support banning gay marriage in California. Various companies, the public, as well as several Mozilla employees, were against this, saying that the CEO’s views were clashing with the company’s vision to help provide an enriching life for all individuals. A few days later, Eich had to step down from his position.

With TrustOnDemand™, using advanced APIs and an online database, one can verify the identity, profile and reputation of an individual, thereby helping companies avoid the issues related to a bad hire as stipulated in the above cases.

By abhas, 5 yearsNovember 22, 2019 ago

Background Checks

HR Technology – Questions to Ask Yourself

HR technology has transformed not just the scope of human resources in the modern world but has changed the way the entire industry works. Well-known software companies, along with specialised HR technology Companies are supplying large organisations with new technology that facilitates all HR functions like background screening, workforce analytics, talent acquisition, and so on, paving the way for a new age of HR technology. In fact, HR technology is so huge that a study by CB Insights, a reputed venture capital database reported that investors all over the world invested over $2 billion in 2016 in HR technology and related platforms alone.

This is a clear indication of just how popular HR technology is across businesses in various industries. If your organisation wishes to keep up with the trend and adopt this new-age technology of human resources, like organisations all over the world do, there are few things you have to understand. First, what exactly does HR technology mean? What does it entail? And secondly, if you wish to buy HR technology, what are the key considerations you have to keep in mind?

What is HR technology?

In simple words, HR technology refers to various types of software, as well as hardware components that an organisation uses for facilitating and automating all kinds of human resource functions and activities. It is technology that enables tracking, managing, paying, understanding, informing, finding, remembering and delivering all kinds of benefits to every single employee within an organisation.

HR technology includes every tool that is required to carry out basic HR functions, including background screening, leadership due diligence, time and attendance, talent acquisition and management, benefits administration, employee payroll, employee communications, performance management, data and analytics (D&A), and workforce analytics.

This means that the more employees an organization has, the more complex the HR technology will be. However, with automation, cloud technology, and AI, it makes such processes more efficient and effective, promoting productivity and organizational efficacy. It’s not just huge corporates that have decided to jump on the bandwagon and automate their human resource activities and functions. Even local organizations that have only a small and average number of employees are starting to digitize their business. For such purposes, these small companies usually turn to cloud-based vendors who outsource HR technology Solutions.

Key considerations before buying any HR technology

If your organization is considering investing in HR technology, there are certain things to keep in mind so that you can make the absolute best of your investment. Regardless of whether you want HR technology for performance management, employee payroll and benefits or background screening, make sure you consider the following:

Will it be profitable in the long run?

First of all, you have to consider if the new HR technology you wish to bring in will actually profit your organization in the long run. This may be in terms of monetary profits, brand reputation or increasing employee satisfaction.

Will it actually improve productivity and efficiency?

Secondly, will this new HR technology really improve overall productivity and efficiency? If your human resource functions can be handled pretty well by your current HR system, then maybe it’s wise to not blindly follow trends.

Is the entire organization welcoming of this new HR technology?

Introducing such a huge change, especially one that automates and digitizes, is often met with hesitation and disregard from employees. After all, their job is at risk when management introduces such changes. Make sure you navigate these risks carefully and with due consideration.

Will the new technology bring about any negative side effects?

You have to think of all the possible negative outcomes should you adopt new HR technology. For example, your company data and employee data might be at risk if the underlying technology is not secure enough.

Also Read:- Buying HR Technology? Here’s What You Should Evaluate First!

By admin, 5 yearsNovember 22, 2019 ago

Background Checks

The Periodic Table for Background Verification

When it comes to background verification, there are so many different dimensions and aspects of the service that it is impossible for organizations to not identify and mitigate one or more risks. After all, a thorough and exhaustive employee screening service ensures the safety and security of not just employees but the organization itself. At AuthBridge, we strive to make it simpler and easier for all our clients to better understand every aspect of background screening and what it entails. So, to help you comprehend the different services that we offer under background verification, we present a unique and interesting, yet comprehensive representation of all the services related to background verification that help to build trust.

As you can see in our background checks periodic table, we have divided the different services of background screening into six different groups or families, like the eighteen groups or families in the periodic table of elements. All the services that fall into one group or family have similar characteristics, like how each element in a group in the periodic table have similar physical and/or chemical characteristics. For example, Group 1 has services that cater to employers for verifying their candidates/ new hires including identity verification, reference checks, and substance abuse test. Below, we explain each family in detail– what services they constitute and how they contribute to background verification and help build trust.

1. Employment Verification

This group constitutes all background verification services that are targeted at employees or potential employees of an organization. They help to ensure that your organization hires only employees with a clean history and pose no threat to your business. Relying on advanced technology and API, these services include Identity verification (Ei), Employment check (Em), Education check (Ed), Address verification (Ea), Litigation database (El), Reference check (Er), Police verification (Ep), Substance abuse test (Es), CV validation (Ec), Global database check (Eg).

2. Know Your Customer

This group constitutes all background verification services that can help businesses gather and verify relevant information from their customers. All businesses, especially online businesses that follow the newly implemented eKYC mostly benefit from it. This group includes Aadhaar authentication (Ka), Aadhaar-based eKYC (Kk), PAN Verification (Kf), Voter ID verification (Kp), Passport verification (Kv), Electricity bill verification (Ks), Police verification (Kp), Address verification (Kd), Vehicle registration (Kr), Gas connection (Kg), Water bill verification (Kw).

3. Leadership Due Diligence

The third group consists of services that can help organizations make sure that they carry out their leadership due diligence before onboarding anyone for leadership and top management positions. These are advanced solutions targeted at mitigating higher risks associated with senior-level hires. It includes Employment check (Le), Education check (Ld), CV validation (Lc), Address check (La), Comprehensive database (Li), Reference check (Lr), Substance abuse testing (Ls), and Web and media check (Lw).

4. Identity Verification

This group consists of identity check services that help organizations make sure that the current employees, as well as the applicants, are exactly who they claim to be. This further helps in mitigating various kinds of security risks. Identity verification includes Aadhaar authentication (Ia), Aadhaar-based eKYC (Ik), PAN verification (Ip), Passport verification (Is), Driving license check (Id), and Voter ID verification (Iv).

5. Due Diligence

All services that fall under this group help business to carry out their business due diligence before making any important decisions that could decide the fate of the organization. For example, making business deals with distributors. It includes checking for Investment (Di), Post transaction risk (Dp), Vendor due diligence (Dv), Franchise due diligence (Df), and Distributor (Dd).

6. Aadhaar Enabled Services

The sixth and final group consists of background verification services related to Aadhaar. These include Aadhaar authentication (Aa), Aadhaar-based eKYC (Ak), and Aadhaar-based e-sign (Ae). To know more, book an appointment with one of our experts today. Write to us at communication@authbridge.com

By abhas, 5 yearsNovember 22, 2019 ago

Background Checks

Social Media Background Verification: How’s it Done?

Social media is pervasive and powerful. Globally, more than 2 billion users are on social media networks. In India, more than 250 million people are expected to use social media by 2019 according to data from Statista. This is a huge increase from the current figures of 168 million. The number of active users per month on microblogging sites such as Twitter is a whopping 23 million! With 11% of the world’s Facebook users in India, the power and reach of social media networks is obvious. Millennials spend more than 80% of their time on social media networking, connecting or browsing. With easy access and availability of information, not to mention the visual appeal, social media is the go-to place for news and the most trusted source of information. Social media verification is now the buzz word, particularly for brands that engage in digital marketing and for celebrities.

What are social media background checks all about?

Social Media background verification refers to the process of using social media for conducting background checks. This involves analysis of social media posts, information provided on profile and engagement on social media platforms to decipher an individual’s identity, profile and reputation Social media verification enables the building of trust and ensures the authenticity of the social media account.

Reference background checks on social media

Employers increasingly are turning to social media to conduct background checks. According to a study by CareerBuilder, 77% of companies that participated in the study used social media verification before hiring candidates. Close to 70% also conducted background verification on search engines including Google, Bing and Yahoo before hiring candidates.

Employers expect candidates to have an online presence, and indeed this is a requirement for many roles. Another study showed that 60% of recruiters were not likely to invite a candidate for an interview if he or she does not have an online presence. Recruiters look for references and recommendations that are posted on social media professional sites such as LinkedIn. They also look at what others say or think about the prospective candidate and the number of followers.

Benefits of social media Verification

Social media background verification has the benefits of providing added trust, security, and authenticity. Having a verified social media account adds further credibility. This is particularly important for brands, celebrities, or individuals who have a huge following. Social media verification helps prevent fraud, wrong representation, or claims and ensures the reliability of the information. Yet, it is easy to dress up or fake personal information on social media channels, which makes it difficult to verify such information. The ease with which false profiles can be created means that there is a lack of authenticity. Recent studies showed false news was retweeted faster and more often than authentic news! Facebook admitted recently that there were 270 million fake accounts on the platform. Close to 10% of the accounts were duplicates.

Is it worth it to seek social media background verification?

Employers now look at deeper levels of background verification through social media. Looking at social media can provide important clues on the candidate’s reputation, behaviour and also on extreme political affiliations if any. Resume frauds are quite common as numerous studies have shown. Social media verification can be an important aspect of a comprehensive background verification process to corroborate or confirm the findings in other checks. While social media information is still vulnerable to be fake and cannot be relied upon in isolation, social media background checks can be used in conjunction with background checks to profile a 360 degree image of an individual before hiring/partnering.

By abhas, 5 yearsNovember 22, 2019 ago

Employee Screening

Risk & Compliance

Financial Intelligence

Identity Verification

Utilities

Enity/Business Level

Employment

Banking & Payments

Fraud Detection

Professional

Background Verification

Due-Diligence

Title Menu Three

What's New

iBRIDGE 2.0 – The Next-Gen Background Verification Platform

Resource Library

Help Center

Featured Resource

Reasons for conducting education check

How do companies verify education checks?

What is a Credit Check?

What exactly does a credit check verify?

Why a credit check is a necessary step in the hiring process

Resume Verification: An element by element analysis

· Education Verification

· Employment Verification

· Identity verification

· Address check

· Reference check

Five important background checks

Identity Verification:

Education Check:

Address Check:

Criminal Records Check & Police Verification:

Reference Check:

TrustOnDemand™- Changing Background Verification landscape

What is HR technology?

Key considerations before buying any HR technology

1. Employment Verification

2. Know Your Customer

3. Leadership Due Diligence

4. Identity Verification

5. Due Diligence

6. Aadhaar Enabled Services

What are social media background checks all about?

Reference background checks on social media

Benefits of social media Verification

Is it worth it to seek social media background verification?

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