Solutions

The Critical Role of Background Verification in Employee Onboarding

India is witnessing a surge in startups, fostering a new landscape of business models. The proliferation of entrepreneurial spirit is credited to the active participation of investors, organizations, and crowdfunding initiatives. This robust ecosystem is currently experiencing a significant influx of entrepreneurs. Nevertheless, these startups encounter a significant challenge in securing a workforce aligned with their values. The hiring process is crucial, with employers emphasizing the importance of recruiting individuals who embody the spirit of the business development. Background checks are deemed indispensable for startups, necessitating them to prioritize this aspect in their hiring procedures.

Bringing a new employee on board entails substantial costs, including perks, salaries, and training expenses. As the hiring process approaches its conclusion, the temptation to overlook background checks may arise, especially when the short-listed candidates seem exceptionally promising.

A poor hiring decision can have far-reaching consequences on an organization’s culture, growth, and employee retention. To safeguard against such pitfalls, Background Verification (BGV) emerges as a crucial safeguard for organizations. 

Key aspects to cover in BGV

  • Identity verification
  • Education verification
  • Past Employment verification
  • Criminal history
  • Credit Check
  • Character Verification

Benefits of BGV

  • Accurate Hiring Decisions 
  • Keep your Workplace safe
  • Reduce employee attrition rate
  • Keep work culture healthy
  • Reduction in Turnover

In the Indian setting, an unfavorable outcome in the background verification process may influence an individual’s employability, considering aspects such as a criminal record, the presentation of falsified educational qualifications, or a history of dishonesty or misconduct in professional contexts. Employers must comply with the regulations specified in the Personal Data Protection Bill of 2019, ensuring that individuals are provided with a copy of their background check report.

Who can conduct the Background Verification?

Background Verification in India can be done by a range of entities, including :

  1. Specialized Agencies: Numerous specialized background verification agencies in India extend their services to employers. These agencies typically boast a team of experts with access to diverse databases and information sources, enabling them to execute thorough background checks.
  2. In-House HR Departments: Larger corporations may opt for in-house background verification through their own HR departments. While cost-effective and affording greater control, this approach might not match the comprehensiveness offered by specialized agencies.
  3. Third-Party Vendors: Some companies may opt to outsource the background verification process to third-party vendors. While this can deliver a more comprehensive and professional service, it may entail higher costs and be less adaptable compared to an in-house approach.

ISSUES THAT TAKE PLACE DURING BGV: 

IDENTITY THEFT CASE While conducting an employee’s background verification, a job-candidate’s academic qualification supporting certificate seemed questionable. On further investigation it was found that the candidate provided forged academic qualifications and documentation. He was using another international institution’s logo and a similar sounding name. Consider a scenario where an individual, seeking employment, submits a falsified university degree during the job application process. The person alters the document to show a higher qualification than they actually possess. This act of document forging is aimed at presenting a more impressive academic background to secure the job. If the employer discovers the forgery through a thorough background check, the consequences could range from immediate disqualification from the hiring process to potential legal actions for submitting fraudulent documents.

ISSUE OF DUAL EMPLOYMENT – In a recent case, a technology firm faced issues with dual employment when a key employee was found to be working for a competitor simultaneously. Concerns over potential conflicts of interest prompted the company to conduct a swift investigation. By implementing stringent policies and collaborating across HR and legal teams, the firm successfully terminated the conflicting employment, emphasizing the importance of proactive measures to address dual employment challenges and protect organizational integrity.

Let’s consider a scenario: XYZ Tech Solutions, a burgeoning startup in the tech sector, was undergoing rapid expansion and needed to fill a critical software development role. Eager to onboard quickly and meet project deadlines, the hiring team, unfortunately, made a hiring misstep that had lasting repercussions.

Precautions to Take in Order to Steer Clear of Bad Hires:

  1. The Rush to Hire:

Facing pressure to scale operations swiftly, XYZ Tech Solutions expedited their hiring process for a software developer role. In their haste, they overlooked certain critical aspects of the candidate’s background and suitability for the position.

  1. Misrepresentation in Resume: 

The selected candidate, Mr. Sumit had an impressive resume, showcasing extensive experience and technical skills. However, after joining, it became evident that some of the skills and achievements were exaggerated or misrepresented, leading to a significant mismatch between expectations and reality.

  1. Cultural Misfit:

Beyond the skills gap, Mr. Sumit struggled to integrate into the company’s culture. The collaborative and innovative environment that XYZ Tech Solutions fostered, did not align with his working style, leading to communication breakdowns and a lack of synergy within the team.

  1. Performance Issues: 

As time progressed, it became apparent that he was not meeting performance expectations. The quality of his work did not align with the standards set by the startup, leading to project delays and dissatisfaction among team members and clients.

  1. Rectifying the Misstep: 

Recognizing the negative impact of this hiring misstep, XYZ Tech Solutions took swift action. The company implemented a more thorough and structured hiring process, incorporating multiple rounds of interviews, skills assessments, and reference checks.

  1. Termination and Lessons Learned: 

Ultimately, XYZ Tech Solutions made the difficult decision to terminate Sumit’s employment. This case prompted the startup to reevaluate its hiring practices, emphasizing the importance of thorough candidate assessments, cultural fit, and reference checks in future recruitment efforts.

Conclusion:

This highlights the critical importance of a diligent and comprehensive hiring process for startups. Rushing through recruitment decisions can lead to missteps that affect team dynamics, project timelines, and overall company performance. XYZ Tech Solutions’ experience serves as a valuable lesson, emphasizing the need for startups to prioritize thorough candidate evaluations and cultural alignment to ensure long-term success.

Written by

Yamini

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