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Overview
As employers around the world progress towards a standard practice in global background screening, they are discovering a
range of unique regional- and country specific issues that must be addressed and resolved to optimize their hiring success.
India, the focus of this document, is a prime example. For starters, India is a hotspot that has become synonymous with
the offshoring or outsourcing of key business processes such as information technology (IT), product development, shared
services for back office functions, and customer support. Likewise, considering its massive population, roughly 1.2 billion
people compared to 313 million people in the United States (U.S.), it’s also a hiring mecca for organizations looking to
recruit the best talent to work both inside and outside the country.
With India’s vast array of vendor options and employment candidates comes the responsibility of performing appropriate
levels of due diligence, and this is where country-specific background screening issues begin to emerge. With no
standardized government-issued identification (ID) such as a Social Security Number and no centralized databases for
criminal records or employment and educational data, the process of vetting vendors and candidates within India is largely
a manual, resource-intensive process that can be rife with subjectivity, inconsistency, inaccuracy and—if not carefully
managed—questionable, dubious and even corrupt practices. This is a potentially huge compliance risk for many global
organizations.
What’s more, restrictions and permissible searches vary based on governmental departments and jurisdictions, making
compliance a particularly complex burden for most organizations. Compliance can also be severely compromised by
localized vendors who may have little-to-no understanding of global compliance, multinational IT or data security
requirements, and lack the appropriate data security infrastructure, processes and business practices that large, global
businesses often require. These risks are real, and something every employer should consider when determining how to
screen candidates from India.
• Educate employers around the world about localized screening issues within India
• Explore how a trusted, quality background screening provider can help employers optimize their global hiring program
Quick Facts
10 out of every 100 candidates
hired had a discrepancy in one or more background screen components
The report also revealed that discrepancies in employment history are by far the biggest offender across key verification
components including address and education. It’s important to note that while some employment discrepancies—as with all
discrepancies—can include embellishments and even honest mistakes such as slightly off dates or addresses, the discrepancies
can also include completely falsified employment history.
80%
70% Employment
71.5%
69.8%
Address
60% Education
Others
50%
40%
30%
20%
20.6%
20.1%
5.1%
5.0%
4.3%
3.6%
10%
0%
Q1-13 Q2-13
80%
70%
60%
60.2%
56.9%
50%
40%
30%
20%
19.7%
5.5%
19.0%
18.9%
4.5%
15.3%
10%
0%
Q3-13 Q4-13
In India, criminal Police Verification Reports are often the main, if not the only, component of a criminal
background check. Ideally, they should help verify if an individual has been involved in any criminal activity
and has pending criminal cases in jurisdictional police offices records. These reports involve checking records at
the Commissioner of Police Office/Superintendent of Police office and the local police station, as applicable,
based on a candidate’s address and local or state regulations. However, there are specific challenges with these
reports that render them less effective, often inaccurate, and potentially non-compliant with a variety of local,
regional, and international regulations and guidelines.
• Physical harm associated with employees that have a history of criminal activity,
violence or harassment
• Financial and proprietary data theft risk from individuals with access to privileged
information
• Corporate and personal risk for executives and directors of the organization
3. Visit and audit the provider’s facility, processes and technology infrastructure. Check
their financial strength and payment records for their vendors and employees.
• Ask the vendor to offer a trial or pilot period to experience their process, turnaround
time and results. Include a relevant and thorough selection of searches such as address
verification, employment/education verification and criminal background check.
5. Ask for customer references. Follow up with those references and ask specific
questions.
•A
Web/Meta crawler that identifies data on a candidate’s name in the leading
search engines including Google, Bing, Yahoo, AltaVista and Ask;
•A
world check that covers media searches related to terrorism and financial
fraud; and
•A
private database search of Manupatra, India’s largest and most
comprehensive online legal and business policy database, which provides an
online court check covering the high courts, supreme court and tribunal courts.
Conducting a court verification check combined with a database search offers
big benefits compared to standard Police Verification Reports, including:
- F ewer requirements, since you only need candidate information, no
documentation
- Faster turnaround time, around 12 days versus 60 days
- Lower cost
- L ess complicated, since it doesn’t require or involve the candidate to visit
the police station
- Improved compliance, since court checks are auditable through the
lawyers and law firms performing the search
• W
hen performing education verifications in India, first ensure the University or Education Board is accredited. Start by
visiting the websites of the UCG and the Council of Boards of School Education in India (COBSE), which publish lists of
counterfeit universities and of recognized member boards periodically.
Likewise, inquire about your current or prospective screening provider’s process. Be sure they verify a school’s
accreditation before procuring the education verification. For example, First Advantage verifies school
accreditation, researches and documents any negative articles about the institution and also maintains a list of
non-legitimate, suspect and ceased educational institutions.
• When performing employment verifications in India, be sure the candidate has provided all genuine documents, and
beware of fake or forged documents. Also, instead of calling the numbers provided by candidates, conduct your own
research on the company and find the appropriate verification source and contact that individual instead. In cases
where the employer is a small company, consider performing a site visit to validate the existence of the company.
Below is a list of available resources and strategies to help determine if a company where a candidate has claimed
to work is legitimate.
- C
heck the Registrar of Companies (RoC) India, an official government agency that falls under Ministry of
Corporate Affairs
- S earch for Indian stock exchange listings under the Bombay Stock Exchange (BSE)/National Stock Exchange
(NSE)
- Search phone directories for company phone numbers
- C
heck for a company’s Tax Account Number (TAN), a number similar to a U.S. organization’s federal or state
Employment Identification Number (EIN)
- Perform a Web domain and other online media searches
A final note on education and employment verifications within India—consider outsourcing them to a well-vetted, qualified
screening provider. Select providers typically have a system of checks and balances in place to ensure you get the most
reliable, comprehensive and consistent results possible. In addition, quality providers also possess a deep knowledge of
international compliance and can help ensure that you can actually use your verification results in your hiring decisions. A
word of caution, in case you or your services partner chooses to work with local vendors who may offer background services
at a deep discount: be sure to thoroughly check the authenticity of their screening and verification processes.
As the trusted partner of over 45,000 organizations worldwide, we at First Advantage provide
easy-to-understand background screening results so you can confidently make decisions about
prospective employees, vendors and renters. Not only does this safeguard your brand, but you
also arrive at dramatically better background insights – insights you can rely on.
It’s time to partner with First Advantage. Now in 25 locations, 12 countries and conducting over
23 million international background screens annually. Trusted Knowledge. Exceptional People. FADV.com
© First Advantage 2014 FA091914_WP_HiringEmployersandVendors