Jan 2019 Archives - VERIFITECH - Background Verification Company

Employers should run a periodic Background Screening on Current Employees

Raju K / January 29, 2019

Employers should run a periodic Background Screening on Current Employees Employee background verification should be an important part of a company’s recruitment policy. Most of the employers have realized the importance of verification process and have included this cautious practice in their recruitment process. When recruiters verify a candidate’s background and their criminal record is clean, it does not certainly mean that their record remains that way throughout their tenure. What Prompts Existing Employee Background Checks Many issues have proven that periodical background verification should be conducted to keep track of employee’s behavior and attitude. Unfortunately, recruiters facing accusations of bad employing due to workplace violence, employee thieving and bad attitude towards duties will know about this all too well. Employees face difficulties and challenges in their lives that may perhaps lead to actions the recruiter would consider risky. Below are the few reasons for screening current employees When there is a change in the employee’s role and responsibilities, the employer should run a thorough background verification test to ensure reliability. Risks are higher when an employee gets access to confidential business information, bank account details, business finances etc., due to a promotion or change in role. The initial background verification may not have incorporated examination on the employee’s financial history or work ethics and many more aspects, even if it did a scenario may have changed. Every individual’s behavior changes when they face great personal loss or accident. Management should opt to screen such employee’s in case the changes are too unusual. When a company implements the new and updated methodology to background verify their recruits, and then a company’s employees who are working over a long period of time may be screened properly. It is best recommended to recruiters to conduct a periodical background check on their current employees to minimize the level of risks their management could face. Negligence in such a sensitive process may lead to regrettable mistakes. Always remember that the past test results of your employee do not at all times dictate recent activities. Let’s better be safe than sorry! Tags: Employee Background Recent Verifitech News Employee Wellbeing In A Hybrid Workplace November 29, 2022 Data Analytics in HR November 29, 2022 How to Retain Valuable Employees November 29, 2022 Change Your Corporate Culture November 29, 2022 Technological Innovations in BGV industry September 29, 2022 What qualities to look when hiring employees September 13, 2022 Load More Leave comments on this post

Which is crucial check in background Verification - Verifitech

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Which is a Crucial Check in Background Verification?

Raju K / January 24, 2019

Which is a Crucial Check in Background Verification? In the overall process of background verification, to confirm a candidate’s past work experience is the crucial check. The employer must never ever skip this step before he/she provides the candidate a job in their firm. They must completely confirm their job experience with at most care and must not take it lightly in a hurry to employee more candidates. WHY? Past work experience is the most common area where an applicant falsifies their information. A proven study shows that there is an increase in the discrepancy rate in employment history. Analyzing the past work of a candidate will provide a complete insight of loyalty, trust, and stability in their job. It not only unearths the past conduct of the candidate but it also reflects their future endeavor. WHAT? Candidates might sometimes have gaps in their history of employment. It might be of various reasons like maternity leave, returning to school or college, incarceration or even pursuit their own business venture. Candidate tends to fill their gaps with falsifying or forging documents by tampering with their start and end date of their previous job. In some cases, candidates tend to alter their job titles with a higher cadre for leveraging a higher pay grade. In some cases, the company might also force a candidate to resign their position on various factors such as lack of performance, not updating on the technical factors in their job and below the average caliber of skills. There is also a possibility of misconduct and non-ethical behavior. In that case, they will be terminated immediately without warning with a black mark on their career graph. This is where a complete background check with a help of Background Verification Companies in Mumbai comes in handy. HOW? An employer must get assistance from the Background Screening Companies in Chennai. We provide an in-depth insight into the candidate’s complete work portfolio. We also analyze whether the information claimed by the candidate is valid and matches with the genuine information. Our verifications confirm all the critical details like the job start and end details, Salary details, Titles held by the candidate, Duties performed, in some cases we examine the termination reason and rehire eligibility. The Employee Background Verification Companies in Chennai provides a value to the employer and also clearly gives the idea of the candidate’s attitude, integrity and work habits. To conclude, if you are planning to build your company with the trustful pillars i.e., your employees, then you must definitely collaborate with one of the Best Top 10 Background Verification Companies in Chennai to choose your prodigies. Let us join hands and build your dynasty and make a mark for yourselves in this competitive world. Candidate absconded abruptly without serving notice period and did not complete the Exit Formalities; and or resigned because of unable to handle the project competency and pressure Tags: Background screening Companies, Employee Background Recent Verifitech News Employee Wellbeing In A Hybrid Workplace November 29, 2022 Data Analytics in HR November 29, 2022 How to Retain Valuable Employees November 29, 2022 Change Your Corporate Culture November 29, 2022 Technological Innovations in BGV industry September 29, 2022 What qualities to look when hiring employees September 13, 2022 Load More Leave comments on this post

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Why Your Gut Feeling Isn’t Good Enough Anymore

Raju K / January 21, 2019

Why Your Gut Feeling Isn’t Good Enough Anymore In Recruitment, screening the candidate’s skill, personality and their adaptability to the company’s culture is undoubtedly important. In this competitive business world, not only the employees are seeking the best opportunity, the business firms are in tremendous need of hiring the smart brains too. If your objective is to hire only the best resources, then your recruiter shouldn’t hire based on Subjective Analysis. When the recruitment happens based on clever assessment methodology and smart screening tools, the likeliness of the desired output is definite. There are lots of ways to assess a candidates’ technical skill and, it is not very complicated to measure one’s technical knowledge. But, just a technical knowledge is not the whole of it. A candidate’s personality, attitude towards designated responsibilities and adaptability to company’s culture are other equally important elements. In fact, in the age of e-recruitment, industry experts use modern day tools and techniques to improve the efficiency of the recruitment process. Psychometric Analysis is one amongst the best and smartest way of assessing candidates. With this Psychometric testing, we can measure aspects like intelligence, personality, attitude, critical reasoning, and many more. The result of the Psychometric analysis gives a clear idea of whether a candidate is suitable for the role or not. In fact, recruiters favor Psychometric testing as part of their recruitment process as it helps to secure the best fit for the role. Unlike facets such as education, talents, experience, appearance, and promptness, the behavioral traits and personality of a candidate are challenging aspects to assess during an interview. But, we can easily address these challenges with Psychometric Analysis. Consequences of Subjective Analysis in Recruitment: Recruitment based on assumptions, beliefs, opinions, influenced by emotions and personal feelings are often subject to wrong hires. Below are a few of the consequences a business might face in case if they adopt Subjective Analysis in recruitment. According to the research report, about one-third of the new hires quit within the first six months and the hiring decision was based on first impressions and gut feelings. Hence it is slightly proven that just an instinct and education and experience profile isn’t all enough to make a hiring decision. The costs of making a bad hire are many: risks involved with brand reputation, lost prospects, the cost of replacing a bad resource, and the stress that each of them creates for each other and many more. Therefore, to make the best hiring decision and to attain better recruitment results, recruiters should rely on data but not on gut feelings. Tags: verification Recent Verifitech News Employee Wellbeing In A Hybrid Workplace November 29, 2022 Data Analytics in HR November 29, 2022 How to Retain Valuable Employees November 29, 2022 Change Your Corporate Culture November 29, 2022 Technological Innovations in BGV industry September 29, 2022 What qualities to look when hiring employees September 13, 2022 Load More Leave comments on this post