Frequently Asked Questions

Expertise: Third-party BGV service providers have knowledge of the vetting procedures and are experts at conducting extensive background checks. They are knowledgeable with background screening best practises, legal guidelines, and industry standards. Companies may guarantee more accurate and thorough outcomes by contracting out this work to experts.

Legal Compliance: Background checks must abide by a number of laws and rules, including the General Data Protection Regulation (GDPR) in the European Union and the Fair Credit Reporting Act (FCRA) in the United States. The danger of legal liability can be reduced by using third-party BGV service providers, who are knowledgeable about these legal requirements and can assist businesses in ensuring compliance with relevant laws.

Objective and Unbiased: By using a third-party BGV service, you may avoid biases that might develop if internal personnel or supervisors are in charge of performing background checks. In order to guarantee objectivity in the screening process, third-party providers adhere to standardized protocols and concentrate entirely on confirming the information provided.

Data Protection and Confidentiality: Third-party BGV service providers are aware of the significance of preserving data protection and confidentiality. To protect sensitive information during the verification process, they have strong data security procedures in place that ensure compliance with data privacy laws and safeguard both the company's and the candidates' data.

Extenuation of risks : Comprehensive background checks can help businesses reduce the risk of negligent hiring, potential workplace violence, financial fraud, or reputational harm. In order to identify any potential warning signs that might not be immediately obvious, third-party BGV service providers use a variety of screening approaches, including criminal history checks, employment verification, educational qualification verification, and reference checks.

Efficiency and Scalability: Businesses can grow their verification procedures effectively by outsourcing BGV services. Third-party suppliers can handle high volumes of screenings due to their infrastructure and resources, which guarantees prompt results. For businesses that experience quick growth or substantial personnel turnover, this is especially advantageous.

Time and Resource Savings: For internal HR departments, doing thorough background checks can take a lot of time and resources. Companies can free up their resources to concentrate on their core businesses by outsourcing this activity, and the third-party provider will handle the screening procedure and guarantee accurate and quick findings.

It is imperative to keep in mind that the particular documentation and information needed may change depending on the laws of the country, the policies of the business, and the type of position being screened. When gathering and using personal information throughout the BGV process, employers should make sure that they are in accordance with local laws and regulations. However, given below are usual list of documents/information needed from clients:

Candidate Information Check: The candidate's full name, date of birth, current residence, contact information, and social security number or national identity number (if applicable). The candidate's professional history, educational qualifications, employment history, and any extra information offered on their CV.

Consent Form: A signed consent form from the candidate authorising the background check and granting permission for the employer or a third-party BGV service provider to execute the verification procedure.

Identity Proof Check: Documents proving the candidate's identity, such as a copy of their passport, driver's license, or national identification card.

Address Verification Check: Documents proving the candidate's present address, such as utility bills, bank accounts, or lease agreements.

Employment Verification Check: Information about the candidate's previous jobs, such as business names, job titles, dates of employment, and contact information for HR or supervisory references.

Educational Qualifications Check: Information on the candidate's educational background, such as the names of universities attended, degrees achieved, dates of attendance, and any extra certificates or qualifications.

Criminal Record Check: Depending on the scope and requirements of the position, the candidate may be required to supply information for a criminal record check, such as their date of birth, social security number, and past addresses.

Reference Check: Contact information for professional references who may vouch for the candidate's work experience, talents, and character.

Additional Documents: Depending on the individual requirements, additional documents such as professional licenses, certifications, or proof of specialized training may be required.

It is critical to follow a methodical and thorough strategy when completing a complete background check for a new employee to ensure accuracy and compliance.

We adhere to all applicable background check rules and regulations, including data protection, privacy, and anti-discrimination laws. 

The BGV Services are available only for candidates working and residing in India currently.

Here is a recommended strategy for conducting a thorough background check.

Recordkeeping with Consent: We keep thorough records of all background verification Documents only post Candidate’s Consent for official usage, including the dates, methods employed, and results of each verification stage. We ensure that all applicable data protection requirements are followed, and that all records are securely stored.

Candidate Privacy: Throughout the background check process,  we keep the candidate's personal information secure by Following data protection standards and safely disposing of any sensitive information once the verification is complete.

It's important to note that the turnaround time can vary significantly depending on the specific circumstances and the resources available for conducting the background check. Generally, a background check can take anywhere from a few days to several weeks, but given below factors are the most common:

Background check scope: The thoroughness of the background check will influence the time required. It will normally take longer to verify several variables such as employment history, schooling, professional licences, criminal records, and credit history than a more limited check.

Third-party response time: The responsiveness of third-party verification process participants, such as past employers, educational institutions, or reference contacts, might affect the entire timetable. If these entities are sluggish to reply to verification requests, delays may result.

We provide a wide range of background verification services tailored to your specific needs. Our services include but are not limited to:

1. Employment history verification - Basic Package
2. Education verification - Basic Package
3. Professional Reference checks  - Basic Package
4. Criminal record checks- Customized
5. Identity verification - Basic 
6. Address verification - Customized
7. Credit history checks - Customized
8. Professional license verification - Customized
9. Pre- medical Checkup - Customized

Yes, it is possible as per Client needs as per role as few role fulfillment might seek Criminal or Credit check but other roles might not need beyond Regular checks

Healthcare, Hospitality, IT and Non IT as well

Being F.A.S.T:

F - Focused

A - Advanced 

S- Secure

T- Timebound

We ensure to keep the Client informed on each step of verification process that can help Clients to receive quick response for mandatory checks to speed up onboarding as few verification checks can also be completed post joining. For example – Education Institution Verification