Be sure of your hiring decision

India is number 4 in the world when weighing companies that make wrong hiring decisions. 84% of companies in India said that they were greatly affected by their bad hiring choices.

 Criminal Record Check:

Criminal history or brushes with a crime of any sort – is a decidedly unpleasant facet, and expecting a candidate to reveal it upfront is largely unrealistic. It is an important aspect of Employee Background Screening – used to establish whether a potential employee has a criminal record.

 Academic Record Check:

Educational qualifications, often, form the basis of shortlisting the suitable candidates and lining them up for further assessments. To ensures that fake degrees, colleges, dates, and grades are unearthed, we directly contact the related agencies or educational institutions to check for the veracity of the supplied candidature information.

 Work History Check:

Claims about work history, skills and profiles cited by a potential recruit, employment verification also analyzes (any) gaps or inconsistencies in one’s employment graph and helps in establishing the trustworthiness. This verification enables HR personnel to gauge the candidate’s fitment for the job role in question – a very important aspect in roles requiring specific skills and technical experience.Claims about work history, skills and profiles cited by a potential recruit, employment verification also analyzes (any) gaps or inconsistencies in one’s employment graph and helps in establishing the trustworthiness. This verification enables HR personnel to gauge the candidate’s fitment for the job role in question – a very important aspect in roles requiring specific skills and technical experience.

 Identity Check:

It pays to actually ensure ‘WHO’ you are putting in the ‘hiring list’ – for sadly, we live in a world, where issues like identity thefts and false documents are increasingly becoming common. cFIRST screens and establishes the authenticity of a candidate’s identity through a verification of Government-issued identity documents submitted.

 Reference Check:

The process of reference checking implies an objective evaluation or checking of a prospective employee’s or associate’s past employment and conduct record. In simple words, it indicates a complete background research of a shortlisted candidate to ensure that person would be a good fit for a said role.

 Address Check:

Address Verification procedure for a prospective candidate is an important sub-set, Verification of home phone numbers, credit card billing addresses, locality and neighbor checks and important documents check – may or may not be a part of a standard Address verification process and are carried out on client discretion.

 Professional License Check:

A Professional License Check helps you to scrutinize the professional licensing of the candidate and determine whether it is in good standing. It is also helpful in evaluating the affiliations and memberships of the candidate.

 Credit History Check:

There are times when candidates omit relevant information from their credit history which makes it difficult to gauge their credit history in a correct manner. Through credit history check, you can get a fair idea of the financial responsibility and stability of the candidate.

 Resume Validation:

Recruiters can ill-afford to miss out on exaggeration on the resume when it comes to hiring the right talent for you. We promise to help you select the best talent in the industry by checking the resume and ensuring that the selected candidate has authentic details provided in the resume and PBF.

Global Watch List:

The global watch database search is conducted to scrutinize the individuals and businesses to search for US and foreign sanctions and watch lists. The sources include lists from the FBI, DEA, OIG, SDN, BATF, ICE, OFAC, SDN, SAM and assorted international sources such as Interpol and foreign sex offender registries.