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Employee Background Check
Employee Background Check
Updated over 3 years ago

PURPOSE

The purpose of this policy is to set the guiding principles for verification of Applicants for background prior to onboarding them on any long or short-term engagement.

SCOPE

Background Verification Check policy applies to incase of new applicants or promotion of any existing employee. In case of promotion of internal hiring the

All these policies are applicable on a need basis, some roles require extensive verification other are fine to proceed with the basic checks that include the National ID, Legal Working Eligibliiity, Employment, and Educational Verification.

TERMS AND DEFINITIONS

POLICY

National ID / Social Security Verification

validates the applicant's Social Security number, date of birth, and former addresses.

Legal Working Eligibility:

  1. Confirm if the Employee/Contractor is authorized to work on the site location as per local law and regulations.

  2. Check if the employee requires any kind of sponsorship, visa or facilitation from a Company that'll allow him to work in that Country.

Prior Employment Verification:

  1. Prior employment experience should be verified through relevant interview questions.

  2. Applicant must also provide a copy of the original experience letter clearly mentioning the tenure of service, role, and job description (if available) with that particular employer.

  3. Any Volunteer or seasonal work will not be counted as a professional experience.

  4. If an employee has worked with multiple organizations, he should provide an experience letter from the organizations where he worked for the last 5 years. If employment tenure with a previous organization was more than 5 years in that case only a previous experience letter is required.

  5. Employees should also produce a copy of the latest performance evaluation report with the last employer. In addition, if any negative feedback is given in the experience letter it should also be accounted for during the evaluation and onboarding of the candidate.

  6. In some cases, an employee may also have to provide the last drawn salary/compensation (if required by the Hiring Manager or HR Personnel).

2. Personal and Professional References

  1. The application should also be verified through his personal and professional references. These references can be requested by the HR Personnel.

  2. HR Personnel should contact these persons and ask for any relevant information pertaining to his/her behavior, aptitude, and quality of work. It must be ensured that his personal identity is not impacted by any negative feedback and all his feedback must be kept confidential.

3. Educational and Professional Credentials

  1. It must be assured that the employee has the most suitable (in some cases) minimum qualification required to carry out the job successfully.

  2. Employees with the right educational background should be given preferences over the ones who have different kinds of educational backgrounds.

  3. Applicant's credentials should be verified with local and foreign (if applicable) educational verification institutes.

  4. If Applicant has some additional Certifications, these certifications should be verified with the relevant certification authority.

  5. If any of his credentials don't qualify, the applicant should be informed and his hiring process should be halted immediately.

  6. Event Hub also keeps the rights to take any legal actions or report the applicant to respective authorities to take some actions.

4. Criminal Record

  1. It must be ensured that the Application doesn't have any Criminal or Offensive Record in his profile.

  2. This can be checked with local authorities that may range from Police Department, Motor Vehicle to State Department and Foreign Verification Institutes.

5. Credit Record

  1. It is also important for Event Hub to check if the Applicant has any major loans, credit cards, or other debts in his name that could possibly impact Event Hub.

6. Licenses and Other Information

  1. For a job that requires traveling or license requirements, Event Hub should also verify if the applicant has a valid license.

  2. These licenses may include licenses from driving licenses to any professional licenses that could be needed by an applicant to perform his official duties.

6. Termination of Verification Process

  1. Employment Verification requires extensive communication and collaboration with legal, foreign and domestic organizations. If any document found to be forged or incomplete, Event Hub has the right to terminate or halt the process without prior notice to Application

  2. If the applicant is not helping in providing the right information at a given time, the verification process can be halted.

  3. An Applicant who was once blacklisted due to forgery, his application should never be processed again.

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