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Background screening is an important step towards an effective hiring process. However, the approach and the purpose makes a huge difference in the effectiveness of background check process. At times, it is the company policy or a regulatory body that mandates the presence of verification step in the hiring process. In such cases, robustness of verification process is generally not much of a concern for these companies. In other cases, there is an endeavour to make the whole process a competent one. Below are five ways in which background verification process can be strengthened. •Identify risk parameters- it is very important to go to the grass root level in order to understand what risks actually haunt an organization. Data security and employee fraud risks are two of the most common risks for companies of any line of business. The risks of ending up with a wrong hire also looms large. •Ascertain risks arising out of job role- each varying job role is poised to bring in new set of risks for the company to handle. Determining such risks would require deep understanding specifications and operations of the job role. Identification of risk parameters in general as well as risks arising from varying job description is the main basis of determining of specific requirement of checks. •Selection of the right service provider- whilst the nature of risks and the corresponding checks are been arrived at, companies also need to understand whether they hold the capacity of carrying out this elaborate process in-house or not. If they do not, the nit is best to outsource this task to an expert. Outsourcing has to be done prudently which would again require a certain amount of research. Research is necessary because such agencies would be dealing with confidential data and companies would definitely like to be sure about such an entity’s credibility. •Sufficiency of information- it is important to ensure that the verification process is being able to retrieve sufficient information that equips one to take a decisive disposition. Insufficiency can skew the facts, thus affecting the final decision. •Legal compliance and fairness in execution- As per the norm of verification, the process can be carried out only with the consent of the individual whose background would be verified. Other than that, the entire process should be through legal sources and should not be done discreetly. These few points to remember will ensure that not only is the candidate being verified, but the information being collected through this process actually results in the right hiring decisions. Naman is associated with a leading background screening company that specializes in Employee Background screening
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