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What priority does your HR personnel give to the task of responding to verification requests of other companies? Has the response process been structured? Are the HR personnel efficiently managing this task along with other tasks? The grim fact is responding to incoming verification requests is not a high priority task for HR employees. As a consequence, in the milieu of tasks of on-boarding employees, regularising salary cycles of employees, carrying out employee separation process neatly, etc., the task of responding to verification mails is pushed back further. This leads to delay in response time and an inefficient handling of this task. In an eco-system it is imperative for companies to have a symbiotic relationship with each other. So when it is about responding to such other companies’ queries, it can be made sure that it is done within the deadline. Before one responds, one also needs to ensure that this confidential information is not being elicited to a suspicious entity. In short, response system would be a robust one of it is able to provide answers to the following. Are the responses being given within the pre-set deadline? Has the time consumed in eliciting response reduced for the HR personnel? Is there a system in place which ensure that the confidential information is being shared with authorized entity? This may be an ideal scenario, but it can definitely be attained, though not necessarily by carrying it out in-house. There are various data repositories maintained by experts. Data of ex-employees can easily be handed over in these repositories. Whenever a company would require some information for verification, the company could be redirected to the repository. This way neither would the HR personnel’s time be consumed in carrying out an unyielding activity nor would the company requiring information would have to wait for a response. Authorising a third party repository to maintain the ex-employee data enables an effective an efficient management of such high volumes of information. In-house maintenance of such data would have demanded for a commitment of various resources of the company such as time, cost, and when managed physically, space and stationary. Therefore, a repository helps in reducing such costs for an organization. Another important benefit of providing ex-employee data to a third party repository is that it helps in putting together a system that can efficiently track the sent responses. even this is capable of understanding the common requirements of corporates which further helps in maintaining the data accordingly. Hence, outsourcing to an external repository puts both the parties in win-win situation. ~Naman is associated with a leading background screening company that specializes in Online employee screening service
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