Introduction
A country with a massive number of young people needs employment, where job applicants choose unethical paths that can cost them their careers. Among unemployed applicants, portraying fake experience is not an ideal way to get a job, but an alternative way to be employed and find financial independence to maintain a living standard in a competitive world, and these cases are exceptional. Every corporate organization wants to hire loyal and productive employees, but not a fraud, and here responsibility lies for every HR team. Applicants try to skip the verification part with background verification fraud, which is more unethical because a verification team will show the exact report according to their findings, in which employment fraud comes under discrepancy. Verification organizations always find disparity with forged offer letters or fake experience certificates, which makes it impossible for the HR team to understand the difference. Here, we are going to discuss how employment verification helps us to identify fraud and the types of fraud.
How does an employee background check help to identify fake experience fraud?
Applicants who show fake experience in Indian corporates think it will provide them a way towards a great career, but in return, it is possible that people who do fishy activities can tarnish their professional career.
There are multiple ways of proceeding with employment verification checks that include a wise process. The following are some methodology steps that are necessary to follow for verification:
- Managing all the obligatory details and documents (salary slip, experience letter, offer letter, etc.) from candidates.
- Start contacting the candidates’ HR team via email to validate all the information provided by the candidate.
- After getting all the information from the HR team, make decisions.
An employment verification background check is the only way to verify if any employee has a fishy history or is involved in suspicious activities. Verification is a time-consuming process that needs to be processed with attention. Experience certificate fraud in Indian corporates is increasing every day, which is a signal for professionals to formulate a safeguarded hiring process for employees.
How does a third-party verification company identify employment fraud?
As a third-party verification company, we handle 20 to 30 fake job experience cases every day, which is a critical task. Determining fraudulent activities is a big task because one mistake can ruin one’s career. Here, we understand which third-party verification companies handle candidates’ verification to filter the onboarding process.
- Collecting all the candidates’ mandatory documents from the candidate or the dedicated HR team.
- Directing all the documents to the dedicated verification team, where we process in-depth research on candidates.
- The team verifies all the provided documents from different channels by contacting the dedicated HR or HR team.
- The quality team re-verifies all the details provided by the verification team; afterwards, report preparation work begins.
In India, is it legal to perform employee verification on employees?
Yes, but without taking the candidate’s consent, the BGV process comes under unethical practice, and background verification is a tool for employee fraud detection, so if any company wants to secure their organization, then they need to first collect consent from the applicant and then proceed with the necessary verification steps. Following all the compliance regulations is a mandate for corporations to establish a well-legalized organization.
Types of fake experience fraud.
Fabricated employment history: To get high pay, sometimes people simulate their employment history, in which they exaggerate their profile, which is not a legal and ethical practice in the corporate world.
Exaggeration of Skills and Experience: If skill increases with experience, and skills don’t align with the mentioned employment experience, then it shows disparity, which is not a good signal for any applicant.
Forged documents (salary slips, offer letters, appointment letters): Applicants who have some history in the past related to employment sometimes provide forged documents to get hired easily, which is not an ethical or virtuous practice because it portrays a bad impression on the applicants’ profiles.
Conclusion
Fake experience fraud is increasing among today’s generation, which is concerning for corporate industries. There are multiple ways to showcase documents in front of the hiring team or HR, where no one can find out if the documents are fake or not; people lie in their employment documents to get a well-paying job. Employee Background Check is a tool that can safeguard industries from external threats.
FAQs
Why do employees provide fake employment history to the organizations?
Ans. To get a high-paying job or to hide a fishy employment history, applicants provide fake documents or details.
How do third-party verification companies verify employment history?
Ans. It starts with collecting all the mandatory documents from candidates, where we need all the required information, and then we provide all the collected data and details to our BGV team.
Why does employment verification relate to the company’s safety?
Ans. A company may hire a candidate, and after some time, they find a criminal case against that candidate that can tarnish the brand value of the organization. And to avoid such cases, background verification is vital for every employee.
Is employment verification also necessary for top managers?
Ans. Yes, because preventing and protecting are two golden rules that all organizations are obligated to follow. As an organization, you are liable for all your employees’ actions in the market, and all the top managers have access to confidential information, where background verification is vital.
