1. Pragya Gupta. 1 Background checks and Reference Analysis

2. Pragya Gupta. 2 37% of resumes are phony 25% of work histories are falsified 85% of university students have admitted to cheating Do you know

3. Pragya Gupta. 3 42% of a manager's time is spent addressing conflict 33% of employees admit to stealing 30% of business failures are directly related to employee theft A corporation fails every 3 minutes 96% of all companies fail within 10 years "A Bad Beginning Makes a Bad Ending" Euripides (Greek Writer) So what are the consequences??

4. Pragya Gupta. 4 Perform reference checks Make sure the candidate has signed a release Always get two forms of identification and make applicants fill out job applications Use a structured reference checking form Use given references as a source for others Ask the right questions and judge whether the reference’s answers are evasive Reference Checks

5. Pragya Gupta. 5 Reference Checking Format (Verify that the applicant has provided permission before conducting reference checks) Candidate Name: Reference Name:Company Name: Dates of Employment:(From: and To:) Position(s) Held:Salary History: Reason for Leaving: Explain the reason for your call and verify the above information with the supervisor (including the reason for leaving) 1. Please describe the type of work for which the candidate was responsible. 2. How would you describe the applicant’s relationships with coworkers, subordinates (if applicable), and with superiors? 3. Did the candidate have a positive or negative work attitude? Please elaborate 4. How would you describe the quantity and quality of output generated by the former employee? 5. What were his/her strengths on the job? 6. What were his/her weaknesses on the job? 7. What is your overall assessment of the candidate? 8. Would you recommend him/her for this position? Why or why not? 9. Would this individual be eligible for rehire? Why or why not? Other comments? Source: Society for Human Resource Management, © 2004.

6. Pragya Gupta. 6 Falsification of background information Many applications and resumes contain factual misstatements and significant omissions Background Investigation Types of background information Previous-employment records Criminal records Drug tests Education/degree documentation Professional certifications/licenses Motor vehicle records Credit history Honesty tests Social Security number Sex offenders lists Worker’s compensation records Military records

7. Pragya Gupta. 7 Background check process After an applicant accepts the job offer, HR Representative must proceed with the background process The HR department will contact the candidate to explain the background check procedures The applicant will then receive an email from a background screening company He/ She must complete the requested information in order for the background check and hiring process to proceed

8. Pragya Gupta. 8 The background check cannot begin until the applicant has completed the requested information After the candidate has provided the information to screening company, the background check will proceed Complete background checks may take up to five business days after all of the appropriate information has been received from the candidate Background check overview

9. Pragya Gupta. 9 If the background check is unsatisfactory, the initial review of the information is conducted by the Director of Human Resources. When appropriate, the checks will be escalated to the Vice President’s office for review If the background check is satisfactory, the HR department will email the hiring authority the approval of the candidate and if applicable, will submit the applicant back through recruitment department for the necessary departmental approvals The hiring authority should contact the candidate to finalize the start date of employment After the background is complete the offer letter and all other applicable paperwork should be completed and forwarded to the HR Department Background check results

10. Pragya Gupta. 10 Include on the application form a statement for applicants to sign explicitly authorizing a background check. Use telephone references if possible. Be persistent in obtaining information. Ask open-ended questions to elicit more information from references. Use references provided by the candidate as a source for other references. Make sure checking references is done by authorized managers Can be ineffective due to legal repercussions or a current supervisor might give a bad employee a good reference to get rid of the employee Making Background Checks More Useful

11. Pragya Gupta. 11 Extent of investigations and checks Reference checks (87%) Background employment checks (69%) Criminal records (61%) Driving records (56%) Credit checks (35%) Reasons for investigations and checks To verify factual information provided by applicants. To uncover damaging information. Background Investigations and Reference Checks

12. Pragya Gupta. 12 Sources of information for background checks: Former employers Talk to current and previous supervisors to discover more about person’s motivation, competence and ability to work with others Commercial credit rating companies Written references Check social networking sites Background Investigations and Reference Checks

13. Pragya Gupta. 13 Limitations of Background Checks

14. Pragya Gupta. 14 Pinkerton India http://www.pinkerton.com/india National Skill Registery https://nationalskillsregistry.com/background- verification.htm https://nationalskillsregistry.com/background- verification.htm Fullerton http://www.fullertonindia.com/ Icrederity India http://www.icrederity.com/background-check/ Background check companies in India

15. Pragya Gupta. 15 More queries?