Professional Documents
Culture Documents
It is the ultimate nightmare for every human resources, security, or risk management
professional; your phone rings late Friday afternoon as you wind up loose ends from yet
another challenging week and are looking forward to a quiet weekend. A panic stricken
voice informs you that Mr. X in accounting has assaulted another co-worker and
threatened to harm a supervisor. It turns out Mr. X was not only stealing money, but did
not really have the experience claimed.
As the mess is being sorted out, everyone will be asking you the same question over and
over. From the company CEO, CFO, and corporate attorney to managers, supervisors,
and co-workers, there is one thing everyone wants to know; how did that person get hired
in the first place?
If the matter turns into litigation, the legal fees for just one incident of workplace
misconduct can easily soar into the six figures. Injured co-workers, members of the
public who were damaged, or even the bad employee who may claim wrongful
termination can sue your firm. Once litigation starts, you will also find that in addition to
your normal duties you now have a second and full time job dealing with the discovery
process in litigation and the organizational fallout.
The statistics on the consequence of even one bad hire are chilling. The financial cost to
business from theft, violence, and false credentials can be enormous. There are other
costs that are hard to measure, such as the harm to employee morale or the firm’s
reputation. Industry statistics suggest the cost of even one bad hiring can exceed
Rs.100000 taking into account the time spent on recruitment, hiring, and training and the
amount of time the job is left undone or done badly by an unqualified applicant.
Given the enormous price tag of the bad hiring decision, it is no surprise that employers
of all size are turning into various tools to boost the effectiveness of hiring process. The
tools run from honesty and skills testing to behaviors-based and group interview
techniques.
Ultimately none of these has proved effective in weeding out bad candidates, unless used
in conjunction with a program of pre-employment background screening to obtain hard
facts about a candidate.
These checks are often used by employers as a means of objectively evaluating a job
candidate's qualifications, character, fitness, and to identify potential hiring risks for
safety and security reasons. Background check is also used to thoroughly investigate
potential government employees in order to be given a security clearance. However,
these checks may sometimes be used for illegal purposes, such as unlawful
discrimination (or employment discrimination), identity theft, and violation of privacy.
The onus of selecting the right candidate lies primarily on the HR Executive who uses his
experience and expertise to evaluate the candidate. A direct interaction with the candidate
speaks volumes of his personality. However, a more in depth evaluation of the
prospective employee is a must.
Types of checks
• Employment References
• Education Verification - School grades, degree and any professional
qualifications obtained
• Character Reference Check
• Gaps in employment history
• Identity and Address Verification
• Whether an applicant holds a directorship
• Credit History - bankruptcies
• Criminal History Report
The use of background report is becoming a common phenomenon in today's job market.
The corporate world is requiring all its employees or job applicants to undertake checks
to ensure all the information they provide is truthful. The need for caution is even more
now than earlier mainly because of safety and security measures. No matter the status or
position of your employment, a check into one's life has to be done. Fear has risen among
employees who worry that employers can go digging up information that does not relate
to a job or vacancy. In their defense the employers indicate that they are only being
cautious.
To understand this concept, first we need to know why these checks are necessary to
employers. The market today calls for a thorough background report of employees hence
companies or organization follow suit. To prevent lawsuits that may otherwise arise due
to inappropriate hiring of staff, state background checks help to counter this. Child
smuggling rings have resulted in tougher measures to prevent this syndicate hence all
employees that care for children are screened. The global war on terrorism has made
security concerns a priority of any nation thus not just anyone can be hired without first
knowing his/her identity. Due to the significance of their jobs; executives, directors or
officers require tougher screening than the rest. They have access to large resources and a
considerable amount of power thus the need for caution. Applicants today may tend to
falsify their resume so as to make it appear fit for a certain job description; they try to
prey on the knowledge that employers don't have the time to run checks on them. In the
US, state background checks are a necessity for a certain category of jobs. They include
those working in retirement homes and adoption agencies. The advent of modern
technology has made it cheaper and faster to vet an employee or applicant.
Mount Carmel Institute Of Management Page 3
A background check often includes the social security number, credit records, bankruptcy
status, medical records, driving records, educational records, criminal records, vehicle
registration, court records, property ownership, and personal references, past employers,
drug test records, incarcerations records, military records, character references and state
licensing records. Information that is not usually included is criminal history, any arrests
that may have taken place in the life of an individual, bankruptcy status though it is
usually public knowledge and any compensation that an employee may have been
awarded in the past. Permission is required by employers to access certain records that
include medical, educational and military service. Proper procedure has to be followed
by employers in conducting this kind of process. It requires the permission of the
applicant or employee as stated in the law. In most cases, falsifying a resume is a
criminal offensive and the employer can take stern measures against you.
BENEFITS OF SCREENING:
Human Resource Management (HRM) is the function within an organization that focuses
on recruitment of, management of, and providing direction for the people who work in
the organization. Human Resource Management can also be performed by line managers.
Human Resource Management is the organizational function that deals with issues
related to people such as compensation, hiring, performance management, organization
development, safety, wellness, benefits, employee motivation, communication,
administration, and training.
Human resource is a term used to describe the individuals who comprise the workforce
of an organization, although it is also applied in labour economics to, for example,
business sectors or even whole nations. Human resources is also the name of the function
within an organization charged with the overall responsibility for implementing strategies
and policies relating to the management of individuals (i.e. the human resources). This
function title is often abbreviated to the initials 'HR'.
Human resource is a relatively modern management term, coined in the 1960s. The
origins of the function arose in organizations that introduced 'welfare management'
practices and also in those that adopted the principles of 'scientific management'. From
these terms emerged a largely administrative management activity, co-coordinating a
range of worker related processes and becoming known, in time as the 'personnel
function'. Human resources progressively became the more usual name for this function,
in the first instance in the United States as well as multinational corporations, reflecting
the adoption of a more quantitative as well as strategic approach to workforce
management, demanded by corporate management and the greater competitiveness for
limited and highly skilled workers.
Human Resource Management (HRM) is seen by practitioners in the field as a more
innovative view of workplace management than the traditional approach. Its techniques
Organizational management
Personnel administration
Manpower management
Industrial management
FUNCTIONS:
The Human Resources Management (HRM) function includes a variety of activities, and
key among them is deciding what staffing needs you have and whether to use
independent contractors or hire employees to fill these needs, recruiting and training the
best employees, ensuring they are high performers, dealing with performance issues, and
ensuring your personnel and management practices conform to various regulations.
Activities also include managing your approach to employee benefits and compensation,
employee records and personnel policies. Usually small businesses (for-profit or non-
profit) have to carry out these activities themselves because they can't yet afford part- or
full-time help. However, they should always ensure that employees have—and are aware
of—personnel policies which conform to current regulations. These policies are often in
the form of employee manuals, which all employees have.
Each and every employee has to contribute individually and also collectively to the
success of the organization. At the low level they have to contribute to a goal. To make
them contribute the human resource management team has to work harder. It is found
that the contribution of an employee is low when they do not know what they are doing.
The HR management team should attract the right talent to their organization, give
appropriate compensation, retain them and also develop them to meet the current and
future organizational goals. The HR management team is dedicated to this work round
the clock. Without them it is not possible to have the right team to execute projects. They
need to keep track of the skill acquired by the employees during their tenure in the
organization and deploy them for the right projects.
The employees need to be properly trained and motivated by the human resource
management team. The ethical policies should be communicated to them at the right time
and the problems in the organization should be revealed to get the right solution from
them. Thus they should make the employees work more efficiently to meet the
organization’s goal.
LITERATURE REVIEW:
Article: 1
By Lester S. Rosen
(Published in the Career Section of the Sunday San Francisco Examiner/Chronicle)
• To find out the utility of background verification in the IT, ITES, Infrastructure
and Pharmaceutical Sectors.
OBJECTIVES:
To study the recruitment process adopted by companies.
METHODOLOGY:
Background check evaluation can be formative from the point of view that it may run any
time during the process and summative from the point of view of overall process
evaluation. The use of qualitative data may be very helpful in explaining quantitative
findings. Data collection through both primary as well as secondary sources will be done
and experience survey will prove to be useful.
SAMPLING PLAN:
Sample size: small and finite: 70
Sample unit: Human Resource Managers
Sample design: Non-probability sampling
Secondary source:
Internet, magazines, journals, books etc.
PLAN OF ANALYSIS: the data collected through primary and secondary sources
would be analyzed by appropriate descriptive statistics. Measure of central tendency
would be appropriate for this study.
LIMITATIONS:
Mount Carmel Institute Of Management Page 11
Time constraints
The study will b carried with pure academic objectives but findings may be
valuable feedback only to the organization and cannot be generalized.
6. Hypothesis if any
8. Methodology
9. Sampling plan
12. Limitations
COMPANY PROFILE:
DCODE VISION
DCODE MISION:
"To become the most reliable, committed and cost-effective pre and post
employment screening solutions provider in India"
Dcode Research, the most rapidly growing background Screening Company, delivers
higher returns to clients through its cost-effective, high-value services model thus
making hiring process easier.
The company works diligently to help you with your needs, always keeping in mind, the
basic aspects of our business - quality, integrity and efficiency. For aspirants looking to
enhance their career prospects, we provide an opportunity and help them realize their
goals.
Dcode delivers world-class talent of experienced professionals with deep business and
technical acumen. By continuously refining skills and adapting to new technologies, we
help taking your business productivity to new heights.
COMPETITORS:
The major competitors are FADE, Authbridge, Verifacts and Hill & Associates.
SWOT ANALYSIS:
Strengths:
A network of contacts nearing 20000+ across all industries (the fastest in this segment)
Weakness:
Opportunities:
Threats:
Major competition from FADE, Authbridge, Verifacts and Hill & Associates, a well
established company in the field of risk management and background screening.
SERVICES PROVIDED:
4. Criminal Checks: the report generates a list of addresses the applicant has lived
at the last seven years. They use these addresses as the benchmark for beginning a
criminal record search. This is the most effective way to verify the candidate’s criminal
history and the best way to ensure legal protection. These records will indicate if a
subject has a criminal act or offense filing within the last seven years, or more if
applicable. Complete reports will include the date filed, charges, level of the charges,
deposition date and final disposition.
Question 1, Q.13 and Q.14 are applicable to the total sample, i.e. 70.
Question 2 to question 4 is applicable to the respondents who have answered
“No” in question 1, i.e. companies that do not conduct background screening.
(Sample size: 5)
Question 5 to question 12 is applicable to the respondents who have answered
“Yes” in question 1, i.e. companies that conduct background screening. (Sample
size: 65)
Analysis:
The above table shows that 92.9% conduct background screening of their employees and
only 7.1% companies do not conduct background screening.
70
60
50
40
Yes
30 No
20
10
0
No. of respondents
Inference:
Analysis:
The above table shows that 4 companies do not conduct background screening because of
lack of resources and 1 company do not conduct background screening as there exist a
stringent hiring process.
4
3.5
Lackof resources
3
2.5 Backgroundscreening
2 is not important
1.5 Existence of stringent
hiringprocess
1
Others
0.5
0
No. of respondents
Interpretation:
Analysis:
The above table shows that all the 5 companies that do not conduct background screening
are not sure whether they would like to conduct background screening in the future.
3 Yes
No
2
Not sure
0
No. of respondents
Inference:
Table 4: showing whether the companies would like to outsource background screening:
Willingness No. of respondents Percentage
Yes 0 0
No 0 0
Not sure 5 100
Analysis:
The above table shows that all the 5 companies that do not conduct background screening
are not sure whether they would like to outsource background screening in the future.
Graph 4: showing whether the companies would like to outsource background screening
3
Yes
No
2
Not sure
1
0
No. of respondents
Analysis:
The above table shows that out of 65 companies who conduct background screening, 3
started after an incident in the company, 15 started after hearing the recent scams about
fake resumes and 47 companies conduct as it is a part of their company policy.
50
40 After an incident in
the company
30 Heard of recent
scams
20 Company policy
10 Others
0
No. of respondents
Table 6: showing the types of background verifications that the companies conduct:
Types No. of respondents Percentage
Analysis:
The above table shows that 43.1% companies conduct only employment verification and
47.7% companies conduct both employment and education verification. Only 9.2
companies conduct all the four i.e. employment, education, police and drug test.
Graph 6: showing the types of background verifications that the companies conduct
35
30 Employment verification
25 Education and
20 Employment verification
Police verification
15
10 Drug screeningtest
Inference:
Analysis:
The above table shows that out of 65 companies who conduct background screening, 28
companies conduct background screening for the entry level employees whereas other 37
companies conduct at all level.
Graph 7: showing job levels at which background check is conducted in the companies
40
35
30
25 Entrylevel
20 Middle-level
15 Top-level
10 All-level
5
0
No. of respondents
Inference:
The global war on terrorism has made security concerns a priority of any nation thus not
just anyone can be hired without first knowing his/her identity. Due to the significance of
Analysis:
The above table shows that out of 65 companies who conduct background screening, 16
conduct in-house, 21 outsource to background screening agencies and 26 conduct both
in-house and outsource.
Graph 8: showing the medium adopted by the companies for conducting background
screening
30
25
20
In-house
15 Out-source
10 Both
0
No. of companies
Inference:
From the table and analysis it can be inferred that most of the big companies conduct
both in-house as well as outsource background screening where as few companies with
Analysis:
The above table shows that 26 companies conduct in order to prevent fraudulent entries,
19 conducts to reduce unproductive workforce and 20 conducts to prevent fraudulent
entries as well as reduce unproductive workforce, attrition and hiring expenses.
30
Preventing fraudulent
25 entries
Reducingunproductive
20
workforce
15 Reducingattrition
10 Reducinghiring expenses
5
All the above
0
No. of respondents
Inference:
Hiring an undeserving candidate can unnecessarily increase your training and recruitment
costs, harm your organizations’ harmony and put confidential information into
jeopardy. Thus from the table and analysis it can be inferred that background screening
Mount Carmel Institute Of Management Page 25
help in reducing fraudulent entries, unproductive workforce, attrition and hiring
expenses.
Table 10: showing the time taken in the background screening process by different
companies:
Time-taken No. of respondents Percentage
Less than a week 13 20
A week 24 36.9
15 days 13 20
A month 15 23.1
More than a month 0 0
Analysis:
The above table shows that 20% companies require less than a week’s time, 36.9%
requires a week, 20% requires about 15 days and 23.1% requires about a month’s time in
the background screening process.
Graph 10: showing the time taken in the background screening process by different
companies
25
20
Less than a week
15 Aweek
15days
10
Amonth
5 More than a month
0
No. of respondents
Inference:
As employment verification and drug screening test do not require much time the
companies that conduct only these verifications requires less time whereas education and
police verification takes longer time than drug screening and employment verification
and so requires longer time in the background screening process.
Analysis:
The above table shows that the difficulty faced by 30.8% of the companies is lack of
time, 29.2% is insufficient data, 27.6% is poor responses and 6.2% is cost.
Graph 11: showing the difficulties faced by the companies during the process of
background screening
20
18
16
14
Insufficient data
12
Cost
10
Poor responses
8
Lack of time
6
Others
4
2
0
No. of respondents
Inference:
As the hiring process involves high cost and time, the H.R.Managers are being
pressurized by the top management to complete the formalities within a limited period of
time and thus lack of time is a major difficulty faced during background screening. In
many cases the company is not provided with the data that the applicants are required to
provide and also the incorporation of the sources are other major difficulties faced by the
companies during background screening.
Analysis:
The above table shows that the frequency of getting fake resumes less than 10 is 72.3%
and between 10-30 is 18.3% and only 6% more than 30.
50
40
30 >10
10– 30
20
<30
10
0
No. of respondents
Inference:
Applicants today may tend to falsify their resume so as to make it appear fit for a certain
job description; they try to prey on the knowledge that employers don't have the time to
run checks on them. But background screening has created a fear among the applicants
and as a result the applicants providing fake resumes have significantly decreased.
Table 13: showing the factors that companies look for in a third party vendor:
Factors No. of respondents Percentage
Mount Carmel Institute Of Management Page 28
Free of biasness 6 8.6
Competitive pricing 9 12.8
Network 6 8.6
Faster service 20 28.6
All the above 29 41.4
Analysis:
The above table shows that 8.6% of the companies look for free of biasness and network,
12.8% of the companies look for competitive pricing, 28.6% for faster services and the
rest 41.4% look for all the factors in a third party vendor.
Graph 13: showing the factors that companies look for in a third party vendor
30
25
20 Free of biasness
Competitive pricing
15
Network
10 Faster service
All the above
5
0
No. of respondents
Inference:
From the table and analysis it can be inferred that as background verification is a part of
recruitment process, the more time involved in background verification, the more is the
hiring expenses as well as the recruitment process is delayed. Thus most of the
companies look for faster. Also in the competitive market, companies look for
competitive pricing as well as better network and free of biasness.
Table 14: showing the willingness to contact Dcode Research for outsourcing
background screening:
Analysis:
The above table shows that 3 companies are willing to contact Dcode Research for
outsourcing background screening whereas 67 companies are not willing to contact
Dcode Research.
70
60
50
40 Yes
30 no
20
10
0
No. of respondents
Inference:
From the table and analysis it can be inferred that almost all the companies are satisfied
with their vendors and few who do not conduct background screening and are planning to
conduct in the future would prefer to contact Dcode Research for outsourcing.
SUMMARY OF FINDINGS
• Majority of companies conduct background screening of their employees and
only few companies do not conduct background screening.
Conclusion
Not doing a thorough background check is as dangerous a practice as not having
insurance. In the recent year there have been quite a number of events that have lead to
Suggestions
Articles:
NAME:
QUESTIONNAIRE
Yes
No
Lack of resource
Background Screening is not important
Existence of stringent hiring process
Others
Yes
No
Not sure
Yes
No
Not sure
6. What are the verifications you conduct for your organization? [Can tick
more than one]
Entry level
Middle level
Top level
All level
In-house
Outsource
Both
Insufficient data
Cost
Poor response
Lack of time
All the above
> 10
10-30
*13. What do you look for in a Third Party Vendor (background verification)?
Free of bias
Competitive Pricing
Network of those who conduct these
checks
Faster service
All the above
14. Would you like to minimize the risk of fraudulent entries into your
company by contacting Dcode Research Pvt. Ltd.?
Yes
No