When employing and screening, there are a few key things you must consider when reviewing your background check process. When implementing or evaluating your background check program, be sure to take the following requirements into consideration.
Employers in India may give candidates the opportunity to declare any criminal convictions or offenses for which they have not been granted a pardon. This can be done via an upfront consent form and then verified with fingerprint records later on in the process, as required. Once the candidate discloses any criminal offenses, that information will be confirmed as a part of a nationwide.
In India, an employer must relate the background check to the position for which they are hiring. What kind of searches, checks and verifications are needed for the position being filled? For example, you might want to add media checks and credit checks with credit bureaus for directors – or – professional reference – or professional license for Accountants, Legal or Medical professionals.
The purpose and need for a background check shall be identified at or before the time the information is collected; then the collection of that information must be limited to only that information which supports the purpose. In addition, the employer should consider when it is best to conduct the background check, and generally speaking, it is often determined best practice to conduct a background check later in the hiring process such as when they are near making an offer or even after they have extended a conditional offer of employment.
An individual should be able to challenge the accuracy and completeness of the information and have it amended as appropriate. If the organization refuses to correct its records, the individual may require it to attach a statement of disagreement to the file; this statement then must be provided to any other organizations that have access to the information.