Authentic verification of employees, apart from playing an instrumental role in establishing trust in a new hire, also reduces the plausible risk to the reputation and the safety of a company.
Job creation is one among the top priorities for India. The country witnessed 460 million people employed in non-farm activities in 2015, with over 10 million young people entering the workforce every year. According to a UN report, India will in fact witness over a billion people entering the job market by 2050.1 Midsized companies alone are hiring a total of 3.5 million people on an annual basis, and, out of this, 2.5 million is replacement hiring.2
For employers, the traditional process of scrutiny for hiring freshers or lateral hires can be cumbersome and also expensive. Most HR departments are overburdened, or in several cases understaffed, and very often, they lack technology-based infrastructure. Apart from conducting background checks of new and incoming employees, they also end up spending a lot of productive time in fulfilling incoming verification requests from other employers about former employees.
Authentic verification reduces underlying risk
Authentic verification of employees, apart from playing an instrumental role in establishing trust in a new hire, also reduces the plausible risk to the reputation and safety of a company. In order to avoid any breach in the work culture or overall organizational productivity, it is imperative to conduct thorough background checks on potential employees via documents issued by the Government or private organisations - identity proofs, education credentials, checking with personal and professional references and so on.
This story is from the September 2017 edition of Human Capital.
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This story is from the September 2017 edition of Human Capital.
Start your 7-day Magzter GOLD free trial to access thousands of curated premium stories, and 8,500+ magazines and newspapers.
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