The document provides guidelines for employment verification conducted by a background verification agency. It outlines objectives such as verifying a candidate's work experience matches their application and ensuring employers are legitimate. It describes importance of checking the past 5-7 years and challenges with records older than 5 years. It also details processes for identifying fake employers, conducting physical site visits, using online searches and regulatory databases to validate employer authenticity. Steps for email/phone employment references are provided along with details covered in the final verification report.

2. Objective
To verify whether the candidate’s working experience are in tandem with what he/she has
specified in the Background verification (BGV) form / supporting documents.
Importance
Employment check is one of the vital employee background check that portraits the candidates
previous employments, his designation, role performed, reason for resignation etc.
As a professional practice BGV Agency recommends their clients to do all employment check for
last 5 years.
The reason behind is the companies may practically maintain the candidate’s employment records
only for last 5 years.
There are few companies that prefer to do all employment check for last 7 years to their
candidates.
If we still check out for candidate’s employment details greater than five years, many of such
cases have the probability of closing it as “Unable to Verify” due to lack of record maintenance by
employer.

3. Guidelines to Identify the Genuinity of Employer
On receipt of BGV form, BGV Agency will check whether the employers name is figured in the list
of FAKE Employers database maintained by BGV Agency.
In case the name matches with the negative database, then BGV Agency will check the records
when was the last physical visit conducted and confirmed the same as negative company.
If the physical visit was done prior to six months BGV Agency shall initiate the physical visit to
check the existence, appearance and infrastructure of the company.
After validating that the company is not in the FAKE company’s list, validate whether the name
appears in the Master DB List of genuine employers.
Definition of Unknown Employer
In case the name is not appearing in the master, BGV Agency will do web analysis and check the
Genuinity of the company.
 An unknown employer can be rightly identified through the media searches that include review of
the company’s portal, news about the employer in e-magazines, corporate blogs and professional
social networking websites.
If the employer is found in the Master DB List of employer or the media search yields the
affirmative results, BGV Agency shall initiate the email to concern employer’s HR.
Even after media search if BGV Agency didn’t get the required details then BGV Agency may
initiate Physical visit for such employers.

4. Objective
To verify the existence of the company in the given address and to observe whether the company
is genuinely operating or a fake set-up company that issues service certificates for price.
Observations to be made in site visit
BGV Agency’s representatives shall physically visit the company’s address and observe the below
points with regard to the employer
To confirm that there is a name board of the company in the given address
To confirm that there is any Security officers in the company, if yes the number of
Security officers seen at the time of visit.
Appearance of the company and the size with which it is operating in that address, like small,
medium or big size.
To collect the details of number of employees working in the address and should also record
the number of employees seen at the time of visit.
To collect all the relevant details with the neighbor hoods and the local authorities with
regard to the company’s nature of business activity , period of stay etc.
To record the name & designation of the respondent who share the candidate’s employment
details and if possible to obtain his sign & seal in the relevant document.

5. Objective
Media & Web searches plays a vital role in identifying the genuine company or fake set-up company
at the initial stage of the employment verification.
Master of Corporate Affairs
Government of India’s Ministry of Corporate Affairs recognized website with updated list of all
the companies registered in Indian Companies Act 1956.
If the prior employers name ends with the private Limited or Limited through MCA we shall verify
below points.
To verify whether the company is registered as per Company Act.
Whether the address mentioned in service certificate matched with the address mentioned
in MCA or not.
NASSCOM & NSA
In global competitive market it has become business practice and even a start-up company should
register in NASSCOM & NSA.
Both plays a vital role in networking of like minded companies in industry to focus on corporate
ventures and support these companies to gain market share and target a niche in global market.

6. Software Technology Parks of India
STPI’s are 100% Export Oriented scheme for development of Software/Electronic Hardware for
Exports.
All the Software/ Electronic Hardware companies should get registered with STPI for utilizing
the benefits under this scheme.
There are seven major Software Technology Parks plotted across India in all major cities.
Bangalore
Maharashtra
Hubli
Chennai
Kolkata
Hyderabad
Mumbai

7. Steps followed to carry out prior employment verification
Following parameters mentioned below will be covered while initiating mails for prior employment
verification.
1. Name of the employee including first name and last name
2. Employee ID
3. Designation
4. Tenure of employment
5. Reason for leaving
6. Last drawn salary
 The first Point of Contact will always be the HR of the previous employer.
 If the HR does not respond after two email follow ups (roughly 3 days), then BGV Agency will
contact the Reporting Authority (RA) if available.
 BGV Agency will contact the RA on his/her Landline number. If landline is not available, then the
associate would contact on the mobile number.
 Where the associate contacts RA on mobile number, details of Landline and official email id to
be procured from the RA.
 If possible BGV Agency shall retrieve the RA’s official mail id and send a mail to confirm
whether the mail id is genuine and shall not bounce back.

8. Validation
On receipt of mail confirmation, or the physical verification
report BGV Agency will validate the output with the
following:
1. Name & Employee ID
2. Designation
3. Tenure
4. Exit formalities are completed or not
5. Reason for resignation.
 After validating the output, BGV Agency will update the
same to client.
Details Covered in Final Report.
The final report will comprise the Employers Name & Address, Name of the Respondent & contact
Details, Designation of Respondent, mode of confirmation, comparative analysis of candidates input
and HR Feedback with respective to period of employment and last designation of candidate and
the BGV Agency’s Feedback.

9. Thanks!
Any questions?
You can find me at:
@ kameshwer.kc@gmail.com