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Confirm Qualifications

Education background check takes a step higher by verifying educational qualifications worldwide. Regardless of whether you are hiring domestic or international talent, challenge foreign degrees, online universities, and newly established colleges. This is a standard registration that confirms the credibility of the qualification as well as by the awarding body.

Key Parties Involved:

• Domestic and international educational institutions.
• Education ministries or accreditation bodies.
• Official transcript and certificate repositories.

Checks Performed:

• Verification of course duration and curriculum.
• Mode of education (online, full-time, part-time).
• Blacklist or fake university detection.
• Authenticity of certificates and transcripts.
• Cross-checking through national or global registries.

For positions that require licenses, certifications, or regulatory approvals this step, is by no means an option. With an accurate education check, you save your company from fraudulent hires and give confidence to clients that the team you are selling has a depth of skill.

Verify Current Address

A valid address check verifies that a candidate has shared their current and previous residential addresses, it authenticates the identity of the individual, and lowers the possibilities of any fraud or impersonation. Helps the organization to maintain sufficient documentation for on-boarding, logistics and compliance with laws (Some industries like Finance / Telecom Ind.) also need address verification as mandatory.

This step ensures that the candidates actually live or lived in the address he or she mentioned and can past legal, professional communication in future if necessary.

Involved Parties:

• State/UT administration (district, municipal bodies or panchayat offices)
• Public utilities (electricity, gas or water).
• Landlords or neighbors (in case of manual verification).
• Field verification agents.
• Government-issued address records.

Checks Performed:

• On-ground verification (if opted).
• Proof of a utility bill or lease agreement
• Photographic evidence of residence.
• GPS-tagged visit logs.
• Recognizing False or Ghost Addresses
• Residency duration and ownership details.

This verification is important for companies working in regulated industries or offering telecommuting to ensure authenticity in employee documentation.

Authenticate ID Proofs

An IDs check is a powerful tool to authenticate the documents that applicants submit when hiring. This guarantees that the candidate’s identity is genuine and they have not presented false, stolen, or defunct documents. It sets the lowest common denominator; Credit report is just about the minimum that most background screening and Know Your Customer (KYC) processes require.

This verification allows companies to avoid fines due to breaches of regulations and to stop fraudsters, minors or multiple personas.

Involved Parties:

• Government identity databases like Aadhaar, PAN, Passport
• Official KYC verification providers.
• HR departments and onboarding teams.

Checks Performed:

Information as given by an applicant is checked with name, date of birth and photo matching.

• Verification of document numbers (Aadhaar, PAN, voter ID etc.)
• Date of Expiry Issuing Authority
• Cross-verification against fraud databases.
• Look for unsanctioned embellishment or repetition.

This verification is essential for all kinds of companies especially industries like banking, insurance, real estate and the online service providers that are significantly exposed to the identity-related threats.

Validate References

Reference checks are a critical part of any recruitment process which help employers to assess how much efficiently did the candidate performed in his previous job. The references are the people who have worked directly with the candidate and can testify to whether what has been described in resume is accurate. The stage assists employers in reducing hiring risks and improving the quality of their hiring decisions with pre-arranged talks and reference check.

Key Parties Involved:

• Past supervisors or reporting managers.
• HR representatives from previous employers.
• Nominated professional or personal references.

Checks Performed:

• Nature of professional relationship.
• Ensuring accountability responsibilities, initiatives and results.
• Areas of strength, improvement and team behavior.
• Why You Left Your Last Job.
• Rehire eligibility and overall recommendation.

During the process of reference checks, we act very professional and discreetly hence we know which information is important to gather on a potential candidate that may not be in their leads. This process is beneficial for hiring especially in leadership, client-facing, trust-required roles where character or perception matters as much as skills.

Scan Digital Presence

However, in the digital age of today, their online profile and behavior can give you some good cues around their habits, values and cultural fit. A simple social media check but it helps organizations judge the sling of their brand that potential hire has done out of office. Resumès and interviews can help to expose professional capabilities, but social platforms provide a glimpse into the candidate personality, communications style and red flags.

Our social media checker makes a careful study all public accounts like-access LinkedIn, Facebook, Twitter(X), Instagram, TikTok, etc. We filter for red flags, such as any hateful content and illegal or inappropriate behaviour, within legal and ethical limits.

While this social media pre-employment check provides additional risk mitigation as well, it also helps further your cultural fit assessment and long-term hiring success.

Involved Parties:

• Internal HR or recruitment teams.
• Social media researchers or screening analysts
• Publicly available social platforms.

Checks Performed:

• Look for inappropriate, aggressive or negative language
• Inspect for signs of criminal activities or substance abuse.
• Disclosure of commercial / trade secret information.
• Manner and behaviour in public interactions.
• Extreme political or social patterns
• Contradicting claimed identity / experience-based content

The intent is not to invade privacy, but rather to protect your business from those who would create a reputational or cultural risk, or a major legal lawsuit.

Check Global Records

A Database Check is one of the most crucial check through background verification which protects your organization from hiring any person with hidden threats. By checking against both domestic and international databases to see if they are on criminal records, sanction lists, watchlists or financial defaulter directories to identify warning signs that could potentially be a risk to workplace safety or compliance.

With the risk of hiring fraud, this is a service you do not want to skip out on — especially if your business operates in any sensitive sector (finance, law, government, logistics or health care) and/or hires for roles that handle confidential data. It ensures that people who have committed fraud, done terrorist activities, or laundered money etc. do not harm your business in any way.

Involved Parties:

Worldwide Regulatory Databases: OFAC, Interpol, RBI defaulter list etc.
Government watchlists, law enforcement records.
Credit institutions and risk databases.
International criminal background aggregators.

Checks Performed:

• Criminal & terrorist watchlists screening
• Cross Reference with Government Blacklist and Sanctions
• Identifying Already Known Fraudsters/Defaulters
• Civil and (or) criminal litigation alerts
• Instant alerts for new monitoring lists
• Validation profiling against identity and demographic data

A nationwide criminal check protects your reputation, mitigates legal risks, and ensures compliance with national and international hiring laws. It’s fast, scalable and ideal for startups and large enterprises.

Test for Substances

A drug-free workplace policy is more than a recognition of safety and employee wellness; it’s an investment in productivity. Our employment drug screening services allow you to detect candidate substance abuse prior to onboarding them into your company. We fulfil all regulations intended to ensure that drug tests are dealt with in a sensitive and legal manner.

Key Parties Involved:

• Licensed labs and collection centers.
• Medical Review Officers (MROs).
• Compliance & Regulatory boards (region dependent).

Checks Performed:

• The THC, cocaine, opioids, amphetamines, benzodiazepines etc. testing range
• Urine, Blood or Saliva testing options
• Instant and lab-based results available.
• Retesting if necessary/unconfirmed testing.

It is an essential test for jobs with machinery, transportation, healthcare, government departments (police) or any position where it is necessary to diligence and safety. Having a clean drug screening process allows you to create a more reliable and responsible workforce, as well as ensuring the safety of everyone in your workplace.

Assess Personality Fit

Employee psychometric test is not limited to just recruitment, but also helps in internal promotions, team restructuring and leadership grooming. This test is done to determine the strengths and development areas of the current employees by comparing them with a validated psychological model. This can help you understand what they think, interact and determine how to align them in the right team and positions.

Key Parties Involved:

• Learning and Development Teams (incl. In-house)
• Behavioral psychologists and licensed professionals.
• Employees undergoing internal evaluations.

Checks Performed:

• Tests based on memory, reasoning, and concentration.
• Psychometric frameworks (DISC, MBTI, Big 5)
• Leadership style evaluations.
• Stress and adaptability profiling.
• Growth potential and Training Need Analysis

Organizations leverage psychometric tools to build a robust leadership pipeline to mobilize resources efficiently and increase engagement. Succession planning is an added benefit and employee roles correlate most to their natural gifts, resulting in better work performance (and personal well being).

Credit Check for Employment

A credit check for employment is crucial when hiring for roles that involve financial responsibilities, access to sensitive data, or budget management. This check evaluates the candidate’s financial history, which can indicate their sense of responsibility, risk-taking behavior, and overall financial health. It is not about denying opportunities based on credit issues—but about making informed, fair decisions in high-stakes roles.

Key Parties Involved:

• Credit bureaus (such as CIBIL, Experian, Equifax)
• Financial institutions
• Government-authorized credit report services

Checks Performed:

• Current and past credit scores
• Loan and credit card repayment history
• Number of open and closed accounts
• Defaults, bankruptcies, and delinquencies
• Financial disputes or court orders (if any)

This check is especially useful for finance, banking, legal, and senior management positions where fiscal integrity is non-negotiable. It ensures you hire people with a track record of responsible behavior, both professionally and personally.

Screen for Offender Records

A check for sexual offenders just makes sure that your organization is not unknowingly employing someone with a history of sexually related crime. This is critical especially in verticals like education, health care, child-care, hospitality and customer service where the behaviour of an employee plays a key role in client trust, credibility, safety.

This check is consistent with your duty of care as an employer to ensure a safe and harassment-free environment.

Involved Parties:

• Sex offender registries, National / Regional
• Law enforcement agencies.
• Government crime tracking portals.
• Authorized screening vendors.

Checks Performed:

• National sex offender database search
• Previous allegations of sexual harassment or assault
• Cases in which legal actions is currently
• Outstanding relating to sexual misconduct
• Government watchlists/alerts of any kind.
• Cross-reference for relocation or changing your identity across multiple jurisdictions.

Employers who conduct sexual offender checks displays a commitment to ethical behavior, protection, and social responsibility- offering peace of mind to employees, customers and the community.

Check Criminal Record

The criminal check is one of the most important background verification that must be conducted before joining the workplace to ensure security, trust and legal compliance. You should aim to background check every employee, particularly for those in financial positions, working with customer interaction or handling data, whether you are hiring entry-level employees or executives.

This validation is not to penalize candidates for errors in the past but protect your team, clients and resources from vulnerabilities that are bound to occur sometime later on. Having a clean criminal check will allow you to feel confident that the employees you hire can uphold the kind of honesty and integrity your business is all about..

Involved Parties:

• Police Authorities (municipal, state, and federal)
• Court and judicial systems.
• Authorized background screening firms.
• Government record databases.

Checks Performed:

• Pending & closed cases, criminal case history.
• Police verification records.
• Court judgments (civil and criminal).
• Arrests, convictions, or warrants.
• Criminal record of fraud, theft or violence
• Cross-verification across jurisdictions.

Our solution is 100% compliance with local laws and there are varied results that will show to the most updated and accurate ones. When it comes to sensitive sectors like education, finance, healthcare, and government however, criminal background checks are non-negotiable for ethical hiring.