Our Offerings
We with extensive experience, digital platform and dedicated team of professionals, offer a complete Background Verification services in Pre & Post Employment to help companies screen the candidates.
Education Check
Employment Check
Address Check
Criminal Check
Reference Check
IDs Check
CIBIL Check
Psychometric Test
Drug Screening
Database Check
Sexual Offender Check
Social Media Check
Education Check
One of the most crucial and pivotal employment checks is an employee’s education verification. This comprises checking of individual’s claim for education w.r.t:- Dishonesty / misrepresentation
- Identifying periodic gaps, if any,
- Safeguarding against fake degrees / diplomas
- Confirming authenticity and relevance of degrees / diplomas
- Year of qualification
- Black-listed institutes
- Registration number
- Course details & relevance
- Status of qualification
Employment Check
Falsifying and exaggerating previous employment history has always been trending and an employment check is a safeguard against such twisting and distortion. This is most popular and quintessential check prior hiring any potential candidates as it can directly affect future employment course. In the process, we track down the right data points, records and contacts to tactfully connect with previous employers and verify employment details furnished by candidate. Key Parties involved Previous employer/s, HR department, Reference/colleagues Popular checks- Employment tenure
- Position / grade of candidate
- Salary /emoluments details
- Reason for separation (whether voluntary or un-voluntary)
- Re-hire policy
Address Check
This includes verification of rendered address details against authoritative database to check if the same is valid or not. In addition, it includes personal visit to location, check with photographs, consistency of address details at different data sources etc. Key Parties involved Municipal Corporation, Neighbors, Locality office visit Popular checks- Check against imaginary address
- Incorrect address
- Address not occupied or registered
Criminal Check
The risk of hiring a candidate with criminal record is always high and generally people tend to hide such details. While not every crime makes an individual incapable to hire, but a criminal check can definitely help in making a more informed hiring decision. As the name goes, this check aims to verify criminal records, litigations, convictions, penalties etc. against prospective candidate. Key Parties involved Police, Confidential contacts for indexed criminal and litigation records under jurisdiction Popular checks- Criminal record
- Litigation (existing or closed)
- Exposure of assets to any outstanding penalty etc
Reference Check
This check typically includes getting in touch with references provided by a candidate to check his/her employment tenure, behavior, job responsibility, skill set, professionalism, productivity etc. Since hiring managers are constrained with limited knowledge about candidate during an interview, this check can act as a guiding light in making apt decision w.r.t. candidates strengths, weaknesses, successes, cultural fitment etc. Key Parties involved Immediate supervisors, Managers, Ex-co-workers etc. Popular checks- Job title
- Pay Grade
- Performance rating
- Attendance
- Strengths / Weakness
- Communication
- Behavior / Soft Skills
IDs Check
One thing an employer needs to be certain and sure of is the candidate they are interviewing is what he claims to be. Here IDs check comes to rescue. This check assures the validation of Identification documents provided by an employee. It may sound simple but is very crucial to warn employer against candidates with false intentions. Key Parties involved Authorized personnel/ officials Popular checks- Adhar Card
- PAN Card
- Passport
- Driving License
- Voter Id
- Membership Numbers (CA/ CS etc)
CIBIL Check
In today’s world where finances are manageable at a click of button, the exposure of fraud is no far behind. While hiring any employee, especially dealing with company finances, it is extremely prudent to check individual’s financial integrity. CIBIL check aims to check credit history of an employee to be assured that he/she will not indulge in illegal corporate practices. It provides a brief report on candidates past performance in payment of loans or credit card bills etc and is generally time bound. Key Parties involved Authorized personnel/ officials , CIBIL Score Popular checks- Repayment History
- Unsettled Cash
- Borrowings
- Credit mix etc
Psychometrics Test
A team is always a driving force behind any organization’s success. The personal motives, traits, skill sets, and attitude as well aptitude of an individual are essentially assessed for correct placement of an individual and getting maximum productivity. This is done through Psychometric testing. These are tests developed according to scientific methods and are objective and un-biased providing a fair picture to an employer to make an educated hiring decision. Key Parties involved Potential hiring candidate Popular checks- Verbal Reasoning
- Logical reasoning
- Situational Judgment
- Numerical Reasoning
- Error checking
- Behavior Testing
- Personality Test
- Emotional Intelligence Testing
Drug Screening
In India, about 3 million people are dependent on drugs while 14.6% of population is consuming alcohol (Source: Ministry of Social Justice and Empowerment, India). Such stats have made drug screening to gain importance in employee verification. Drug screening is conducted to ensure healthy state of mind, unimpaired, and trust-worthy sort of employee. Drug test includes testing for Marijuana/Cannabinoids, Amphetamine (AMP), Cocaine (COC), Morphine/Opiate (MOI), Phencycl idine (PCP) etc. Such test can be conducted prior or during employment, post employment accident etc., if employer suspects drug consumption or dependence. Key Parties involved Medical review officer, Qualified Lab Doctor Popular checks- Opiates (opium, morphine, heroin, codeine)
- Cocaine/Crack
- THC (cannabis, legalized marijuana, hash)
- Amphetamines (meth, crank, speed, ecstasy)
- Hallucinogens (LSD, magic mushrooms, peyote)
- Inhalants (glue, paint)
- Barbiturates
- Methadone
- Benzodiazepines
- Prescription drugs (Vicodin, Oxycodone)
Database Check
The world is now a small place connected smartly and the chances for frauds and dishonesty are also high. To avoid such misrepresentations, companies conduct database check wherein global and country specific database is checked to verify if a candidate is involved in any activities related to fraud, crime, forgery etc. Key Parties involved- High level databases such as: Central Bureau of Investigation (CBI) Most Wanted List, Central Vigilance Commission (CVC) Corrupt Officers, Database, Securities and Exchange Board of India etc.
- State repositories that contain reporting from local jurisdictions
- Globally connected database
- Check for Felony, misdemeanors, and infractions
- Check for Scam / Crime
Sexual Offender Check
Sexual Offender check shows you if the candidate has been convicted with sexual offences in the past or not. This check aims to protect employer from hiring employee of such loose moral standards, employees working in the organization and prevents any future potential liability. It is not a mandatory check, but organizations providing services to children, employing women or where there is direct contact with public, health care etc mostly opt for such check. Key Parties involved Previous employer, Fellow workers/ colleagues, Personal neighborhood etc. Popular checks- Conviction details(e.g. name, aliases, distinguishing features, state of conviction etc) if any
Social Media Check
Rapidly gaining momentum is the Social Media Check or Social Intelligence, which validates the candidates profile at various social media platforms. This is a crucial check as it not only vets the information contested by candidate but also provides information not shared in CV or during interview. This being a very faster and inexpensive check actually yields tremendous results in directly eliminating the undesired candidates and helps to monitor profiles, both prior and post hiring. Key Parties involved Social Media Platforms available publically Popular checks- Past Behavior
- Candidate Personality
- Derogatory post.
- Inappropriate / abusive language and behavior
- Current employee activities
Education Check
One of the most crucial and pivotal employment checks is an employee’s education verification. This comprises checking of individual’s claim for education w.r.t:- Dishonesty / misrepresentation
- Identifying periodic gaps, if any,
- Safeguarding against fake degrees / diplomas
- Confirming authenticity and relevance of degrees / diplomas
- Year of qualification
- Black-listed institutes
- Registration number
- Course details & relevance
- Status of qualification
Employment Check
Falsifying and exaggerating previous employment history has always been trending and an employment check is a safeguard against such twisting and distortion. This is most popular and quintessential check prior hiring any potential candidates as it can directly affect future employment course. In the process, we track down the right data points, records and contacts to tactfully connect with previous employers and verify employment details furnished by candidate. Key Parties involved Previous employer/s, HR department, Reference/colleagues Popular checks- Employment tenure
- Position / grade of candidate
- Salary /emoluments details
- Reason for separation (whether voluntary or un-voluntary)
- Re-hire policy
Address Check
This includes verification of rendered address details against authoritative database to check if the same is valid or not. In addition, it includes personal visit to location, check with photographs, consistency of address details at different data sources etc. Key Parties involved Municipal Corporation, Neighbors, Locality office visit Popular checks- Check against imaginary address
- Incorrect address
- Address not occupied or registered
Criminal Check
The risk of hiring a candidate with criminal record is always high and generally people tend to hide such details. While not every crime makes an individual incapable to hire, but a criminal check can definitely help in making a more informed hiring decision. As the name goes, this check aims to verify criminal records, litigations, convictions, penalties etc. against prospective candidate. Key Parties involved Police, Confidential contacts for indexed criminal and litigation records under jurisdiction Popular checks- Criminal record
- Litigation (existing or closed)
- Exposure of assets to any outstanding penalty etc
Reference Check
This check typically includes getting in touch with references provided by a candidate to check his/her employment tenure, behavior, job responsibility, skill set, professionalism, productivity etc. Since hiring managers are constrained with limited knowledge about candidate during an interview, this check can act as a guiding light in making apt decision w.r.t. candidates strengths, weaknesses, successes, cultural fitment etc. Key Parties involved Immediate supervisors, Managers, Ex-co-workers etc. Popular checks- Job title
- Pay Grade
- Performance rating
- Attendance
- Strengths / Weakness
- Communication
- Behavior / Soft Skills
IDs Check
One thing an employer needs to be certain and sure of is the candidate they are interviewing is what he claims to be. Here IDs check comes to rescue. This check assures the validation of Identification documents provided by an employee. It may sound simple but is very crucial to warn employer against candidates with false intentions. Key Parties involved Authorized personnel/ officials Popular checks- Adhar Card
- PAN Card
- Passport
- Driving License
- Voter Id
- Membership Numbers (CA/ CS etc)
CIBIL Check
In today’s world where finances are manageable at a click of button, the exposure of fraud is no far behind. While hiring any employee, especially dealing with company finances, it is extremely prudent to check individual’s financial integrity. CIBIL check aims to check credit history of an employee to be assured that he/she will not indulge in illegal corporate practices. It provides a brief report on candidates past performance in payment of loans or credit card bills etc and is generally time bound. Key Parties involved Authorized personnel/ officials , CIBIL Score Popular checks- Repayment History
- Unsettled Cash
- Borrowings
- Credit mix etc
Psychometrics Test
A team is always a driving force behind any organization’s success. The personal motives, traits, skill sets, and attitude as well aptitude of an individual are essentially assessed for correct placement of an individual and getting maximum productivity. This is done through Psychometric testing. These are tests developed according to scientific methods and are objective and un-biased providing a fair picture to an employer to make an educated hiring decision. Key Parties involved Potential hiring candidate Popular checks- Verbal Reasoning
- Logical reasoning
- Situational Judgment
- Numerical Reasoning
- Error checking
- Behavior Testing
- Personality Test
- Emotional Intelligence Testing
Drug Screening
In India, about 3 million people are dependent on drugs while 14.6% of population is consuming alcohol (Source: Ministry of Social Justice and Empowerment, India). Such stats have made drug screening to gain importance in employee verification. Drug screening is conducted to ensure healthy state of mind, unimpaired, and trust-worthy sort of employee. Drug test includes testing for Marijuana/Cannabinoids, Amphetamine (AMP), Cocaine (COC), Morphine/Opiate (MOI), Phencycl idine (PCP) etc. Such test can be conducted prior or during employment, post employment accident etc., if employer suspects drug consumption or dependence. Key Parties involved Medical review officer, Qualified Lab Doctor Popular checks- Opiates (opium, morphine, heroin, codeine)
- Cocaine/Crack
- THC (cannabis, legalized marijuana, hash)
- Amphetamines (meth, crank, speed, ecstasy)
- Hallucinogens (LSD, magic mushrooms, peyote)
- Inhalants (glue, paint)
- Barbiturates
- Methadone
- Benzodiazepines
- Prescription drugs (Vicodin, Oxycodone)
Database Check
The world is now a small place connected smartly and the chances for frauds and dishonesty are also high. To avoid such misrepresentations, companies conduct database check wherein global and country specific database is checked to verify if a candidate is involved in any activities related to fraud, crime, forgery etc. Key Parties involved- High level databases such as: Central Bureau of Investigation (CBI) Most Wanted List, Central Vigilance Commission (CVC) Corrupt Officers, Database, Securities and Exchange Board of India etc.
- State repositories that contain reporting from local jurisdictions
- Globally connected database
- Check for Felony, misdemeanors, and infractions
- Check for Scam / Crime
Sexual Offender Check
Sexual Offender check shows you if the candidate has been convicted with sexual offences in the past or not. This check aims to protect employer from hiring employee of such loose moral standards, employees working in the organization and prevents any future potential liability. It is not a mandatory check, but organizations providing services to children, employing women or where there is direct contact with public, health care etc mostly opt for such check. Key Parties involved Previous employer, Fellow workers/ colleagues, Personal neighborhood etc. Popular checks- Conviction details(e.g. name, aliases, distinguishing features, state of conviction etc) if any
Social Media Check
Rapidly gaining momentum is the Social Media Check or Social Intelligence, which validates the candidates profile at various social media platforms. This is a crucial check as it not only vets the information contested by candidate but also provides information not shared in CV or during interview. This being a very faster and inexpensive check actually yields tremendous results in directly eliminating the undesired candidates and helps to monitor profiles, both prior and post hiring. Key Parties involved Social Media Platforms available publically Popular checks- Past Behavior
- Candidate Personality
- Derogatory post.
- Inappropriate / abusive language and behavior
- Current employee activities
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Registered Address –
Verify Credentials
Exemplar Global Resources Pvt Ltd SCO-6, First Floor, VIP Road, Zirakpur 140603 - partner@verifycred.in
- 01762 - 428437
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