Interview: Ajay Trehan, Founder & CEO, AuthBridge

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AuthBridge, India’s leading background verification company and also the first to be associated with Unique Identification Authority of India and Income Tax Department for providing robust and instant identity verification to its customers.

Ajay Trehan, Founder & CEO, AuthBridge is a pioneer in modern background screening and has led his organisation AuthBridge to meet ever increasing demands of employee background screening – be it a delivery boy working for an on-demand service company or a CXO level employee.

AuthBridge’s  AuthLead, a highly intense executive screening and advanced background check solution for top management helps in screening people hired at CXO levels or the people heading Businesses or are positioned in other critical roles. Also, AuthBridge is the first background verification company in India to provide instant identity verification through AADHAR and PAN card.

In an exclusive interview with WorldHRDiary.com Ajay throws light on this industry, trends and how the future looks like with the rise of on-demand economy that demands instant identity background verification.

Excerpts:
Ajay Trehan, Founder & CEO, AuthBridge

WHRD: Can you tell us at which level of hiring (entry/mid/senior) companies normally tend to go for background verification?

Ajay Trehan: A good employee is an asset and a bad hire can be a liability to an organization irrespective of the level they are at. Therefore, organizations have started to take background screening of employees more seriously across all levels. There is also an increasing trend of on-demand service companies opting for instant identity verification for their junior employees as these employees come in close contact with the customers.  As you go higher up the levels and designations, impact of a bad hire can be more damaging for an organization in terms of monetary and reputation cost. Our solution AuthLead ensures that the senior level hiring is clean and compliant to various global regulations like FCPA, UK Bribery Act, Prevention of Money Laundering Act.

WHRD: What is the present trend of background verification by large domestic Indian companies?
Ajay Trehan:
Instant identity verification is a trend, which is catching up very fast. Technological advancements have made it possible that an individual’s background can be screened in a just few seconds using details like Aadhaar or PAN etc. With emergence of disruptive, on-demand and sharing economy start-ups, ID verification has gained importance as these organizations need to quickly hire hundreds of employees to meet customer requirements. In such a scenario, traditional background screening processes need to be supplemented with instant identity verification to save on time and screen employees instantly.

Another trend that we are observing is that organizations are moving beyond few simple processes like referral checks, address and education check and are adopting background screening more holistically to include criminal record check, credit score and reputation in the industry.

WHRD: For an entry level position, why should companies go for background verification before hiring?
Ajay Trehan:
By making background verification an essential part of their recruitment process, organisations can curb bad hires to a large extent. While most companies have processes like aptitude tests and interview to assess the candidate’s skills and abilities for an entry level position, processes like reference check and background screening comprehends the integrity of the candidate.

The increasing need to verify job candidates stems in large part from the growth of claims alleging that an employer can be negligent in hiring. Pre-employment screening works as a defence against turning employees into a liability. The choice of background check depends primarily on the criticality and risk attached to a position, industry type and country regulations.

However, we recommend at least these four background checks to avoid bad hires. The essence of an employee background check lies in screening the candidates thoroughly, digging into the unsavoury past and ensuring workplace and client safety.

WHRD: How background verification is different from reference check?
Ajay Trehan:
An employee background check is more in-depth and includes verifying a candidate for various elements like education, employment, crime, reputation, credit, address and references to ensure workplace and client safety. Whereas, Reference check involves telephonic verification of the person’s performance, abilities, skills, integrity, work habits, absenteeism, and tendencies to engage in violent or harmful acts with the professional references provided by the candidate.

WHRD: Why should an organization take a third party background verification service? How does it add value to them?
Ajay Trehan:
Background verification is a very thorough and complex process that involves Employment Verification, Professional Reference Check, Education Verification, Address Verification, Criminal Record Verification, Litigation Checks, Criminality Lists, Global Regulatory, Compliance and Criminal Database Check, National Identity Check, Substance Abuse Testing and CV Validation. For the success of all these processes, it needs a lot of experienced experts’ efforts and an organization’s HR department may not be equipped with right abilities and technologies to undertake all these processes.
A bad hire can cause damage to the company not only financially but also to its reputation in the long run. However, background verification costs much less than what it costs to actually hire a candidate. This is also one of the reasons why primarily more companies should invest into background checks.

Source: World HR Diary

 

2018-01-17T07:36:29+00:00
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