That HR is a specialized function is now a recognized issue. There is no gainsaying that the selection of man power to suit various requirements of an organization is a methodical and deliberate process. It also cannot be denied that the basis of gathering information on the candidate is by a CV, written tests and interviews. In addition the references provided by the candidate adds value to the process.
As may well be appreciated the candidate’s credibility, trustworthiness and criminal past if any, can never be truly assessed in the conventional selection process. This particularly is true when selection to key appointments is undertaken. A due diligence verification is an objective assessment of the candidate which is critical for his selection. Such verifications are undertaken in a covert and most objective and dispassionate manner. It is thus advisable to resort to a due diligence verification before a formal appointment letter is issued.
A due diligence verification aims to ascertain the true personality of an individual, his past professional achievements, his past conduct, social attitudes, financial status, political leanings, criminal involvement and family background in general.
Post Employment Verification
As the term implies such verifications are undertaken once a candidate has already been appointed and has already been in service for a certain period. A post-employment scrutiny could merely be a police verification, which is a routine organizational requirement or it could also be on a specific issue which may have been overlooked during selection process or finally on account of the employees conduct or performance which has raised certain doubts on his credibility or claims. As a rule, and practice most firms, institutes, organizations or corporates do not resort to any post-employment verifications, unless the individual has acted in a manner detrimental to the interests of the institution to which he belongs. Such verifications are generally resorted to when the Management has more or less decided to dispense with the services of an erring employee.