Employee background screening
A verified record for every candidate, with discrepancies flagged before the offer, at the volume your hiring needs.
Pre-employment and periodic screening of education, employment, identity, address, litigation and references, at the volume your hiring needs.
A hiring decision rests on what a candidate says about themselves. Most claims are true. Some are not: a degree from an institution that is not recognised, an employment record that has been stretched, an undisclosed criminal case. In sensitive or senior roles, a single false claim can become a fraud, a data leak or a reputational problem.
We verify education with issuing institutions and recognised registers, employment with previous employers, identity against government-issued documents, and addresses through field visits recorded on a geo-tagged app. Court, litigation, sanctions and database checks show whether the candidate is involved in proceedings, and professional references complete the picture.
Checks are chosen to fit the role, and every report shows what was verified, how and with what result. Discrepancies are flagged for your decision, and a dashboard shows the progress of every case. For senior appointments, Senior Management Due Diligence goes further.
You hire at scale or into sensitive roles, and need to know that what candidates claim is true.
Signs we see most often
- 01You hire at volume and cannot verify claims in-house.
- 02Roles involve cash, data, inventory or authority to approve.
- 03A recent hire turned out to have a false degree or an undisclosed history.
- 04Clients or regulators require screening of staff who work on their business.
- 05Contract and agency staff join without the checks that permanent staff receive.
Scoped in writing, run by one accountable team.
Every engagement starts with agreed questions, a reporting line and a confidentiality protocol. The steps below are how this service usually runs; we adapt them to your matter.
- 01DesignAgree the checks for each role family, the consent forms and the process with HR.
- 02ConsentCollect the candidate's consent and documents through a secure process.
- 03VerifyVerify education, employment, identity and address at source.
- 04SearchRun court, litigation, sanctions and database checks, and take references.
- 05ReportReport each check with its result and flag discrepancies for your decision.
- 06TrackTrack every case on a dashboard and report trends to HR.
A verified screening record for every candidate, with discrepancies flagged and a dashboard to track progress.
- Role-based screening packages and consent forms
- A verification report for every candidate
- Discrepancy flags with the evidence behind them
- A dashboard of cases, status and results
- Periodic trend reports for HR and leadership
The law and frameworks this work is aligned to
- DPDP Act, 2023 and DPDP Rules, 2025 on consent, purpose and retention
- UGC and AICTE records on the recognition of institutions
- Bharatiya Nyaya Sanhita, 2023 offences of cheating and forgery where documents are falsified
- Aligned to ISO 37001 due diligence on personnel
References show the standard the work is built to. They do not imply accreditation or endorsement by the bodies that publish them.
This is a summary of the service. For a deeper understanding of how it would work for your organisation, please reach out to us.
Talk to a BDI partnerQuestions clients ask before we start.
Do candidates have to consent?
Yes. Screening processes personal data, so it rests on informed consent and a clear purpose, and data is kept only for as long as it is needed.
How do you detect fake degrees?
We check the institution's recognition and verify the degree with the issuing body, rather than relying on the certificate alone.
Can you screen existing employees?
Yes, where policy and consent allow, for example on promotion into a sensitive role or as periodic re-screening.