Verifications help employers take vigilance of the prospective employees and ensure the candidate information shared is legitimate. The process involves scrutinizing the candidate background on various parameters to create safer and productive workplaces.
cFIRST covers the length and breadth of verification services - from employment history and educational background to professional license checks. With us, you have all the expertise and technology at your disposal to gain prospective/existing employees' data from educational institutes, former employers, and licensing bodies worldwide.
Verification is the most reliable way to avoid bad hiring decisions for your business. Whether it's confirming the qualification or identifying resume fraud, verifications help enterprises go about it confidently as it:
We initiate the candidate verification process immediately upon receiving candidate credentials.
While we run automated verification, our team connects with relevant educational and professional bodies to validate data accuracy.
We report the verified information as per the jurisdiction under question.
Validate if the candidate's work experience and past job responsibilities are accurate and sufficient to meet your requirement.
Authenticate candidates' educational credentials with high-quality checks and faster turnaround time.
Get our experts to talk to professional references to ascertain candidates' soft skills, strengths, and weaknesses.
Verify every bit of educational qualification data supplied by candidates to avoid shortlisting based on fabricated degrees.
Analyze employment history to establish the validity of candidates' skills and job experience claims. Also, identify any inconsistency in the employment graph.
From affiliations to memberships, leave no stone unturned to determine the reliability of the professional licenses of the candidate.
Compliance can be murky waters to navigate, especially when performing candidate verification. cFIRST's compliance experts, with their industry knowledge and state-of-the-art tools, follow compliant practices throughout the process.
While denying employment to a candidate based on the grounds of a criminal record search, organizations must follow the FCRA to sustain a compliant screening process.
Guidelines from EEOC describe individualized assessment and safeguard candidate's right to a fair hiring process.
State, county, and city laws that dictate regulations based on the organization's and applicant's location for unbiased hiring and adverse action process.