1. Identity Verification:
ID/Identity verification is verifying a person’s identity to ensure that it is the same as the identity proof/document submitted.
Identity checks can help you confirm that the candidate is who they claim to be.
This measure protects your company from hiring misidentified candidates.

2. Court Record Verification:
Court Record Verification helps you identify whether there are any cases filed in court against the candidate.
It gives a detailed account of the candidate's location and any criminal and civil actions that may have been filed against them.
This verification performs dependable court record checks that keep you informed about potential dangers and makes it simple to make educated hiring selections.

3. Address Verification:
Address Verification refers to the process of verifying the address provided by a candidate.
It helps to ensure that the address is accurate and valid.

4. Digital Address Verification:

• In this process, candidates receive an email and a verification link through WhatsApp.

• They need to use the provided link, grant access to their camera and GPS, and capture live images.

• The GPS ensures accurate address matching. SpringVerify marks the verification process as completed after confirming the details through a review call.

5. Physical Address Verification:

• In this process, a verifier physically visits the candidate's residence, engages in conversation with the candidate or their associate, validates the address, captures images for verification, and submits the collected details.

• SpringVerify then initiates a review call with the interviewee to validate the details.

6. Address Verification (Postal):
Postal Address Verification involves sending a verification form via post to the candidate's provided address.
Process: The candidate receives the form by mail and is required to fill it out and return it within a specified time frame.
Once the completed form is received, the details provided by the candidate are cross-checked to ensure accuracy.
Purpose: This method adds an additional layer of verification by confirming that the candidate can receive and respond to official communications at the address they have provided.

7. Employment Verification:
Employment Verification refers to the process of verifying the employment history and details of a candidate.
It ensures the accuracy and legitimacy of the candidate's employment information provided in their resume or application.

8. Passport Validation:
Passport Validation verifies a candidate's nationality, identity, address, and other personal information.
Additionally, it will also check if the passport holder is allowed to enter the country.
Finally, it will check if the passport holder has any criminal records.

9. Education Verification:
Education Verification is the process of verifying the educational credentials of a candidate.
It helps to ensure that the information provided about their education is accurate and valid.

10. Regional Partner Process:

• Regional verification takes a localized approach and may involve agents visiting universities to obtain verification stamps on documents through clerks or connections within the college or university.
  Official Method:

• This type of verification involves direct contact with educational institutions to confirm the authenticity of a candidate's educational credentials.

• It relies on obtaining information directly from authorized personnel at the institutions.

11. Reference Verification:
Reference checks are done to get more information about a candidate by contacting their former employers, schools, etc.
The employer can get deeper insights into attributes like work ethic, professional capabilities, attitude, etc., by contacting the reference personally.

12. Global Database Verification:
Global Database Verification checks whether the candidate’s name is present in any public/proprietary database of negative profiles, including criminal databases, civil litigation databases, credit databases, etc.
SpringVerify scans these global databases to ensure safe and secure hiring.

13. Credit History Verification:
Credit background checks assist in confirming a person's credit-to-debt ratio history.
Conducting a credit history check is crucial for positions in the banking industry where fraud and embezzlement are a possibility.
The needed information is obtained from the PAN card and verified by the Credit Bureau.

14. Gap Check:
A gap check verifies employment history gaps, ensuring no unexplained periods of unemployment.
This process evaluates the candidate's reliability and suitability for the job role, confirming consistency between education and employment records.
It also confirms gaps between education and employment, education and education, etc.
The purpose of a gap check is to ensure that there are no unexplained or suspicious gaps in the candidate's employment timeline.

15. Drug Test:
Drug screening helps employers identify if a candidate has been under the influence of drugs or any sort of performance enhancers.
It helps in screening potential hires for possible drug abuse.

16. Social Media Verification:
Examines candidates' social media profiles to gather information about their online presence, behavior, and activities.
It helps to assess professionalism, communication skills, and alignment with company values.
It helps identify red flags and potential risks associated with online behavior.

17. Directorship Check:
Directorship Checks help employers verify whether a candidate holds any directorship positions in other companies.
This ensures transparency and identifies potential conflicts of interest or divided commitments.
It provides a comprehensive report on the candidate's directorship status, helping employers make informed decisions when hiring for leadership roles.

18. Economic Default Verification:
Economic Default Verification helps employers identify whether a candidate has any history of loan defaults or other financial liabilities.
This check is essential for roles with financial responsibilities, ensuring the candidate has a clean record and poses no risk to the company’s financial interests.

19. Pre-Employment Medical Test:
Pre-Employment Medical Tests help employers assess a candidate's physical health to ensure they are fit for the role.
This test is essential in industries where health and safety are critical, helping to identify any underlying medical conditions that could impact job performance.

20. Form 16 Verification:
Form 16 Verification helps employers validate a candidate's income and tax payment history.
This verification ensures that the candidate's financial declarations are accurate, providing insights into their earnings and tax compliance.

21. UAN Verification:
UAN (Universal Account Number) Verification helps employers validate a candidate’s employment history through their provident fund contributions.
This verification ensures the accuracy of employment details and helps identify any discrepancies in the candidate’s work history.

22. Form 26AS Verification:
Form 26AS Verification helps employers confirm a candidate’s financial history by reviewing their tax credits and deductions.
This verification provides a comprehensive view of the candidate’s income and tax compliance, ensuring that their financial disclosures are accurate.

23. Resume Review:
Resume Review involves verifying the data provided in the Background Verification (BGV) form against the candidate’s resume to identify any discrepancies.
This process ensures that the employment history, job titles, and other professional details align accurately between both documents.

24. Police Clearance Certificate Verification:
Police Clearance Certificate (PCC) Verification involves verifying a candidate's criminal background through an official Police Clearance Certificate.
This process ensures that the candidate has no criminal history, providing compliance and security for roles requiring high levels of trust.

25. Political Affiliation Check:
Political Affiliation Check helps employers identify a candidate's involvement in any political activities or associations.
This check is essential for roles that require neutrality or where political influence could pose a conflict of interest.

26. Adverse Media Check:
Adverse Media Check helps employers identify any negative media coverage associated with a candidate.
This check scans public and proprietary sources for mentions of the candidate in contexts that may raise red flags, such as criminal activity, misconduct, or unethical behavior.