Introduction:

SVIN offers various custom checks to ensure comprehensive candidate evaluation.

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.

1. 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.

2. 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.

4. 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.
  

5. 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.
  

6. 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. 

1. 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.

2. 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.

7. 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.
  

8. 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.

9. Credit History Verification:

• Credit background checks assist in confirming a person's credit-to-debt ratio history.
  

• Conducting a credit historycheck 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.
  

10. 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 & employment, education & 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.

11. Resume Validation:

• This check verifies resume details like employment history, job titles, and achievements against references and records.
  

• It ensures the accuracy and authenticity of the candidate's resume.
  

12. Drug Test:

• Drug screening helps employers identify if a candidate has been under an influence of drugs or any sort of performance enabler.
  

• It helps in screening potential hires for possible drug abuse.
  

13. 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.