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Paradigm Change Background Screening or Global Compliance?
Dilpreet Singh
Vice President –HR
IBM India/ South Asia
2
HR Challenges
Impersonation
FakeOffer Letters
ForgedDocumentation
Candidatewith discrepantbackground
Fake companyw...
3
IBM’s Holistic Approach
Screening/ Interview Stage
•Bio Metric
•Photo ID Validation
Pre Offer
•Rehire check, Denie...
4
Quick ‘WINS’
Bar coded and digitally encrypted offer letters, validated at the time of onboardingensuring accurate ca...
5
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NASSCOM HR Summit 2014: Paradigm change: Background Screening or global compliance? - Dilpreet Singh, IBM

Presentation by DP Singh, Head - HR (ISA), IBM, at NASSCOM HR Summit 2014.
Published on: Mar 3, 2016
Published in: Leadership & Management      
Source: www.slideshare.net


Transcripts - NASSCOM HR Summit 2014: Paradigm change: Background Screening or global compliance? - Dilpreet Singh, IBM

  • 1. 1 Paradigm Change Background Screening or Global Compliance? Dilpreet Singh Vice President –HR IBM India/ South Asia
  • 2. 2 HR Challenges Impersonation FakeOffer Letters ForgedDocumentation Candidatewith discrepantbackground Fake companywork experience
  • 3. 3 IBM’s Holistic Approach Screening/ Interview Stage •Bio Metric •Photo ID Validation Pre Offer •Rehire check, Denied party list, No hire list, etc Pre-hire Document Validation •Validation of education and employment documents •Employment history validation Post-joining BackgroundCheck •Education and all employment history verification •Address verification •Criminal database verification •Criminal court records verification Candidate Life Cycle Candidate Employee At Offer •Bar Coding of Offer letters •Tool generated Offer letters •Digitally encrypted Offer letters Onboarding •Bio Metric validation •Bar coded offer validation •Photo ID Validation
  • 4. 4 Quick ‘WINS’ Bar coded and digitally encrypted offer letters, validated at the time of onboardingensuring accurate candidate joining Tool generated offer letters ensuring adequate controls of offers Biometric at various stages solutions any risk of impersonation Government photo ID Validation at multiple stages of hiring (interviews through on-boarding) Validated employee prior to joining Background check initiated at offer acceptance stage, benefit of lead time passed to vendors 2013, 1.5% were identified at candidate status Reduction in post joining background check failures from 2.3% to 1%, hence minimum business continuity impact Market awareness campaigns conducted to caution applicants against fake offer scenarios prevalent in the market. Impersonation Fake offer letters Candidatewith discrepantbackground
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