Background Verification (BGV) is now a necessary thick layer of trust in hiring. However, employers and candidates alike misunderstand the extent, methodology, and intent of BGV.
From myths regarding PAN-based employment verification checks to address and credit verifications, misconceptions can result in delays in hiring, breaches of trust, or even the loss of fraud red flags.
This article de-mystifies BGV by providing a breakdown of the key checks, dispelling some myths, and stating what’s required from both employers and candidates.
The Pillar on Which All BGV Rests
Basic candidate details
All verification begins with some non-negotiables. Without them, no BGV—whether for employment, education, or identity—can move forward.
Must-haves:
Full name (as per valid government ID)
Mobile number (for communication, OTP-based verification, and address checks)
These fundamentals are the cornerstone of every BGV process. Different background checks often carry their own share of myths and misunderstandings. Here are a few:
1. Employment History VerificationMyth: Employment verification is PAN or Aadhaar-based.Fact: They’re done using UAN and EPFO records—no PAN/Aadhaar needed.
Myth: All overlaps indicate double employment.Fact: Not necessarily. Overlaps can be a result of data mistakes, absence of exit dates, or identical names.
Myth: No overlaps = candidate completely verified.Fact: EPFO records may still remain incomplete or infested with employer errors.
What’s needed:
UAN number (with consent of candidate)
Experience certificates, salary certificates, appointment or relieving letters (non-mandatory)
Employer Advice: UAN-based verifications provide extensive visibility into employment dates, particularly valuable to identify fraud or gaps.
2. Address VerificationMyth: It’s merely a check against an address database.Fact: Authentic address verification checks if the individual actually lives at the address.
Myth: All address verifications involve a physical visit.Fact: Postal and digital modes are fast becoming popular and acceptable.
Myth: After verification, it’s valid for life.Fact: Individuals relocate frequently. Regular re-verification is essential to data accuracy.
What’s required:
Complete residential address and landmark
Contactable mobile number
Utility bill, rent receipt, or bank statement for physical checks
Tip: Complete address and contactable number accelerate the process considerably.
3. Education VerificationMyth: All claims of education are truthful.
Fact: Misrepresentation of academic credentials is among the most frequent resume deceptions.
What’s needed:
Final year marksheet
Degree certificate (provisional)
University enrolment number
Employer alert: Many universities/ boards now digitally deliver degrees through Digilocker—fast, safe, and tamper-proof.
4. Criminal and Court Record ChecksMyth: These checks are only for bank or police jobs.Fact: Any job with fiduciary duty, public contact, or access to data must have this check.
What’s Needed:
Full name of candidate
Name of candidate’s father
Permanent address (for local police/judicial purposes)
Candidate tip: Always enter the official permanent address listed in your government documents.
5. Credit CheckMyth: Banks are the only ones who have to perform credit checks.Fact: Employers can use them to evaluate financial integrity for finance or compliance-sensitive positions.
Myth: One bad payment means failure.Fact: Checks consider the overall credit history, not singular events.
Myth: All credit scores are equal.Fact: Scores vary among credit bureaus because of proprietary scoring models.
What’s Required:
Candidate’s name
Date of birth
Government-issued ID number (to cross-check with credit bureau information)
Note: A low or “negative” score could be due to a lack of credit history rather than fraud.
6. Compensation VerificationWhat’s Required
Bank statement reflecting salary credits (previous 3–6 months)
Optional: Most recent Form 16 or HR-released salary structure
Insight: Verifying past pay ensures that expectations are in sync and avoids exaggerated salary demands.
7. Identity VerificationMyth: A scanned ID document will do.Fact: Proper identity verification verifies that the ID is real and that it is the person’s ID.
Myth: All IDs are the same.Fact: Organisations can limit acceptable ID types by policy or risk profile.
What’s Required:
Government ID (Aadhaar, PAN, DL, Passport, etc.)
ID number, name, DOB
Tip: Implement smart document control to limit IDs by use case (e.g., no PAN for address verification).
8. Face Match and Liveness Check: Sophisticated Anti-Fraud Feature
Myth: ID verification can be done with a selfie.Fact: Face match with liveness detection guarantees the candidate is present in person and not impersonating.Myth: These steps cause friction.Fact: Liveness checks today are seamless, fast, and mobile-optmized—perfect for digital onboarding.
What’s Required:
A clear profile photo
ID document with photo
How it Works: The platform compares the candidate’s profile picture with their ID through facial recognition. If confirmed, a liveness check ensures they are a genuine, live individual, and not a deepfake or image spoof.
BGV Is a Shared Responsibility
Whichever role you are hiring for—a delivery executive, a data scientist, or a finance head—background verification is a tool of trust, not a compliance checkbox.
Employers: Employ BGV to minimize fraud, align skills, and comply with regulations.
Employees: Seamless BGV establishes trust and provides an early lead in the onboarding process.