Cflex consulting is performing arts on behalf of a client in respect of provision of Post / Pre employment screening service. We validate the essentials of candidates as presented by them in their submission forms.
Background screening of employees is crucial for Indian IT/ITES/Engineering/other first-rate companies. Whether you represent a Fortune 500 or small business organization, hiring qualified honest employees is critical to your success. Hence a pre-employment screening check can help you get them onboard quickly and easily.

It is common for people to provide false information on their CVs to make it look good and impressive. The wrong information is sometimes harmless—for instance they might mention some recreational hobbies such as football or cricket to demonstrate their ability to be a “team player”, but there can also be serious falsification crossing legal or ethical boundaries. Typical examples of these are increase in compensation, stating higher designations, fake employment, making up job responsibilities and false qualifications, etc. As employees become more deceitful in their CVs and job applications, companies have become more rigorous in checking the facts.

It has been noticed that the percentage of candidates misrepresenting facts on their CVs has been significantly higher with those organizations that do not conduct background screening or do relatively less intensive background checks. The extent of false information ranges from 20 percent to 25 percent and in most of the cases this misinformation is regarding their education, family background, and details of present and past employment. “Through the verifications that we have done over a few years, we have found that one out of six candidates misrepresent facts on their resumes. These misrepresentations can be of different types. For instance if we look at the education side, fake qualifications are shown or pass percentage/class is changed to show better results or year of passing is changed. The most common falsifications are educational qualifications, duration of employment in the past with a previous employer, naming a non-existent firm as a previous employer and fudging the projects/technologies worked upon.

Pre-employment verification is tailor-made and depends on a company’s requirement. In most cases it is verification of present residential address, last educational, past employment and certain checks like the reference checks, criminal record checks, credit checks, etc. Applications of selected candidates are provided by companies to us to verify their details. Once we receive the application of the candidate, it is scrutinized and our teams of investigators carry out various investigations required to be done.

When employees are hired through a recruitment agency it is not responsible for carrying out pre-employment screening. The responsibility of verification is with the company which is finally recruiting them and the recruitment agency does not carry out pre-employment verification. Most clients we work with do not allow their recruitment agencies to conduct background screening of candidates due to the obvious conflict of interest.

The verification process varies for the entry level, mid-level and the top level staff hiring. At the entry level the focus is on educational qualifications, at the mid-level it is the projects/technologies and record with the previous employer. At the management level, we clearly focus on track record of success, ability to envision and operationalise strategic initiatives and management style.