Be Safe Than Sorry – The Right Approach to Blue Collar Verification
What if the delivery team you recently hired has people with a history of breaking and entering? Or someone at your factory has previously been charged with sexual assault? Maybe a security guard at your warehouse has a criminal record. The nightmarish thoughts of hiring scamsters or unethical candidates have compelled companies to invest heavily in background checks.
The numbers speak volumes about why companies want to thoroughly investigate various aspects of a person’s past activities. More than 10% of skilled workers provide fake IDs. As many as 3% of blue-collar workers have a civil or criminal record. There are also many cases of people being let go because of their involvement in activities that are not in the best interest of the organisation or simply due to their inability or unwillingness to follow instructions and guidelines.
While companies value background verification, this can prove to be a Herculean task for HR teams. Contracting an external agency for background checks can be expensive. Different processes at different locations makes it time consuming to collate data for decision making and even to set up company policies. Efforts to reach out to previous employers to enquire about a person’s work ethics and conduct may be in vain.
So, what is the right approach to background verification for your blue-collar staff? How can you ensure that only reliable candidates are hired and do so with speed, accuracy, and cost efficiency?
Access a Repository of Verified Workers
BetterPlace’s BGV (background verification) solution offers a central repository of over 20 million cases in more than 9,000 courts, across 22,000 pin codes. Companies can easily access this repository and conduct background searches.
Automate with a Powerful System
For the right approach to blue-collar verification, choose a system that:
- Is available around the clock
- Is highly scalable
- Allows to set up notifications
- Allows accurate reporting
- Generates summary reports
The system should also allow easy integration with third-party manpower companies, through simple to implement APIs. The system should also enable the company to define locations and roles for every employee. Management should be able to configure the solution in such a way that the right information is automatically sent to the intended stakeholders.
Once such a system is in place, companies will be able to automate processes for education and employment checks as well as conduct health check to enable drug and covid tests with their preferred diagnostic centres.
Types of checks that may be included:
- Court record check
- Postal record check
- Medical check
- CIBIL check
- CRC checks and police verification through law firms
- Education check
- Physical address check
- Reference check
What we see here is the creation of a complete ecosystem of employee records that companies across sectors can access and can rest assured when hiring someone.
End-to-End Systems to Track and Monitor Employee Journeys
Recruiting and managing a huge, distributed workforce often leads to human errors. With many in the blue-collar workforce being migrant workers, they are difficult to track. This leads to bad hiring decisions.
If these employees can easily onboard themselves onto a system and be checked against a variety of data points, their profiles can be easily scanned for background checks. Supervisors and hiring managers can obtain accurate reports against each profile. Risky profiles can be blacklisted and eliminated proactively. While on one hand, an effective onboarding system helps companies manage a huge workforce, it acts as a great employee retention tool too.
Intuitive dashboards can provide managers with real-time analytics on employee demographics and the progress of the onboarding funnel. Moreover, consolidated reports can be generated for all workers across different sites pan India. The verification status can be sent as email notifications. Data stays protected through proper access management, so that only the relevant stakeholders can see them. This helps avoid manipulation and errors.
Not only does this minimise human oversight, but it also encourages reliable record-keeping. A tech-driven system also significantly reduces the costs associated with a paper-based approach. Moreover, such a system is highly scalable.
Employee Verification Crucial for Small Companies
The on-demand economy comprises of several small and new-age firms like grocery deliveries, home services, and ride-sharing services, which are creating many job opportunities for blue-collar workers. Wrong conduct by these employees can hurt their reputation and business prospects. Such companies do not have the resources to conduct extensive background checks, especially during seasonal demand.
An end-to-end blue-collar employee verification and management system can make all the difference. It can make the background verification process lightning fast, super easy and highly economical. Such a system can also make it easier for workers from the remotest parts of the country to get jobs.
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