She declined to be named as she didn’t want to be seen publicly commenting on her employer. She completed her post-graduation in 1997 from the National Institute of Fashion Technology (NIFT), New Delhi. “It’s funny how they were fine about losing business but not fast-track the process,” she says in half-jest, adding that “my degree had my percentage and division, but they could not move past without my mark sheet”. She kept insisting on accelerating her onboarding process. The company needed her to start work on a recently closed deal with a retailer. The BGV firm called all her four previous managers to verify her work style.īut she was getting impatient. And despite her work experience, she felt like “being hired at the most-junior level”. “I was taken aback by the extent of checks on a third-party employee,” she quips. She was getting hired as a third-party employee for consulting on retail projects. In the case of the person mentioned above, a third-party firm specialising in checking candidates’ precedents conducted the BGV. Besides asking her to furnish multiple documents, it required her to provide intricate, but unclear details such as her previous association with the firm.Ĭompanies design the BGV process to verify the accuracy of information provided by job applicants or employees on their resumes or job applications. The process of filling up the form was a complicated one, she says. She is describing a disillusioning three-week ordeal-a convoluted background verification (BGV) process-while being hired by one of the Big Four consulting firms (Deloitte, EY, PwC, and KPMG) last October. “It was almost like applying for a US visa,” recalls a 48-year-old Bengaluru-based professional who has been working in the fashion-and-retail space for more than two decades. Want to read our free stories and try our newsletters? Register or Login
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