{"id":62922,"date":"2023-05-15T19:09:09","date_gmt":"2023-05-15T13:39:09","guid":{"rendered":"https:\/\/www.uplers.com\/blog\/"},"modified":"2024-03-05T14:45:02","modified_gmt":"2024-03-05T09:15:02","slug":"conducting-background-check-remote-employee","status":"publish","type":"post","link":"https:\/\/www.uplers.com\/blog\/conducting-background-check-remote-employee\/","title":{"rendered":"The Role of Employee Background Check While Hiring Indian Talents"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":94,"featured_media":62999,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1889],"tags":[],"acf":{"large_image":{"ID":62999,"id":62999,"title":"","filename":"Blog-1.jpg","filesize":189170,"url":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1.jpg","link":"https:\/\/www.uplers.com\/blog\/conducting-background-check-remote-employee\/blog-1\/","alt":"Background Checks For Remote Indian Employees","author":"82","description":"","caption":"","name":"blog-1","status":"inherit","uploaded_to":62922,"date":"2023-05-16 06:01:19","modified":"2023-06-14 08:02:08","menu_order":0,"mime_type":"image\/jpeg","type":"image","subtype":"jpeg","icon":"https:\/\/www.uplers.com\/wp-includes\/images\/media\/default.png","width":891,"height":505,"sizes":{"thumbnail":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1-150x150.jpg","thumbnail-width":150,"thumbnail-height":150,"medium":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1-300x170.jpg","medium-width":300,"medium-height":170,"medium_large":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1-768x435.jpg","medium_large-width":625,"medium_large-height":354,"large":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1.jpg","large-width":625,"large-height":354,"1536x1536":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1.jpg","1536x1536-width":891,"1536x1536-height":505,"2048x2048":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1.jpg","2048x2048-width":891,"2048x2048-height":505,"blog-grid":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1-436x265.jpg","blog-grid-width":436,"blog-grid-height":265,"blog-detail":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1.jpg","blog-detail-width":891,"blog-detail-height":505,"post-thumbnail":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1-624x354.jpg","post-thumbnail-width":624,"post-thumbnail-height":354,"other-page-blog-img":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1-500x283.jpg","other-page-blog-img-width":500,"other-page-blog-img-height":283,"web-stories-poster-portrait":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1-640x505.jpg","web-stories-poster-portrait-width":640,"web-stories-poster-portrait-height":505,"web-stories-publisher-logo":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1-96x96.jpg","web-stories-publisher-logo-width":96,"web-stories-publisher-logo-height":96,"web-stories-thumbnail":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1-150x85.jpg","web-stories-thumbnail-width":150,"web-stories-thumbnail-height":85}},"schema":"<script type=\"application\/ld+json\">\r\n{\r\n  \"@context\": \"https:\/\/schema.org\",\r\n  \"@type\": \"BlogPosting\",\r\n  \"mainEntityOfPage\": {\r\n    \"@type\": \"WebPage\",\r\n    \"@id\": \"https:\/\/www.uplers.com\/blog\/conducting-employee-background-checks-for-indian-remote-talents\/\"\r\n  },\r\n  \"headline\": \"The Role of Employee Background Check While Hiring Indian Talents\",\r\n  \"description\": \"Conducting background check for employment in India is essential to make informed hiring decisions and ensure the safety of the workplace. While there are challenges to conducting employee background check in India, such as limited databases and privacy laws, employers can overcome them by using multi-level checks, complying with the regulations, and leveraging technology to simplify the process.\",\r\n  \"image\": \"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Blog-1.jpg\",  \r\n  \"author\": {\r\n    \"@type\": \"Person\",\r\n    \"name\": \"Raunak Jain\"\r\n  },  \r\n  \"publisher\": {\r\n    \"@type\": \"Organization\",\r\n    \"name\": \"\",\r\n    \"logo\": {\r\n      \"@type\": \"ImageObject\",\r\n      \"url\": \"\"\r\n    }\r\n  },\r\n  \"datePublished\": \"2023-05-15\",\r\n  \"dateModified\": \"2023-05-15\"\r\n}\r\n<\/script>\r\n\r\n<script type='application\/ld+json'> \r\n{\r\n  \"@context\": \"http:\/\/www.schema.org\",\r\n  \"@type\": \"Organization\",\r\n  \"name\": \"Uplers Solutions Pvt. Ltd.\",\r\n  \"url\": \"https:\/\/www.uplers.com\/\",\r\n  \"logo\": \"https:\/\/www.uplers.com\/wp-content\/uploads\/2019\/09\/upler-logo.png\",\r\n  \"image\": \"https:\/\/www.uplers.com\/wp-content\/uploads\/2019\/09\/upler-logo.png\",\r\n  \"description\": \"Uplers is a full-service digital marketing agency offering end-to-end digital marketing solutions for every business.\",\r\n  \"address\": {\r\n    \"@type\": \"PostalAddress\",\r\n    \"streetAddress\": \"9655 Granite Ridge Dr Suite 200, CA 92123\",\r\n    \"postOfficeBoxNumber\": \"92123\",\r\n    \"addressLocality\": \"california\",\r\n    \"addressRegion\": \"ca\",\r\n    \"postalCode\": \"92123\",\r\n    \"addressCountry\": \"United States of America\"\r\n  }\r\n}\r\n <\/script>","sub_heading":"Deep Dive Into The Propositions And Impact Of Conducting A Background Check","whitepaper_pdf":"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/Conducting-Background-Checks-for-Remote-Indian-Employees-4.pdf","executive_summary":"<p><span style=\"font-weight: 400;\">As per a Deutsche report, India is primed to account for more than a fifth (22%) of the global workforce in the next decade. This is almost 32x more than the growth anticipated for the United States (US) and more than 3x the projected number of all Latin American countries.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This geometric progression of jobs will demand sophisticated hiring procedures that align with global and domestic labor laws. An important aspect of the modern hiring process is <\/span><span style=\"font-weight: 400;\">employee background check<\/span><span style=\"font-weight: 400;\">, where employers authenticate the validity of a candidate\u2019s claims in the resume. These checks help employers align with the relevant laws by identifying candidates who can be trusted with sensitive company information.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This white paper encompasses an analysis of how to run a background check on someone for employment, <\/span><span style=\"font-weight: 400;\">what do employers look for in a background check,<\/span><span style=\"font-weight: 400;\"> the legal landscape, common challenges, and best practices. This paper also outlines the types of employee background checks employers should conduct on their candidates and provides guidance on navigating the challenges involved in these checks.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The goal here is to help employers develop a compliant and reliable <\/span><span style=\"font-weight: 400;\">employee background check<\/span><span style=\"font-weight: 400;\"> policy in India.<\/span><\/p>\n","whitepaper_chapters":[{"chapter_title":"Introduction","chapter_content":"<p><span style=\"font-weight: 400;\">What does a background check show for employment? In the <a href=\"https:\/\/www.uplers.com\/blog\/hiring-employees-in-india\/\" target=\"_blank\" rel=\"noopener\">hiring process<\/a>, employee background checks are a critical component of assessing candidates from different angles, such as their identity, employment history, educational qualifications, and more. These checks are conducted to verify the candidate&#8217;s past work experience and the legitimacy of their credentials. After verifying these data, a background check report is compiled that covers the results of the checks in a comprehensive docket.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These checks rely on accessing the candidate\u2019s personal information after obtaining the relevant permissions. For a compliant verification and hiring process, there must be regulations that protect the candidate\u2019s confidential data from misuse and misrepresentation.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">However, India lacks dedicated laws overseeing<\/span><span style=\"font-weight: 400;\"> employee background check <\/span><span style=\"font-weight: 400;\">of job applicants, which is indicative of two things \u2013<\/span><\/p>\n<ol>\n<li><span style=\"font-weight: 400;\"> \u00a0 <\/span> <span style=\"font-weight: 400;\">The fact that background checks are not mandatory for hiring a professional<\/span><\/li>\n<li><span style=\"font-weight: 400;\"> \u00a0 <\/span> <span style=\"font-weight: 400;\">The candidate\u2019s private information must be protected by other laws that indirectly impact the background check.<\/span><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">The scenario is completely contrasted in the far west, as the United States has a set of federal and state laws that directly oversee the background checks and the use of the candidate\u2019s information. Furthermore, there are regulations that US companies must abide by when they run <\/span><span style=\"font-weight: 400;\">background checks for employees<\/span><span style=\"font-weight: 400;\"> via private vendors. Companies that do not adhere to these rules and hire employees with a risky background have to pay hefty fines and hamper their brand image.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The following table presents the laws applicable in India and the US for conducting background checks:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Types of Background Checks<\/b><\/td>\n<td><b>Indian Legislations<\/b><\/td>\n<td><b>US Legislations<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Education<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Family Educational Rights and Privacy Act (FERPA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Equal Employment Opportunity Commission (EEOC)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State Laws (Investigative Consumer Reporting Agencies Act (ICRAA))<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employment<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The Indian Contract Act, 1872<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Employees\u2019 Provident Funds and Miscellaneous Provisions Act, 1952<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Industrial Employment (Standing Orders) Act, 1946<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Payment of Gratuity Act, 1972<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Employees\u2019 State Insurance Act, 1948<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Fair Credit Reporting Act (FCRA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Title VII of the Civil Rights Act<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Americans with Disabilities Act (ADA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State Laws<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Criminal Records<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Right to Information Act, 2005<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Fair Credit Reporting Act<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Title VII of the Civil Rights Act<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Equal Employment Opportunity Commission (EEOC)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State Laws<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Credit History<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Payment of Gratuity Act, 1972<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Employees\u2019 State Insurance Act, 1948<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Fair Credit Reporting Act (FCRA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Equal Employment Opportunity Commission (EEOC)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State Laws<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Drug and Alcohol<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Americans with Disabilities Act (ADA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Drug-Free Workplace Act<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State Laws<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Social Media<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The Information Technology Act, 2000<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Fair Credit Reporting Act (FCRA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Equal Employment Opportunity Commission (EEOC)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State Laws<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Address and Identity<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The Information Technology Act, 2000<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Fair Credit Reporting Act (FCRA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Immigration Reform and Control Act (IRCA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State Laws<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Reference<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The Indian Contract Act, 1872<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Fair Credit Reporting Act (FCRA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Equal Employment Opportunity Commission (EEOC)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State Laws<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Database<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The Right to Information Act, 2005<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The Employees\u2019 State Insurance Act, 1948<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Fair Credit Reporting Act (FCRA)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Equal Employment Opportunity Commission (EEOC)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">State Laws<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><span style=\"font-weight: 400;\">While the legal frameworks of both countries are different, the process of conducting the background check is similar.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Checklist of activities in a typical <\/span><span style=\"font-weight: 400;\">employee background check<\/span><span style=\"font-weight: 400;\">:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Gain written consent from the employee<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Gather relevant documents; share the documents with the background check vendor, if conducting externally<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Contact the relevant authorities and individuals, document their feedback<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Prepare a report based on the feedback<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Review the report with the relevant committee<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">If any red flags demand an adverse step, connect with the applicant, share the report and ask for an explanation<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Proceed with hiring if the profile is suitable<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">As per the Professional Background Screening Association (PBSA), 94% of global companies conduct background checks when looking to hire remotely. Recruiters who do not conduct background checks make way for serious legal and compliance issues that hamper their organization\u2019s image and financials.<\/span><\/p>\n<p>&nbsp;<\/p>\n"},{"chapter_title":"Legal and Compliance Risks of Background Checks","chapter_content":"<p><span style=\"font-weight: 400;\">In 2017, JP Morgan Chase &amp; Co, a large-scale multi-national investment bank, was fined USD 1.25 million by The Financial Industries Regulation Authority for not conducting background checks on 8,600 employees.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As evident from this example, not conducting <\/span><span style=\"font-weight: 400;\">employee background check<\/span><span style=\"font-weight: 400;\"> can leave employers open to several risks, such as:\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Reputation and Brand Image Risks<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Hiring an employee without verification can tarnish the trust and credibility of the company. The news of bad hiring can spread quickly through news outlets and social media, inflicting more damage to the company. Additionally, there can be legal consequences, such as lawsuits and fines.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Financial and Operational Risks<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">When it comes to <\/span><span style=\"font-weight: 400;\">criminal background checks for employment, <\/span><span style=\"font-weight: 400;\">it&#8217;s crucial to consider the potential risks associated with hiring a candidate with a history of fraud and embezzlement. Such individuals can cause significant financial losses to the company in the form of penalties, which may require the organization to allocate additional resources to deal with the aftermath. Ultimately, this can impact all other operations within the company.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Security and Data Privacy Risks<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">If an employee hired without conducting background checks gains access to sensitive company information, it may result in data theft, loss of intellectual property, and legal conundrums. Failure to conduct<\/span> <span style=\"font-weight: 400;\">background checks for employment <\/span><span style=\"font-weight: 400;\">also counts as a compliance issue in some countries, including the US.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A risk assessment matrix can give us a clearer view of the possible dangers of not conducting a background check. The matrix below pitches the probability of risks vs. the severity of damage to perceive the degree of risk.<\/span><\/p>\n<p><b>Legends:<\/b><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Probability<\/b><\/td>\n<td><b>Severity<\/b><\/td>\n<td><b>Degree of Risk<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">1: Risks in this category are highly unlikely.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">2: Uncommon risks that have a small probability.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">3: Risks that have a 50-50 chance of materializing.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">4: Risks that are definitely going to occur.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Minor: Risks that have little impact on the company.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Moderate: Risks that may have a slightly negative impact.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Major: Risks that can impact projects but not operations.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Critical: High-priority risks that will impact the whole company and daily operations<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Low: Can be resolved later<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Medium: Does not require a lot of attention, can be resolved easily<\/span><\/p>\n<p><span style=\"font-weight: 400;\">High: Needs immediate attention and resolution<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><b>Risk Assessment Matrix:<\/b><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-62925 size-full\" src=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/01-2.png\" alt=\"how to run a background check on someone for employment\" width=\"1160\" height=\"817\" srcset=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/01-2.png 1160w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/01-2-300x211.png 300w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/01-2-1024x721.png 1024w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/01-2-768x541.png 768w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/01-2-624x439.png 624w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/01-2-500x352.png 500w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/01-2-600x423.png 600w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/01-2-150x106.png 150w\" sizes=\"(max-width: 1160px) 100vw, 1160px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Using these risk assessment matrix, there can be a variety of scenarios:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Low Probability \/ Low Impact<\/b><span style=\"font-weight: 400;\">: Risks of such degree do not require immediate attention.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For example: Skipping an education check for a position that does not mandate an academic qualification.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>High Probability \/ Low Impact<\/b><span style=\"font-weight: 400;\">: Such risks can be managed as soon as they occur as they are of low impact.\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For example: Skipping a reference check for a low-level position with limited access to company data.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Low Probability \/ High Impact<\/b><span style=\"font-weight: 400;\">: Such events must be prevented even though they have a low probability. Prepare contingency plans to ensure they never occur.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For example: Skipping criminal records checks for a high-level position.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>High Probability \/ High Impact<\/b><span style=\"font-weight: 400;\">: Such risks need immediate attention as they can impact daily operations and tarnish the brand image heavily.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For example: Skip all <\/span><span style=\"font-weight: 400;\">employee background checks<\/span><span style=\"font-weight: 400;\"> while hiring a C-level employee.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At Uplers, we use a <a href=\"https:\/\/www.uplers.com\/blog\/talent-acquisition-strategy\/\" target=\"_blank\" rel=\"noopener\">reliable hiring process<\/a> that ensures the talent is the right match for your organization. Aligning with this value, we always go beyond technical and behavioral checks, and also run a background check of the talent. With our background check partner OnGrid, we ensure the basic checks, viz. Identification, Address, and Criminal History, and also accommodate additional check requests.<\/span><\/p>\n<p>&nbsp;<\/p>\n"},{"chapter_title":"Preparation Before Conducting Background Checks ","chapter_content":"<p><span style=\"font-weight: 400;\">When it comes to conducting employee background checks for employment, it&#8217;s essential to define the scope of the check pertaining to your organization and the job role before proceeding with tasks like obtaining written consent and gathering necessary documents. The check&#8217;s scope can guide you on the type of information you need and can assist in creating a report on the candidate, determining their suitability for the vacancy. So, <\/span><span style=\"font-weight: 400;\">how long does a background check take for employment? <\/span><span style=\"font-weight: 400;\">Well, that can vary based on the scope of the check and the resources available to the employer conducting it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A reliable way to identify the scope of the <\/span><span style=\"font-weight: 400;\">employee background check <\/span><span style=\"font-weight: 400;\">is by using the four Ws:<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-62926 size-full\" src=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/11-1.jpg\" alt=\"companies that do Preparation Before Conducting Background Checks\" width=\"1160\" height=\"1049\" srcset=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/11-1.jpg 1160w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/11-1-300x271.jpg 300w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/11-1-1024x926.jpg 1024w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/11-1-768x695.jpg 768w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/11-1-624x564.jpg 624w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/11-1-500x452.jpg 500w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/11-1-600x543.jpg 600w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/11-1-150x136.jpg 150w\" sizes=\"(max-width: 1160px) 100vw, 1160px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">After defining the scope of the background check, it is time to ask for written consent from the applicant and then conduct the checks.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Conducting a <\/span><span style=\"font-weight: 400;\">background check for employees <\/span><span style=\"font-weight: 400;\">can be time-consuming if you are doing it internally. An external vendor will be more convenient, as highlighted in the steps mentioned below:<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-62927 size-full\" src=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/02-7.jpg\" alt=\"Background verification policy of remote employee in India \" width=\"1160\" height=\"1309\" srcset=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/02-7.jpg 1160w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/02-7-266x300.jpg 266w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/02-7-907x1024.jpg 907w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/02-7-768x867.jpg 768w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/02-7-624x704.jpg 624w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/02-7-443x500.jpg 443w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/02-7-600x677.jpg 600w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/02-7-150x169.jpg 150w\" sizes=\"(max-width: 1160px) 100vw, 1160px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">If you have conducted the background check internally, it is advised to prepare a report similar to the one below:<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-62928 size-full\" src=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/07-3.jpg\" alt=\"Personal background check of an employee is one of the things employers look for\" width=\"1160\" height=\"1497\" srcset=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/07-3.jpg 1160w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/07-3-232x300.jpg 232w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/07-3-793x1024.jpg 793w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/07-3-768x991.jpg 768w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/07-3-624x805.jpg 624w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/07-3-387x500.jpg 387w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/07-3-600x774.jpg 600w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/07-3-150x194.jpg 150w\" sizes=\"(max-width: 1160px) 100vw, 1160px\" \/><\/p>\n"},{"chapter_title":"Types of Background Checks for Remote Indian Employees","chapter_content":"<p><span style=\"font-weight: 400;\">An employer can conduct the following types of<\/span><span style=\"font-weight: 400;\"> background checks for employees <\/span><span style=\"font-weight: 400;\">in India:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><b>Type of Background Check<\/b><\/td>\n<td><b>Challenges<\/b><\/td>\n<td><b>Solutions<\/b><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Education<\/span><\/td>\n<td><span style=\"font-weight: 400;\">The verification process can be time-consuming<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The process can take longer if it is a foreign institute<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Educational institutions may require a signed release from the applicant before sharing information<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A fraudulent document is difficult to verify<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Name variations in the document make it complex to verify the data<\/span><\/p>\n<p><span style=\"font-weight: 400;\">An institute may lose the applicant\u2019s data<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Work closely with educational institutions to comply with data privacy laws<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Implement policies that require the applicant to provide official documents with the official seal of the institute to reduce cases of fraud<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Partner with a reputable background check vendor<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Employment<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Some employers may hesitate to provide their workforce details as part of their policies or legal concerns<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Job titles and responsibilities in the past company may not match word-to-word as mentioned in the employee\u2019s resume<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Multiple employers in the work history make this check time-consuming<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Encourage applicants to be transparent and accurate about their work history<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Implement policies that require applicants to provide contact details of their past employers<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Conduct reference checks with former colleagues or supervisors<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Partner with a reputable background check vendor<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Criminal<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Access to criminal records may be restricted in some jurisdictions<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Criminal records may be inaccurate or incomplete<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Criminal records are regulated by state and national laws and complying with all of them is necessary while conducting background checks<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Implement policies that align the verification processes with the relevant privacy laws<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Conduct multi-level criminal record checks at district, state, and national levels<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Stay up-to-date with the necessary laws and regulations<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Credit History<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Lack of centralized credit history database in India<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Access to the current database is limited to authorized entities<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Credit reports may contain errors due to lack of standardization in reporting practices<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Credit history information is sensitive information and subject to data privacy regulations<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Align with the data privacy laws and seek consent to collect and use credit information for hiring decision<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Use credit history checks selectively, preferably if the position requires handling the employer\u2019s financial transactions<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Educate the applicants about the reason for conducting the credit check and provide full transparency in the process<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Drug and Alcohol<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Lack of testing facilities in many cities<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Drug and alcohol tests are considered personal information, making the employee hesitant in the process<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The test may return false positive results due to various reasons<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Partner with third-party vendors who have the infrastructure for drug and alcohol tests<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Comply with the necessary regulations and communicate with the candidate about the process and internal policy<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Use testing methods less prone to false positives and consider retesting to ensure accuracy<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Social Media<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Social media platforms allow users to restrict access to their profiles and post, making it difficult to conduct the check<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Social media profiles may contain inaccurate information<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Social media checks can raise concerns over bias and discrimination regarding the applicant\u2019s race and ethnicity<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Use publicly available information for the check<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Cross-check the social media information with the candidate\u2019s education and employment verification results<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Implement policies regarding a non-discriminatory stance regarding the social media check and share its copy with the applicant<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Address and Identity<\/span><\/td>\n<td><span style=\"font-weight: 400;\">There might be cases of fraudulent documents, such as fake voter IDs, Aadhaar, or passports<\/span><\/p>\n<p><span style=\"font-weight: 400;\">India has a diverse population with numerous languages, making it complex to verify documents in local languages<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Address checks in rural areas can be time-taking and confusing without local help<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Verify identity documents by cross-checking them against government database and using biometric identification<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Use translation software and mobile apps that help streamline the background check process<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Build relationships with local officials to overcome infrastructure challenges<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Reference<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Some applicants may not have professional references due to the informal nature of the job market<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Past employers may hesitate to provide references due to cultural norms or fear of legal liability<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Contacting multiple past employers can be time-consuming<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Develop a clear reference policy as an employer that provides guidelines on what information can be disclosed<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Use multiple sources for verification, such as online profiles and personal contacts<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">Database<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Databases may not be updated regularly and may be filled with misleading information<\/span><\/p>\n<p><span style=\"font-weight: 400;\">India has very limited databases, and their access is exclusive to a few entities<\/span><\/p>\n<p><span style=\"font-weight: 400;\">India has strict data privacy laws surrounding the access and use of personal information<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Small businesses may have limited information in databases<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Use multiple sources to verify the information and contact previous employers<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Use a combination of checks that include court records and media searches<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Comply with the data privacy laws and obtain consent from the applicant before conducting the check.<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong>TL, DR:<\/strong><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-62930 size-full\" src=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-scaled.jpg\" alt=\"Types of background check that employers should look for\" width=\"892\" height=\"2560\" srcset=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-scaled.jpg 892w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-105x300.jpg 105w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-357x1024.jpg 357w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-768x2205.jpg 768w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-535x1536.jpg 535w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-624x1791.jpg 624w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-174x500.jpg 174w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-600x1722.jpg 600w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/10-1-150x431.jpg 150w\" sizes=\"(max-width: 892px) 100vw, 892px\" \/><\/p>\n"},{"chapter_title":"Indian Regulatory Framework for Employee Background Check","chapter_content":"<p><span style=\"font-weight: 400;\">As discussed above, there are no regulations in India directly governing<\/span><span style=\"font-weight: 400;\"> background checks for employees.<\/span><span style=\"font-weight: 400;\"> Hence, employers and business vendors must align with the laws that protect the privacy of sensitive information and the rights of the candidate.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A bench of nine judges in the Hon\u2019ble Supreme Court (SC) were constituted to debate if privacy is a fundamental right. On 24 August 2018, the bench unanimously declared that the right to privacy is essential for the right to life and personal freedom as per the Article 21 of the Constitution of India.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To protect the privacy rights of the candidate and ensure a compliant hiring process, recruiters must abide by the following legislations:<\/span><\/p>\n<table>\n<tbody>\n<tr>\n<td><span style=\"font-weight: 400;\">Legislation<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Purpose &amp; Domain<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Background Checks Covered<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">The Indian Contract Act, 1872<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Regulates the terms and conditions of all employment contracts in India<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Employment, Reference<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">The Industrial Employment (Standing Orders) Act, 1946<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Requires employers to maintain standing orders that specify the terms and conditions of employment, that include the process for background verification<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Employment<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">The Employees\u2019 Provident Funds and Miscellaneous Provisions Act, 1952<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Requires employers to maintain records of the employees and verify their credentials before hiring them<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Employment<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">The Payment of Gratuity Act, 1972<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Requires employers to maintain records of their employees\u2019 gratuity contributions and payments<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Employment, Credit History<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">The Employees\u2019 State Insurance Act, 1948<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Requires employers to maintain records of their contributions to the employees\u2019 state insurance scheme<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Employment, Credit History, Database<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">The Information Technology Act, 2000<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Regulates the use of electronic records and documents in India<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Social Media, Address and Identity<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Demands employers to obtain written consent from the employee before conducting a background check, and retaining the \u2018sensitive personal data or information\u2019 for as long as necessary and removing the data after termination<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Education, Employment, Criminal Records, Credit History, Drug and Alcohol, Social Media, Address and Identity, Reference, Database<\/span><\/td>\n<\/tr>\n<tr>\n<td><span style=\"font-weight: 400;\">The Right to Information Act, 2005<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Provides individuals access to information held by public authorities.\u00a0 Employers are required to provide information about their employees when requested under this law.<\/span><\/td>\n<td><span style=\"font-weight: 400;\">Criminal Records, Credit History, Database<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p><strong style=\"font-size: 1rem;\">TL, DR:<\/strong><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-62931 size-full\" src=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-scaled.jpg\" alt=\"what is a nationwide background check for employment\" width=\"1072\" height=\"2560\" srcset=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-scaled.jpg 1072w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-126x300.jpg 126w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-429x1024.jpg 429w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-768x1835.jpg 768w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-643x1536.jpg 643w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-857x2048.jpg 857w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-624x1491.jpg 624w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-209x500.jpg 209w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-600x1433.jpg 600w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/09-3-150x358.jpg 150w\" sizes=\"(max-width: 1072px) 100vw, 1072px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Even slight deviation from the aforementioned legislation will lead to legal issues and hamper the recruiter\u2019s brand image. Therefore, optimizing the employee background check and <a href=\"https:\/\/www.uplers.com\/blog\/top-9-hiring-challenges-solutions-faced-when-hiring-remotely-in-india\/\" target=\"_blank\" rel=\"noopener\">hiring challenges<\/a> &amp; processes with these laws in mind is important.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Uplers aligns with the above-mentioned legislations while helping businesses <a href=\"https:\/\/www.uplers.com\/blog\/recruiting-talent\/\" target=\"_blank\" rel=\"noopener\">hire the best remote Indian talent<\/a>. As part of our process, we always seek written consent from the talent before conducting a background check and ask for their documents for verification. We also provide a disclaimer that the final report will be instrumental in making the hiring decision. Once we obtain the consent and documents, we share them with OnGrid, who conducts the background check and shares the final report.<\/span><\/p>\n<p>&nbsp;<\/p>\n"},{"chapter_title":"The Cost-Benefit Analysis With Case Studies","chapter_content":"<p><span style=\"font-weight: 400;\">A background check leads to a compliant hiring process and a reliable workforce that aligns with the organization&#8217;s interests. However, there is also a financial advantage of running these checks.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The table below reveals the cost of conducting an <\/span><span style=\"font-weight: 400;\">online background check for employment <\/span><span style=\"font-weight: 400;\">in India:<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-62933 size-full\" src=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/03-5.jpg\" alt=\"Background verification cost of remote employee in India\" width=\"1160\" height=\"876\" srcset=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/03-5.jpg 1160w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/03-5-300x227.jpg 300w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/03-5-1024x773.jpg 1024w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/03-5-768x580.jpg 768w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/03-5-624x471.jpg 624w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/03-5-500x378.jpg 500w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/03-5-600x453.jpg 600w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/03-5-150x113.jpg 150w\" sizes=\"(max-width: 1160px) 100vw, 1160px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">As per the table above, the cost of conducting a background check in India is USD 41 \u2013 91.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The following section discusses the impact of negligent hiring activities due to lack of <\/span><span style=\"font-weight: 400;\">employee background check<\/span><span style=\"font-weight: 400;\">:<\/span><\/p>\n<h3><b>Education Check<\/b><\/h3>\n<p><strong>Cost of the Check<\/strong><span style=\"font-weight: 400;\"><strong>:<\/strong> USD 8 &#8211; 32<\/span><\/p>\n<p><b>Incident of Negligence<\/b><span style=\"font-weight: 400;\">: In 2012, it was discovered that Scott Thompson, the then CEO of Yahoo, had falsely claimed to have earned a computer science degree from Stonehill College on his resume and public statements. The discovery was made by a shareholder activist, who found that Thompson had a degree in accounting, not computer science.<\/span><\/p>\n<p><b>Impact<\/b><span style=\"font-weight: 400;\">: This revelation led to Thompson\u2019s resignation from Yahoo, as well as public backlash and legal action against the company for negligence in their hiring process. The incident damaged Yahoo\u2019s credibility and reputation, and underlined the importance of conducting a thorough <\/span><span style=\"font-weight: 400;\">personal background check for employment.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">\u00a0<\/span><b>Criminal Record Check<\/b><\/h3>\n<p><b>Cost of the Check<\/b><span style=\"font-weight: 400;\">: USD 5 &#8211; 12<\/span><\/p>\n<p><b>Incident of Negligence<\/b><span style=\"font-weight: 400;\">: Uber hired Jason Dalton as a driver, who went on a shooting spree in 2016, in Kalamazoo, Michigan. It was later discovered that Dalton had a criminal record, including charges for assault and weapons violations. Apparently, Uber hired Dalton without conducting a criminal record check and was unaware of his criminal history.<\/span><\/p>\n<p><b>Impact<\/b><span style=\"font-weight: 400;\">:In the wake of the incident, there was a public outcry and serious concerns raised about the company&#8217;s recruitment procedures, which prompted the implementation of <\/span><span style=\"font-weight: 400;\">criminal background checks for employment.<\/span><span style=\"font-weight: 400;\"> The incident also brought about increased scrutiny of the gig economy and the accountability of companies like Uber to uphold the safety of their customers.\u00a0<\/span><\/p>\n<h3><b>Identity Check<\/b><\/h3>\n<p><b>Cost of the Check<\/b><span style=\"font-weight: 400;\">: USD 1- 6<\/span><\/p>\n<p><b>Incident of Negligence<\/b><span style=\"font-weight: 400;\">: Rachel Dolezal was hired as an instructor of African-American studies at Eastern Washington University (EWU) in 2014. Dolezal had presented herself as a woman of color, which was later found to be untrue. Investigations concluded that she lied about her racial identity multiple times in her past.<\/span><\/p>\n<p><b>Impact<\/b><span style=\"font-weight: 400;\">: The incident sparked public outrage and raised questions about the hiring practices of the EWU, and if thorough background checks are conducted before hiring instructors. It also led to scrutiny of individuals who misrepresent their racial or ethnic backgrounds for selfish reasons.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Negligence in conducting a background check during hiring can have an adverse impact on an organization\u2019s outlook. Hence, these checks should be considered an investment towards a strong-valued workforce and not simply an expense in the balance sheet.<\/span><\/p>\n"},{"chapter_title":"Best Practices for Conducting Employee Background Checks","chapter_content":"<p><span style=\"font-weight: 400;\">Conducting an employment background check judiciously is the duty of the employer and the vendor. Even a slight failure can result in liability for privacy violations, hiring discrimination, and much more.<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-62934 size-full\" src=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/08-3.jpg\" alt=\"best practices for conducting employee background checks \" width=\"1160\" height=\"998\" srcset=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/08-3.jpg 1160w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/08-3-300x258.jpg 300w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/08-3-1024x881.jpg 1024w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/08-3-768x661.jpg 768w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/08-3-624x537.jpg 624w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/08-3-500x430.jpg 500w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/08-3-600x516.jpg 600w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/08-3-150x129.jpg 150w\" sizes=\"(max-width: 1160px) 100vw, 1160px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The best practices below are helpful tips for ensuring a compliant<\/span><span style=\"font-weight: 400;\"> employee background check <\/span><span style=\"font-weight: 400;\">that protects the interests of both employer and employee:<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">1. Establish Internal Policies<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The first step before screening a candidate is developing internal policies surrounding the checks. The policies should outline the process of background checks and all the laws they align with. The employer should also share a copy of these policies with the candidate to give them an idea of the hiring guidelines and procedures.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">2. Research The Relevant Laws<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">It is crucial to ensure that your HR and legal team is knowledgeable about the relevant regulations related to <\/span><span style=\"font-weight: 400;\">background check for pre-employment.<\/span> <span style=\"font-weight: 400;\">If you are conducting the checks internally, ensure that your verification processes comply with the necessary rules to avoid any legal risks. In case you are working with an external vendor, ask them about their processes, the laws they follow, and their successful case studies.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">3. Obtain Written Consent From The Candidate<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The Information Technology Act, 2000 and The Information Technology (Reasonable Security Practices and Procedures and Sensitive Personal Data or Information) Rules, 2011 demand employers obtain written permission from the candidate before beginning the background check. The employer should also notify the candidate that the final report will be used to make hiring decisions.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">4. Define The Scope of The Background Check<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Employers should have a clear understanding of what type of <\/span><span style=\"font-weight: 400;\">online background check for employment <\/span><span style=\"font-weight: 400;\">they need to conduct to accurately evaluate a candidate&#8217;s suitability for a position<\/span><span style=\"font-weight: 400;\">.<\/span><span style=\"font-weight: 400;\">Background checks can be costly, depending on the vendor, and time required. Hence, it is essential to outline the important details of the candidate that will impact the hiring decision.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">5. Ensure A Consistent Screening Process<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The screening process in the organization must be consistent for every candidate and job role. Conducting a background check for a few roles and avoiding them for others highlights discrimination, which can lead to legal implications.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">To avoid such a scenario and maintain a clean brand image, it is necessary to treat all applicants fairly and subject them to the same screening process.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These practices form the core of Uplers\u2019 ethos to deliver an optimized hiring cycle without compromising on the quality of the talent. Our hiring cycle aligns with all the relevant employment laws for zero compliance issues. We also educate and assist our clients about the internal policies and regulations to maintain for a hassle-free hiring experience.<\/span><\/p>\n<p>&nbsp;<\/p>\n"}],"conclusion":{"conclusion_title":"Everything You Need To Know For Your First Employee Background Check","conclusion_content":"<p><span style=\"font-weight: 400;\">Conducting background check for employment in India is essential to make informed hiring decisions and ensure the safety of the workplace. While there are challenges to conducting <\/span><span style=\"font-weight: 400;\">employee background check <\/span><span style=\"font-weight: 400;\">in India, such as limited databases and privacy laws, employers can overcome them by using multi-level checks, complying with the regulations, and leveraging technology to simplify the process.<\/span><\/p>\n<p><img decoding=\"async\" class=\"alignnone wp-image-62935 size-full\" src=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/06-3.jpg\" alt=\"Everything You Need To Know For Your First Employee Background Check\" width=\"1160\" height=\"595\" srcset=\"https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/06-3.jpg 1160w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/06-3-300x154.jpg 300w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/06-3-1024x525.jpg 1024w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/06-3-768x394.jpg 768w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/06-3-624x320.jpg 624w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/06-3-500x256.jpg 500w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/06-3-600x308.jpg 600w, https:\/\/www.uplers.com\/wp-content\/uploads\/2023\/05\/06-3-150x77.jpg 150w\" sizes=\"(max-width: 1160px) 100vw, 1160px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Many businesses wonder how long do background checks take for pre-employment and spend a lot of effort in setting up internal teams and processes for the same. A smarter way to streamline the process is to collaborate with third-party vendors who specialize in providing background check services to employers. In addition, some of these private vendors also offer global background check services to cater to the needs of companies with remote teams.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For a comprehensive background check for employment in India, it is advised to partner with one of the most reputable companies that do background check services for employers &#8211; OnGrid. OnGrid has the experience and expertise to navigate India\u2019s complex regulatory landscape and vet the profiles in an expansive manner. Consequently, employers can mitigate risks associated with inaccurate information, data privacy, and legal hurdles while protecting their reputation and brand image.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With Uplers by your side, hiring remote Indian talent is a breeze. Our talent network consists of 50,000+ professionals across various disciplines ready to be onboarded. We also vet the talent for smooth communication, high aptitude, technical proficiency, and a clean background. Consequently, we have helped global companies hire 10x faster and 40% cost-effective talent.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If you want to ace your hiring process in India, download this<\/span><a href=\"https:\/\/www.uplers.com\/guide-to-effectively-hire-indian-remote-talents\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\"> ebook<\/span><\/a> <span style=\"font-weight: 400;\">and find out how Uplers has optimized the remote hiring cycle.<\/span><\/p>\n"},"reading_time":"21"},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v22.2 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Employee Background Check While Hiring Indian Remote Talents<\/title>\n<meta name=\"description\" content=\"Ensure trust and security in your remote hiring process by implementing best practices for conducting employee background checks.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, 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