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Top 10 Questions regarding ‘Criminal Record Checks’

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Top 10 Questions regarding ‘Criminal Record Checks’

There are a number of factors to consider before recruiting a new employee for your firm. While skills, experience, and attitude should always be taken into account, it’s also critical that you conduct a criminal background check on your possible new hire. A criminal records check is part of the thorough background investigation that takes place before an applicant is hired. It checks numerous records available in the public domain to uncover the candidate’s criminal past, if any.

About 52% of businesses claimed they run criminal background checks to ensure that careless hiring is avoided. Surprisingly, in some places of India, criminal record checks indicated a 75 percent failure rate of candidates.

Employers all over the world include criminal background check questions in their job applications to verify the applicants’ criminal records. During the employment process, a criminal background check of potential hires aids companies in assessing job candidates’ antecedents. 

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Here are a few questions you should know the answers to when conducting a Criminal Records Check :

Why is it necessary to run a criminal background check?

To provide a truly secure workplace devoid of criminal intent, a thorough criminal records check becomes vitally necessary. With a criminal background check, you can be sure you’re hiring people with a clean record. This also involves searching the Litigate database. A litigation database check determines whether a candidate’s name appears in any proprietary or public database, such as a civil lawsuit database, criminal databases, and/or regulatory compliance database. Both Indian and international databases can be searched to see if the candidate has any ties to organized crime or has been referenced in any legal proceedings. When a competent professional agency does not do a criminal records check, such offenses can cause irreparable damage to a company’s reputation. According to a study, discrepancies linked to criminal records and references accounted for 19.5 percent of all discrepancies in India in 2016. 

To whom should we run a criminal background check?

Every new employee should undergo a criminal background check to ensure that no criminals access your organization. A single inconsistency can have a negative influence on your workplace’s safety, motivation, and brand reputation. A criminal background check is required regardless of the hiring level! 

Are there any regulations governing the checking of criminal records?

In India, there is no law specifically dealing with criminal records or background checks. However, for conducting criminal records checks, the Indian Contract Act, Indian Penal Code, and Information Technology Acts of 2000 and 2005 are often used as benchmarks. Companies that fail to keep personal data obtained on employees confidential may face penalties under the Credit Information Companies (Regulation) Act of 2005.

What databases can I use to look for criminal records?

Litigation-related information can also be found via the National Crime Records Bureau and the CBI’s Most Wanted Lists, in addition to district magistrate, state, and Supreme Court public records. The list of defaulters can be found in databases maintained by SEBI, RBI, the Registrar of Companies, and the Central Vigilance Committee’s list of corrupt officials.

How do I do a criminal background check?

It’s critical to seek advice from a reputable firm with access to indexed criminal records and litigation databases. It is critical to inform the candidate that a criminal records check will be conducted and secure his or her written consent before proceeding. In most cases, employers consult with background check companies to do thorough criminal background checks! 

What methods do background check businesses use to search for criminal records?

Companies that conduct background checks often scan a range of sources, including local, state, and federal databases, as needed. While there are numerous sources available, the ones chosen will be determined by the exact searches that your prospective employer has requested. 

 

One of the most prominent sources for criminal and offense history searches is state court records. While some municipal courts may make their documents searchable online, around 30% of courthouses require direct access in person. In order to assist in-person courthouse record searches in these jurisdictions, background check organizations execute real-time criminal records searches and maintain a network of court runners. As you might expect, such in-person searches take time, but they allow screening companies to get the most accurate and up-to-date information from the court. 

Is it possible to suspend an employee based on a criminal background check?

In India, if a government employee has spent 48 hours or more in police custody, he or she will be automatically suspended. Any offence, including dowry killing allegations, might lead to such detention. Disciplinary committees and policies are established by private companies. After evaluating each case, they can decide on a course of action.

What should you do if you come upon anything negative?

One of the most basic steps in recruiting the best individuals is to run a criminal background check. After a thorough investigation of the applicant’s background, a hiring decision should be made. Before making a hiring choice, it’s a good idea to offer the employee an opportunity to explain the negative finding.

How can the HR manager confirm that the criminal background check on the job application is accurate?

The greatest criminal background checks are those that are accurate, thorough, quick, and obtained legally. The inclusion of criminal background check questions in the job application is the first step in conducting a complete criminal record check.

 

The checks can take a long time, cost a lot of money, and necessitate a lot of diligence. For interstate and international hires, the problems multiply. The HR manager should not let any financial or time restrictions allow the criminal background records check process to be shortened. 

 

What are the rights of employees/applicants?

The criminal record check report received by the firm may be incomplete or erroneous due to the constraints inherent in the process. To protect the rights of employees/applicants, the law compels employers to give employees/applicants the option to present additional information to substantiate the report’s incompleteness or inaccuracy. 

 

Individuals should be given a copy of the report and given enough time to respond with the requested additional information in the interest of fairness. If the people fail to provide the required information within the specified time frame, or if the information provided is insufficiently persuasive, the company might begin an adverse action procedure while keeping the individual informed. Individuals will then need to seek the respective judicial authorities for dispute resolution if they have any further grievances. 

 

Is there a limit to how far back criminal record checks can go?

Employers can decide how far back they want the search to go, with seven years being the most popular option. Other options include ten years and “unlimited,” which looks for all reasonably available information. After the search is completed, the records that are shown in the report will be determined by how far back the search was conducted as well as any applicable legal constraints. Background check businesses can record criminal convictions indefinitely in most jurisdictions; however, certain states limit the reporting of convictions to seven years.

 

A number of factors are considered when determining whether a record is within the seven-year timeframe, including the date of conviction, release, or parole. Many screening businesses examine these similar variables, as well as periods of probation when deciding whether to publish a conviction record that can legally be reported indefinitely but the customer has requested a fixed (e.g., seven-year) time limit. 

 

In terms of non-conviction, most background check agencies are unable to report anything older than seven years (such as non-pending records of arrest, criminal case dismissals, etc.). Non-convictions, on the other hand, are not required to be reported in a few states.

Conclusion:

A criminal record check allows you to make an informed decision regarding a candidate’s appropriateness and fit for your organization. Even though a conviction does not automatically disqualify a candidate, you will be in the best position to determine whether their criminal history poses an unreasonable risk to your organization. 

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How to optimize Cash on Delivery Process and Why it’s Needed

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How to optimize Cash on Delivery Process and Why it's Needed

Cash on delivery, or COD, is a word that most of us in the eCommerce industry and online buying are familiar with. In simple terms, it is a method of payment in which the customer pays the courier or vendor immediately with cash or credit card when the product is delivered. This is considered to be one of the most popular methods of online buying and selling transactions. 

Without a doubt, technology has brought about a sea change in every industry throughout the years. Due to several constraints imposed by protracted lockdowns, the pandemic has hastened technological adoption and disrupted various sectors, with the logistics industry being at the forefront of change. The ecommerce logistics industry was likewise one of the few to recover quickly after the lockdowns. 

However, the pandemic has changed the way the industry functions, with innovations such as contactless deliveries becoming a must, and as a result, more people shifted to ordering on prepaid ecommerce portals during the lockdown period. 

While the eCommerce business has embraced these on a massive scale, India has traditionally been a cash-based country, and as vaccinations are being delivered to the populace while safety measures are implemented, the Cash on Delivery (COD) mode of payment is resurfacing. When it comes to payments, India is mostly a cash-based economy, despite the fact that a large percentage of the population has adopted digital payments. This means that the Cash on Delivery (COD) mode of payment will continue to be a major priority for eCommerce websites and marketplaces.

Despite the popularity of digital payments like UPI, card payments, and mobile wallets, research shows that COD still accounts for one of the greatest percentages of overall payment methods in developing countries. While the Cash on Delivery process appears to be simple for customers and a painless one for businesses, it is not without its drawbacks.

 

Because COD payments have intrinsic concerns such as a higher possibility of order rejections at the time of delivery, which leads to higher sales returns, a comprehensive, robust solution for a frictionless Cash on Delivery process must be established. This has a direct impact on revenue realizations, inventory planning, and other aspects of the business, all of which have an impact on the company’s bottom line.  

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Why do Indians Prefer Cash on Delivery?

Even if our society is becoming more technologically advanced, credit/debit cards, net banking, and e-wallets account for only 30% of internet purchases. The following are some of the reasons why cash is still king:

  • Every day, new e-commerce sites emerge. Customers are afraid of being scammed because they don't know the integrity of such internet stores.
  • Customers have been making cash payments since the beginning of time, and they are familiar with them.
  • Transactions are made easier with cash payments. It's as simple as handing over the money for the product or service obtained and walking away.
  • There is still some post-purchase order anxiety. Refund duration, refund not received, refund not permitted by some businesses, and so on.
  • Customers in tier 2 and 3 cities are especially skeptical of internet transactions. They are no longer reliant on credit cards or internet payments because they can pay with cash.

Some clients prefer cash on delivery because they want to be certain that the goods that they receive are what they expected. They prefer to inspect the product in front of the delivery person before deciding whether or not to accept it. They can seek a refund if they receive an incorrect or broken product if they opt for payments using cash on delivery. 

Here are five practical strategies to improve the eCommerce logistics industry's COD order delivery procedure.

Examining the customer's history

Every firm has both good and bad customers. Some people may be prompt in completing their monetary transactions for orders, while others may drag the process out. For logistics companies to enhance the COD process, they should use consumer behavior analytics based on previous orders and rejections. This can then be utilized to create internal flags, allowing the COD process to become more efficient by screening out clients who are serious about their purchases at the time of order taking. 

Verification of customer contact information and address

In eCommerce, numerous social media outlets account for a significant portion of consumer acquisition. These consumers are typically from Tier 3 and Tier 4 cities, and they want to pay by cash on delivery because they are making their first online purchase. Helping customers write appropriate addresses with house/ward numbers and local landmarks while placing orders is critical. Address validation software is used by most large eCommerce retailers and websites to identify problematic addresses and execute an address re-verification process before shipping those items. 

Rechecking a customer’s address and phone number might go a long way toward making the Cash on Delivery process unfold smoothly. Re-validating a customer’s contact number via OTP, doing an address check based on the content of an address, and validating the pin code based on the content of an address are all important procedures in this process. The use of Google Maps APIs to indicate redundant/bad addresses will ensure that last-mile delivery goes smoothly.  

Updating customers in case of a delay

Nobody wants their orders to be delayed, especially customers. However, in situations like the current pandemic, unforeseen delays are unavoidable. Logistics providers can integrate deeply with carriers’ Transportation Management Systems and Delivery Mobile Applications to keep customers informed of any transit delays caused by COVID-19 limits, natural disasters, carrier-initiated delays, and so on. 

Businesses should share a shipment’s Non-Delivery Reason (NDR) in advance to ensure that the delivery executive’s comments about the non-delivery of COD shipments are accurate. Furthermore, sending NDRs to customers via SMS or WhatsApp and receiving comments from them via these platforms will allow customers to alert the company to any gaps in real time, allowing corrective action to be taken. 

TAT adherence for shipping timelines

It’s critical to stick to the TAT (Turn Around Time) that was promised to the customer. Logistics platforms can undertake an internal analysis based on a carrier’s recent performance in those cities, lanes, or pin codes to allocate a carrier with the highest chance of delivery conversions and TAT adherence. These will enable them to detect carrier capacity, infrastructure, and on-time delivery difficulties, as well as assign the best possible carrier for COD goods. 

Enabling electronic/card payments for COD orders

Customers/consignees should be able to pay for COD orders using UPI, Wallets, or by swiping their debit/credit cards on an EDC machine at their doorsteps. Allowing such electronic payment options will, in turn, reduce customer rejections and improve the Cash on Delivery process. 

Conclusion:

With COD remaining the most popular mode of payment for ecommerce, brands, ecommerce websites, marketplaces must be highly adaptable in terms of technology and internal and external control mechanisms to ensure increased COD order deliverability. The measures outlined above will go a long way toward accomplishing this goal.

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How do Employers verify Education Records of Applicants for Employment: Best Practices

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How do Employers verify Education Records of Applicants for Employment: Best Practices

One of the most crucial components of background screening is the education verification process. Regardless of whether they work in a blue-collar or white-collar environment, today’s workforce requires some type of educational qualification. Companies may wish to trust an applicant’s educational qualifications based on the appearance of their documents, which is understandable. However, it is critical to verify any educational claims made by the candidate legitimately. 

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Market conditions are growing increasingly difficult, prompting people to use all methods necessary to find work. It has been discovered that a substantial number of job applicants are lying about their qualifications in order to seem suitable prospects. Unethical practices such as degree forgery, bogus institutes, and deceptive claims are difficult to detect, necessitating background checks. Every year, India generates between 2 and 2.5 million graduates. With such a large number of degree holders, having strict education check regulations becomes even more vital. 

What is an Educational Background Check?

An education background check verifies an applicant’s statements about their schooling. Their attendance and degrees acquired at high schools, colleges, and vocational schools are verified through this process.

 

Thousands of people may be interested in a great job opportunity. While some are deserving, others can make up a few areas of their resume to fit in. Employers can use background checks to verify a candidate’s training, certifications, and academic history. That way, they’ll be able to spot any anomalies in the application and take appropriate action. 

According to SHRM (Society for Human Resource Management), 69 percent of employers investigate candidates' criminal history

Thousands of people may be interested in a great job opportunity. While some are deserving, others can make up a few areas of their resume to fit in. Employers can use background checks to verify a candidate’s training, certifications, and academic history. That way, they’ll be able to spot any anomalies in the application and take appropriate action. 

The following are the motivations for conducting an education background check:

An education background check verifies an applicant’s statements about their schooling. Their attendance and degrees acquired at high schools, colleges, and vocational schools are verified through this process.

Identifying knowledge gaps against job requirements:

The people you employ must be qualified for the position for which they are applying. A thorough examination of the candidate’s educational background offers information about the subjects they studied and their relevance to the post.

Protecting against false degrees and diplomas:

Diploma mills, which provide candidates with phony degrees, are on the rise. These organizations provide forged certificates in exchange for money, resulting in educational gaps. These organizations are unaffiliated with any reputable organization or government agency. Rather, they collaborate with independent organizations whose curriculum and standards do not conform to the legally mandated standard. 

Verify the authenticity and usefulness of foreign degrees:

Students are increasingly seeking education in other countries. It’s possible that the curriculum in those countries doesn’t exactly fit the job description. Furthermore, as part of the education verification process, the legitimacy of international educational institutions and the worth of their degrees must be confirmed. 

How do Employers verify Educational Background of prospects?

Education verification of degrees and diplomas is mainly done in the institutions’ in-house offices. Third-party education check services are also used by companies and institutions because they have their own proprietary databases for confirming the individual’s claims. While conducting education verification, a number of parameters must be checked and validated. 

Verifying the name and registration number:

This is essentially an identification verification. By comparing the candidate’s name and roll number to official institute records, it is possible to determine whether the applicant genuinely attended the university that is being claimed.

Verifying course information:

This education verification parameter is crucial since it establishes a direct link between the applicant’s education and the employment role being offered. This entails generating a list of all the subjects the candidate has taken and determining their relevance to the job. 

Graduation year:

Because youthful applicants are increasingly sought after by employers, many candidates fake their graduation dates. By contacting the institution provided by the candidate, education verification of graduation records can be simply acquired. 

Graduation status:

This essentially verifies the candidate’s quality. Businesses frequently do not prefer candidates with lower grades or drop years. The job’s nature may necessitate applicants with a high level of expertise and knowledge. Candidates may hide their drop years or mislead about their grades. To achieve high-quality recruiting, such inconsistencies should be identified during education verification.

Whether the institution has been deemed fake by regulatory bodies:

As previously stated, forgeries and diploma mills are on the rise. Verifying the educational institute’s legitimacy can assist protect the company from candidates from questionable institutions. This can be accomplished by comparing the institution’s information to that provided by regulating authorities such as the UGC.

Few methods that employers use to verify education records of individuals:

Collaborating with a third-party background check company

Employers’ preferred method of verifying an applicant’s education is to work with a third-party background check company. They can verify an applicant’s schooling records in a fraction of the time that it would take an employer to do by themselves, and they can provide verified information to the employers in as little as a few hours. They can also confirm the applicant’s claimed educational background.

The DIY approach

If an employer does not use a verification provider, education verification can be done manually by the HR department. Contacting the university’s registrar, providing details about the prospective employee, and requesting verification would be part of this DIY process. 

A few of the best practices for conducting educational background checks:

Written Disclosure: Employers must notify candidates in writing that they will perform background checks. 

Consent: Employers must seek each applicant’s authorization before performing background checks through third-party providers. 

Result sharing: The employer must share the results of the background check with the applicant and notify them of their rights and next steps when the vendor completes the background check. 

Following steps in the adverse-effects procedure: If an employer learns any negative information that may have an impact on their employment decisions, they must follow the adverse-action procedure. For example, if you discover a discrepancy after doing a background check and decide not to hire the individual, you must send the candidate or employee a final adverse action notice. 

Anti-discrimination regulations: Employers must abide by their country’s anti-discrimination laws. 

Equality: Conduct a background check on every applicant, regardless of race, ethnicity, color, gender, or other ascribed qualities. 

Following local laws: You must follow local laws based on your hiring location. 

How can MIMO help?

By partnering with a third-party background screening company, you will be able to receive all the information you need quickly. Working with a reputable background check firm will save you time and money while also ensuring that you remain compliant in the customer screening process. 

The simple truth is that recruiting the best personnel is a rigorous competition, and you must be at the top of your game to attract and keep the best. Making the right hiring decisions will have a significant influence on your business, resulting in higher productivity. MIMO offers all-inclusive background check services with a focus on compliance adherence to provide you with the most reliable and up-to-date details. 

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What is an Employment Credit Check and Why is it Needed?

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What is an Employment Credit Check and Why is it Needed?

An employee credit check is when an employer obtains a copy of an applicant’s or current employee’s financial records in order to have a better understanding of their financial history. What does this mean for an employer or a company as a whole?

Credit checks are an important part of the onboarding process because they reveal how economically responsible a person is, which reflects the attitude they will have toward company finances. Any type of corporate obligation is well-known to be associated with financial responsibility. 

Regardless of an employee’s position, the firm must be able to trust them with money, which is made possible by a thorough credit history check.

 

This is a guarantee to the company that its personnel will not engage in any financial mismanagement, such as fraud or other criminal activity, which would result in a significant loss. 

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What does a credit check actually verify?

A credit check provides various details about an employee, particularly about his or her financial situation. Typically, an employer will have access to information such as a person’s credit card and debit card debts, payment and default history, details of any late payments, loans, and so on. 

A credit default check confirms the employee’s or candidate’s personal details through national ID checks in addition to financial information. This assists organizations in verifying the candidate’s name, age, residence, and other vital information. 


Employers should be aware that there is a legislation in India that prohibits anyone from utilizing another person’s credit information, and if someone is found guilty of making adjustments or leaking any kind of credit data, they would face severe consequences. 

For employers, it is their responsibility to guarantee that sensitive information about employees or prospects is handled professionally and responsibly. Under no circumstances should they share such sensitive information with a third party or alter any facts. 

Why is a credit check required in the recruiting process?

While it is the employer’s job to do complete credit history checks in the best interests of the company, it is critical to understand why a credit check is such an important component of the employment screening process. How you handle finances and the integrity of your entire firm are intertwined in any organization. If an employer hires someone with a history of financial mismanagement, they risk ruining their company’s reputation and brand image.

Why would a potential employer check an applicant’s credit?

The risk is substantially greater, especially if the person holds a leadership position or any capacity directly tied to the company’s finances. Such hazards can be avoided by thoroughly vetting each candidate through credit checks, regardless of their position. Furthermore, a person’s financial management reveals a lot about their attitude, intentions, and personality. Employers can simply flag any credit default situation and understand how responsible their prospects are with a credit check, which can save them a lot of problems in the future. 

The credit history of an applicant can reveal potential issues that an employer would prefer to avoid: 

  • Late payments may show that you aren't particularly organized or responsible, or that you don't follow through on promises.
  • Using a lot of available credit or having a lot of debt are signs of financial instability, which can make you more vulnerable to theft or fraud.
  • Any indication of mismanaging your own finances could signal that you're not a good fit for a job that requires you to manage business funds or consumer information.

A nationwide poll of 1,528 human resources professionals was conducted by the National Association of Professional Background Screeners in collaboration with HR.com. According to the findings, 25% of HR professionals employ credit or financial checks when hiring for select roles, while only 6% check all candidates’ credit. 

How can an applicant prepare for a potential employer's credit check?

When doing a credit check, employers are mostly looking for trends or habits of financial mismanagement, so knowing what your credit report says before applying for any job is the best way to prepare (no matter the position). 

You don’t want to be surprised when you apply for a job and find out that something negative is on your credit reports, so job seekers should get a good idea of what their credit reports look like well ahead of time. Also, you must be able to justify any bad entries. 

Each of the three major credit bureaus

  • Experian
  • Equifax
  • TransUnion

is required to provide you with one free credit report each year. These reports are available for free, as allowed by federal law. We recommend that you don’t read all three reports at once, but spread them out over four months. 

Keep in mind that, while employers are legally allowed to pull your credit history, it is only one of many considerations when applying for a new job. However, there is a simple approach to making your credit report look as nice as you do in your job interview: always pay your bills on time. 

What Is Reported in an Employment Credit Check?

Employment credit checks reveal a person’s credit-to-debt ratio and previous bankruptcies, revealing how they’ve handled credit and bill payments in the past—an important indicator for jobs where the employee will be handling or managing money. While employment credit checks do not reveal credit scores, the following information may be revealed: 

  • Current and past employers' names and addresses.
  • Bankruptcies are disclosed.
  • Any outstanding bills turned over to a collection agency.
  • A record of the individual's credit and payment history.
  • Other inquiries into the candidate's credit history.

How can MIMO help?

Background screening of applicants has become the norm in today’s business world, with practically every company employing some form of background screening as part of its hiring process. It is simple to understand why. A well-designed background screening program will almost likely lower your cost-per-hire by delivering immediate and measurable results. 

Pre-employment tests, when combined with modern screening techniques, aid in the speeding up of the recruiting process and the selection of the best candidates for a post. When you hire a new employee, your firm makes several long-term expenditures on onboarding and training. Pre-employment testing is one of the most objective means of determining whether an applicant is a correct match for your organization, as it assesses cognitive capacity, skills, EQ, and communication, among other things. 

By partnering with a third-party background screening company, you will be able to receive all the information you need quickly. Working with a reputable background check firm will save you time and money while also ensuring that you remain compliant in the customer screening process. 

The simple truth is that recruiting the best personnel is a rigorous competition, and you must be at the top of your game to attract and keep the best. Making the right hiring decisions will have a significant influence on your business, resulting in higher productivity and decreased turnover.

MIMO offers all-inclusive background check services with a focus on protection to provide you with the most reliable and up-to-date details. 

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8 Best Practices for Effective Vendor Due Diligence

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8 Best Practices for Effective Vendor Due Diligence

Vendor due diligence processes differ depending on the firm, industry, and geography. Due diligence measures are mandated by some regulatory agencies, and other industry associations have developed standardized procedures. Furthermore, depending on the type of vendor being evaluated, requirements may alter. While there is no uniform standard, there are some pieces of information that all procurement and risk professionals should collect while conducting vendor due diligence and establishing their vendor checklist. 

This vendor due diligence checklist serves as an overview of the types of information that should be considered when making procurement decisions. Although not every item on this list is required, the more you complete it, the better prepared you will be to manage risk during the vendor selection process. 

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What Is Vendor Due Diligence and How Does It Work?

Prior to onboarding with a new vendor, supplier, or other third party, you should undertake due diligence. The due diligence process should evaluate a vendor’s financial and operational soundness, as well as any potential dangers they may pose to your company.

Third-party providers represent a variety of

  • Hazards
  • Including data security
  • Operational risk
  • Supply chain interruptions
  • Regulatory issues

A rigorous vendor due diligence approach that allows for risk-based vendor selection can substantially speed up vendor onboarding while reducing the danger of a catastrophic disruption or data breach. Contract review, vendor-completed assessments, and external information gathering on the target organization and its subcontractors are frequently part of the due diligence process. All of this is eventually measured against the risk tolerance of your company. Although vendor due diligence is not a “one-size-fits-all” process, there are several common pieces of information that can assist an organization build a solid foundation of understanding for its risk profile. 

When evaluating a vendor, keep these eight best practices in mind:

Gather information about the company

Begin by gathering basic company information to verify the company’s authenticity and ensure that all compliance requirements and standards are fulfilled. Refer to reputable sources provided by the organization as well as any publicly available information that may have an impact on your organization’s capacity to acquire or engage with a specific vendor. This is also an opportunity to assess employee behavior and knowledge of cyber hazards in order to identify any potential weaknesses, such as those caused by dissatisfied or irresponsible employees.

Examine financial data

It’s critical to evaluate an organization’s financial information before dealing with a vendor to ensure its financially sound and up-to-date on any required licensing fees or taxes. Furthermore, having a thorough understanding of an organization’s growth history can aid in predicting future costs associated with dealing with third and fourth-party vendors throughout time. 

Make a list of operational risks

If a vendor in your supply chain suffers a data breach, your company will be held liable for any sensitive customer data that may have been exposed as a result. This is why, in the event of a data breach, all organizations in your network must have a strategy in place, often known as business continuity and disaster preparedness plan. 

This strategy details an organization’s methods for resuming normal operations and ensuring effective and transparent communication with the appropriate people. It’s also crucial to analyze the vendor’s function inside your organization so that you can fully comprehend the operational consequences of a third-party data breach and prepare accordingly. 

Evaluate the legal risk

Some third-party providers will have access to very sensitive data about your business, clients, and workers. As a result, assessing the legal risk posed by a company is an important element in the due diligence process. If a third-party vendor has a data breach or a controversy, the legal and reputational responsibility will be transferred to your company. This is why it’s critical to start the process by ensuring compliance and identifying any potential legal issues. 

Assess the threat of cyber-attacks

It’s critical to manage cybersecurity risk among partners, suppliers, and vendors so that risks may be discovered and addressed before a breach happens. Organizations should look at the vendor’s cybersecurity posture, compliance status, and anti-attack programmes.

Set risk profiles in order of importance

As previously stated, some third-party providers will have greater access to your organization’s network than others, necessitating further monitoring. Vendors should be prioritized based on their level of access, the type of information supplied with them, and the relevance of the service or product provided by the company. This will lead the rest of the due diligence process, as well as inform IT security about which vulnerabilities must be addressed right once in order to have the most impact on risk reduction.

Maintain a constant eye on vendor risk

Risk management for third-party vendors is an ongoing strategy that extends beyond due diligence. As the digital transition continues, the threat landscape is continuously changing, and businesses are continuing to expand their networks. An efficient third-party risk management programme should keep an eye on emerging threats and verify that the vendor’s cybersecurity network is in good shape.

Make the questionnaire procedure automated

The due diligence questionnaire procedure can be time-consuming and draining for IT security personnel that would rather be working on more vital responsibilities. Back-and-forth talks and selecting the next measures for risk mitigation can take a long time. The procedure can be automated with the correct third-party risk management software to streamline operations, assure consistency, and provide complete visibility into a vendor’s cybersecurity network. 

Why Are Vendor Due Diligence Requirements Getting Tougher?

Procurement, risk management, and security teams’ vendor due diligence to-do lists have gotten a lot longer recently. Given COVID-19’s impact on third-party operations, as well as other health, environmental, and geopolitical concerns, many firms are going beyond standard IT security audits in their vendor due diligence activities. Information on manufacturing, business continuity, transportation, non-IT items, and other domain areas that make up today’s complicated supply chains is gathered in this way.  

Organizations are also conducting additional due diligence on potential providers due to information security and data privacy compliance obligations. In this climate, a data breach may be devastating, especially if financial information or sensitive enterprise information is stolen. Building a strong vendor due diligence programme can help your company decrease its security risk while also enhancing its partnerships.

Three Methods for Conducting Vendor Due Diligence

Whether you’re starting a vendor due diligence programme for the first time or need to improve an existing one, it’s critical to think about your overall strategy. Customers generally conduct due diligence in one or more of the following ways: Whether it’s in-house, shared, or outsourced, there’s a solution for every business. 

The DIY Approach to In-House Vendor Due Diligence

Many businesses are attempting to manage vendor data gathering and analysis on their own. Even if your business is well-staffed and funded, DIY due diligence can be a strain if you handle the process with disparate, manual technologies (e.g., spreadsheets). 

Making it as simple and pleasant as possible for suppliers to reply to assessment questionnaires is one key to success with an internal approach. A vendor-facing portal for viewing survey completion status, threat intelligence reports, and suggested remediations should also be included in the solution. It should also keep a thorough audit trail for future confirmation of assessments. 

Finally, you’ll want to make sure that the solution can trigger workflow tasks automatically based on assessment attributes, risk scores, and recommendations. This will allow you to concentrate more on risk management while spending less time worrying about content collection.

The Network Approach to Shared Due Diligence

When resource-constrained teams need to scale their projects, vendor risk intelligence networks can help. To simplify risk analysis and mitigation, network members and vendors pool their efforts and exchange completed risk material. They provide on-demand access to risk scores and content that is backed up by industry-standard questionnaires. They’re ideal for small businesses looking for benchmark data or larger corporations looking for a simple approach to tier providers and identify those that need further in-depth evaluations.

The Managed Services Approach to Outsourced Due Diligence

Outsourcing third-party evidence collecting and analysis to vendor risk assessment services is a popular choice. Instead of chasing down assessment replies and verifying their accuracy, this technique allows your in-house team to focus on risk identification and mitigation. 

This method can reduce risk reduction time-to-value faster. It’s also a good choice for teams with a lot of resources – or those with a lot of internal capabilities. 

Conclusion

In M&A transactions, private equity deals, credit underwriting, and financial sales and trading, vendor due diligence should offer an accurate assessment of a vendor’s cybersecurity posture and should flag important vulnerabilities. With a complete picture of a vendor’s or acquisition target’s cyberhealth, your company can make confident judgments regarding prospective risks, future expenses, and how to manage and reduce risks on an ongoing basis. 

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6 Steps to Enhance Parcel Delivery Optimization in Last Mile

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6 Steps to Enhance Parcel Delivery Optimization in Last Mile

Change is driven by technology in practically every industry, and parcel delivery is no exception. Businesses will need to move quickly to be competitive in this ever-expanding, computerized economy. Parcel delivery is no exception: parcel and logistics companies must concentrate on optimizing their efforts for last-mile delivery to be successful. 

The question is: where do you start?

Before beginning any delivery optimization process, companies must first determine where their efficiency gaps are and what adjustments will have the most impact on last-mile profitability. 

Table of Contents

Parcel Delivery Optimization in 6 Easy Steps

From the time orders are accepted to the time items are delivered, there are six steps that make up a universal process for these businesses.

Orders and tasks should be entered into a centralized system

The initial step, as with most things, is the most crucial. While different parcel delivery firms have varied protocols for how orders and delivery tasks enter their systems, it’s critical that they all wind up in a centralized system and those deliveries that will be assigned to drivers (rather than outsourced to a third party) be clearly noted. 

This can be done with the correct technology by uploading a CSV or via an API. 

Task Dispatch and Routes should be optimized

When orders and tasks are submitted into the system, it’s vital that the tasks are assigned using the most efficient pathways. Automating this process with competent dispatch software is the only scalable alternative for a large organization that makes thousands, hundreds of thousands, or even millions of deliveries every month. 

Inputting jobs and assigning them at the start of the day, before drivers start their shifts, enabling them to see their full route before they arrive at work. 

Sort the parcels that have been marked for local delivery

Although third-party logistics companies frequently use local partners to perform their last-mile deliveries, a portion of those deliveries are made by the company itself. These things must be efficiently separated from the rest of the shipments in order to be placed onto the appropriate vehicles and transported to their final destination. 

This necessitates the use of specific bar codes that can be scanned to determine which packages are delivered locally and which are assigned externally. 

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Before loading any items, scan them all

In order to have complete supply chain visibility, the last mile must not be a blind spot in the chain. All items must be scanned before being loaded onto vehicles in order for effective parcel delivery optimization to occur. A central system can track which items are on which vehicles and where they are on their trips in this way.

Customer Engagement and Visibility at the Last Mile

Visibility is thought to be the number one driver of logistics innovation today. In this scenario, visibility can refer to both internal (as indicated above) and external (the visibility a customer has over their delivery). 

Customers in the Uber era have come to anticipate a level of visibility that was previously unavailable. One of the most important features of this type of experience is a real-time map accessible by cell phone, which allows the consumer to track the driver’s progress and know exactly when they will arrive. Engagement is also important in this paradigm. The ability to communicate directly with the driver, such as leaving notes such as “don’t ring the doorbell,” reduces friction and improves efficiency.

Have a solid proof-of-delivery procedure in place

With such a high volume of deliveries, it’s critical that verifiable records are retained when proof of delivery is used. This includes requiring a driver to obtain a signature and scan a bar code before leaving the delivery place. This data is then logged and transferred to a central system. If the client claims that the item was not delivered at any time, the corporation has proof. 

Enabling last-mile delivery & logistics for E-commerce

Are you looking for a quick way to track orders in real-time, as well as last-mile delivery and e-commerce services? Using the intelligent MIMO application framework, MIMO has efficient end-to-end Transhipment logistics. The framework manages and optimizes last-mile delivery & e-commerce logistics across the entire distribution chain for your back-end functions with transparency and seamless integration. 

Successful management of the transportation distribution process is becoming increasingly important nowadays. MIMO Technologies offers a tech-enabled platform to easily transport goods and products and achieve a high degree of precision in e-commerce and last-mile delivery. 

Our field officers are qualified to complete deadline-oriented work and deliver it to your customer in India’s most remote locations within pre-determined timelines. More than 14000 field officers serve in various rural and semi-urban areas.

Why choose MIMO for last-mile delivery?

The most critical part of the supply chain business is last-mile distribution. From quick real-time order monitoring and timely updates to smooth delivery, our tech-enabled platform ensures on-time deliveries.  

Our team consists of highly skilled professionals who are drawn to deadline-oriented work and can move your products from your warehouse to your customer in the most remote locations within pre-determined timelines. 

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5 key characteristics of successful on-demand delivery services

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5 key characteristics of successful on-demand delivery services

Companies must examine which “must have elements” are lacking from their delivery services in today’s on-demand delivery industry in order to reduce delivery costs and create better client experiences. 

Table of Contents

Successful on-demand delivery services include the following characteristics

Convenient Scheduling and Accurate Delivery Quotes

At checkout, any firm that sells products online should provide simple and accurate fulfilment alternatives. This contains the location and time of the delivery or pickup. It’s not easy to ensure these timeframes are precise; you’ll need to know everything from inventory location to fleet availability. For e.g. Is there enough automobile space for curbside pickup at that time? 

 

Automation is a tool that allows you to give users with immediate quotations. Of course, you must first verify that you have the appropriate delivery timeframes (e.g., short delivery windows, same-day delivery) and fulfilment alternatives (curbside, click and collect, same-day delivery) in place. 

On-demand delivery and fulfilment management that is coordinated and flexible

From the minute an order is made to the moment it arrives at your customer’s door, the whole delivery process must be organized, digitized, and synchronized from start to finish. You must have insight over the whole last mile flow, for all fulfilment models, in order to save operating expenses. That way, you’ll be able to figure out how to make the most of your existing resources and delivery providers to handle on-demand deliveries. 

 

To accomplish same-day pickup of retail orders, for example, you must first determine where inventory is accessible locally, then source orders to the relevant location and have retail personnel locate the item in time for pickup. 

The same is true for ship from store orders: store inventory, retail employees, and drivers (including external fleets) must all be in sync, which necessitates centralizing all data. This is especially true if you collaborate with a variety of aggregators or delivery service providers. 

Integrating third party delivery services

Successful on-demand delivery services refer to the capacity to satisfy client demand at any time of the day or year. Brands must be able to respond rapidly to consumer requirements and, where required, supplement drivers. This is when the use of third-party delivery services comes in handy. Brands can improve their on-demand (and planned) deliveries, increase brand exposure, and maintain high customer satisfaction by incorporating third-party delivery solutions into their existing fleet management systems. A third-party distribution hub can be used to construct a delivery network and distribute orders based on their business needs. 

Automation

In today’s on-demand culture, time is not just money; it is also the most valuable commodity. You’ll lose a customer if you can’t get an order to them promptly.  This is why automation must be built into every part of the on-demand delivery process, from backend systems to communications with managers, drivers, and customers. 

Automation is the most efficient and dependable approach to conduct cost-effective delivery operations while still providing a fantastic client experience. 

 

Based on business rules relating to cost, volume, and other business goals, an automated dispatching and routing system can determine whether to dispatch an order to an in-house driver, a crowdsourced delivery fleet, or another delivery provider. The system may also make decisions on its own, such as extending delivery timeframes or providing other delivery alternatives. 

 

All of these choices must be made in real time, which involves the use of automation technologies and real-time integration of all of your systems, including those of your external suppliers. 

Orders that can be fulfilled locally via ship-from-store and in-store pickup.

Reduce shipping costs by making use of local inventories. Understand where and when each delivery option and its linked systems (inventory, warehouse, transportation management systems) will be the most cost-effective using data and data analytics. Then, in order to provide lower shipping costs – or no price at all – in competitive time frames, build your on-demand delivery processes and resources (inventory, drivers, fleets, and other teams) and systems accordingly.

How can MIMO help?

Effective fleet management and last-mile delivery optimization will help you make fast hyperlocal deliveries, whether you are an e-commerce vendor or a local delivery service. So, are you ready to use last-mile delivery tools to boost the quality of your on-demand delivery services? MIMO can help your business come online with the best hyperlocal delivery services in the region.  

 

Successful management of the transportation distribution process is becoming increasingly important nowadays. MIMO Technologies offers a tech-enabled platform to easily transport goods and products and achieve a high degree of precision in e-commerce and hyper-local delivery. 

 

Our field officers are qualified to complete deadline-oriented work and deliver it to your customer in India’s most remote locations within pre-determined timelines. More than 14000 field officers serve in various rural and semi-urban areas.

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Story of Mohammad Uvaish

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Mohammad Uvaish belongs to a very small village of Fatehgarh, Bhopal. His family was into farming and along with his mother, he supported his father throughout. As he was the only son, his family saved some money from their farming business to provide him with a good education. But due to low family income, he had to quit schooling at an early age of 14, and hence could not even complete his high school. He resumed his family legacy of farming and continued with it.  

 Years passed, and once again from their savings, Uvaish’s father let him continue his studies. Uvaish left his village and somehow completed his graduation in BA. Besides that he also pursued a Diploma in Mechanical Engineering.  

 His education helped him in getting a job in Internet Broadband Connections agency. The earnings from there weren’t much and he was unable to spend on his living properly. With those little earnings he had to sustain his family and himself. The situation was not pleasant for him as his expenditure was more compared to his earnings , and the fact that he has to run a family too , made the situation even worse. He was living with a hope that someday he might get an opportunity to earn well for his family. 

 The golden time came for Uvaish when someone from the MIMO team contacted him, who got to know about him from the agency where he worked earlier. It was that golden opportunity for Uvaish which was about to change his life. The MIMO executive explained to him about MIMO, its services and how MIMO is the right platform for him that can bring multiple opportunities to earn extra income. Uvaish did not waste any time and grabbed this opportunity by joining MIMO as a Field Officer. He was excited about this new opportunity and it paid him off well.  

 He started doing tasks sincerely given by MIMO in the pin codes he chose to serve. He started earning Rs 1500 to 2000 initially and in a few months he doubled it with his hard work and dedication,  now he is earning around Rs 15,000 per month and is continuously working towards increasing it further. He even helped many of his friends by recommending them to join MIMO, and today they all are actively working as Field Officers with MIMO. By the end of the year 2019, he expanded his coverage areas and created his own Field Officers network and became a MIMO Franchisee. He also recalls his old job where there was no job security and long working hours on a daily basis and now in MIMO he is able to earn a good income by just investing 4 to 5 hours every day. 

 He flourished and expanded to many locations near Bhopal to reach maximum pin codes to serve.

“MIMO has been a game-changer for me, it didn’t only provide an extra source of income but also helped me enhance my communication skills, leadership skills and management skills. It really grooms you and makes you a better personality indeed” says Uvaish. With MIMO’s flexible working hours he gets to spend plenty of time with his family and at times even helps his father in farming. 

 This journey of Uvaish is a motivation for all those who are looking for an opportunity to earn that extra income to improve their lifestyle. Life being a constant learning. This is clearly the case with Uvaish – his thirst for learning has brought him places. 

 

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story of Janardhan Daud

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Janardhan belongs to a very small village in Aurangabad,Maharashtra. At the age of 10 he started helping his father and brother in farming and grew as a farmer. In five acre of land they use to cultivate Cotton(Kapas). They used to do farming for nine months during the year. His village was regularly suffering from drought hence the young man decided to move out of the village and go to Pune in search of better life and earning opportunities. 

After his initial struggle in Pune he finally managed to get a job to take care of his basic needs and after working there for a few years one of his friends introduced him to an extra earning opportunity with MIMO. Janardhan started working in his free time with Mimo along with his full time job and started earning Rs 3000 monthly along with his full time work. 

Well this was just the start of the good time for him and his family. Dedication and determination demonstrated by him was commendable and he started getting more work from MIMO. One day, unfortunately, the company he was working for, was closed down because of the recession and he made the biggest move in his life and started working with MIMO full time. All this happened in just Eight months time wherein he was increasing his income every month with MIMO  and slowly he increased his income to 20 K, in the meantime MIMO was training and supporting him continuously to grow and learn new skills like Customer Handling, People management skills, Planning, Usage of technology and many more. Looking at his quality of work and dedication MIMO started giving him even more work, Soon he realised that this was getting out of his individual capacity and then Janardhan took the next big step of his life, to build his own team of field officers. Today, he is a franchisee with MIMO and has a team of Fifty field officers who work directly under him.  

 Janardhan has studied till 10th standard but with the help of MIMO he was able to find the required direction and speed to grow in his career. For a young boy who left his home without completing his studies,  could not get bigger and was definitely ‘Dream Come True’. Now he has spent almost 1.5 years working with MIMO and his earning which was just 3k when he started was now touching 45 K recorded as highest. He actually earns higher than 45K, but as he doesn’t penailises his field officers for not completing the work on time , he takes that penalty on himself.  

 Janardhan today is very proud of his achievements and when asked about how he feels about the journey with MIMO, he answered with twinkling eyes “ I want to thank the company for giving me the life I always wanted” Janardhan said as he is now able to take care of his family. Not only is he able to fund his father to use modernization in farming , he is also supporting his brother in pursuing higher studies. As we asked about the challenges faced with MIMO, he replied with confidence  “Shuru mein kaam nai milta tha kafi patience rakhna pada, jab bhi kaam milta tha use achhe se kiya, bas fir dhire dhire kaam  zyada milne laga”.  

 He ended up saying “thanks to MIMO for giving me so much in life in such a short span of time”, he also mentions about the unique work model offered by MIMO, wherein he is now not only able to support his family financially but can also give them more quality time, he also can earn as much as he wants as there is no capping from MIMO, he praises MIMO’s work culture where he works independently and does not have to report to anyone and can take complete ownership of the work. This story of Janardhan is an inspiration to every young indian who is looking for some extra income opportunity and MIMO has taken the ownership to provide that extra income by generating part time employment, not only in urban areas but also in rural parts of india. 

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Background Verification in the Banking Industry: Why is it needed and how it’s done

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Background Verification in the Banking Industry: Why is it needed and how it’s done

Because banking occupations require access to financial and sensitive personal information, background verification in the banking industry is rigorous. The banking business in India has been steadily expanding over the last several years.  Rising rural penetration, strict regulatory control, rising disposable incomes, and the spread of internet and mobile banking services are all contributing factors. 

The value of public sector bank assets climbed from USD 1.52 trillion in FY17 to USD 1.56 trillion in FY18, according to an IBEF analysis. Because of India’s liberal regulatory regulations, the insurance market is predicted to reach USD 280 billion by 2020. When it comes to NBFCs (Non-Banking Financial Companies), their lending capacity have increased by as much as 18 percent in the previous five years. The causes for this include leaner cost structures, improved risk management skills, and improved product lines, among others. 

 

However, not everything in our country’s financial industry is perfect. The banking industry is synonymous with cases of identity theft, accounting fraud, asset appropriation, and money laundering. What may surprise you is that insiders are responsible for 50% of all frauds! 

Table of Contents

In 2018, the sector’s disparity rate was 10.13 percent. In other words, the BFSI sector has the greatest rate of persons misrepresenting their qualifications or lying on resumes. 

That is why background verification is vital.

While background verification is becoming common in most industries, banks and financial institutions use them at all levels of their workforce. 

 

Pre-employment background checks are essential in the banking business, where employees manage sensitive financial and personal data on clients, stakeholders, and insurers. Customers’ bank records, passwords required for cash transfers, and business protocol are among the sensitive data. The importance of an ethical workforce in the BFSI sector cannot be overstated. 

 

Naturally, efforts should be made to safeguard the financial facility’s security and repute. Preventative measures, such as personnel background verification, can help to address the trust deficit in this business. 

The Reason:

To guarantee that consumer information is kept safe

A banking facility has access to cash, accounts, and a variety of sensitive papers. They must guarantee that consumer information is kept safeguarded in a world when cyber intrusions and data breaches are common. 

They may double-check the potential recruits’ work history, how compliant they are with banking sector rules, and if they have done the task, they claim to have done by doing a background check. Banking institutions need assurance; otherwise, their reputations and clients are at risk of being defrauded. 

To adhere to the industry's best practices when it comes to money transfer permits

The requirements for acquiring a money transmitter license are stringent. If a financial institution goes through the time-consuming process of obtaining money transfer permits, new employees must be thoroughly scrutinized. 

Failure to do so may result in legal action against the business facility, as well as the loss of their money transfer license. It is simple to guarantee that the candidate has the requisite professional license and clean work history by doing relevant background checks.

To provide an exceptional client experience

Customers place a high value on banking services to meet their financial demands. That’s why it’s critical to recruit people that are naturally smart, pleasant, and problem-solvers. A thorough employee background verification can assist in determining whether a candidate will fulfill not just the company’s but also the customers’ expectations.

How to Do It

The purpose of bank background checks is to ensure that candidates are being truthful about their previous job, educational qualifications, and professional credentials. Some banks examine a customer’s credit history to learn more about their spending habits and tendencies. 

 

The banks must adhere to the Fair Credit Reporting Act (FCRA) and the Equal Employment Opportunity Commission’s requirements at all times (EEOC). Banks in the United States are required to conduct criminal background checks in accordance with Section 19. Before performing a background check for the banking business, the employer (banking or financial institute) must provide the applicant with a disclosure document detailing the consumer report that the employer would get in order to hire them. 

 

The applicant must sign a document acknowledging their permission to a pre-employment background check. 

The majority of firms in the BFSI sector have a background verification policy. It outlines the actions, processes, and deliverables that the applicant will face. 

Conclusion

In banking, where organizations rely on safe and responsible procedures to prosper, hiring trustworthy and competent personnel is critical. Regardless of whether the information gathered from the verification is favorable or negative, the bank should treat the candidate’s data with care and responsibility as an employer. This information has the potential to affect a wide range of individuals, including the candidate’s professional life and the reputation of the company. This component in the talent management process necessitates careful consideration at all stages of the lifecycle. 

Fortunately, technological solutions are always improving to make this process easier, more dependable, and less prone to mistakes.

How can MIMO help?

By partnering with a third-party background screening company, you will be able to receive all the information you need quickly. Working with a reputable background check firm will save you time and money while also ensuring that you remain compliant in the customer screening process. 

 

The simple truth is that recruiting the best personnel is a rigorous competition, and you must be at the top of your game to attract and keep the best. Making the right hiring decisions will have a significant influence on your business, resulting in higher productivity and decreased turnover. MIMO offers all-inclusive background verification services with a focus on protection to provide you with the most reliable and up-to-date details. 

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