1. BGV during Recruitment
If for senior level or specific positions BGV is to be made mandatory, it can be specified while creating the job opening. In such a scenario the offer cannot be submitted for approval till there is a BGV clearance for the candidate.
BGV request can be sent for a candidate to the BGV agency. The BGV agency can login to their portal in which they can see all the pending BGV requests, their expected TAT and can communicate with the Recruitment team through a form. They can update the results which can be viewed by the Recruitment team.
2. BGV during Onboarding
Background verification can be done when new employees are being added to HRMS or even for existing employees. There two types of processes.
1. BGV as Onboarding Activity done by HR: a task for completing BGV is created and shown pending with HR Manager. The HR Manager will have to get the inputs of BGV from outside the HRMS and update the results manually in the system.
2. BGV request can be sent for an employee to the BGV agency. The BGV agency can login to their portal in which they can see all the pending BGV requests, their expected TAT and can communicate with the Recruitment team through a form. They can update the results which can be viewed by the Recruitment team.