3–7 days
Typical BGV turnaround time
10–15 days
Extended timeline if a past employer is slow to respond
5
Core check categories: ID, education, employment, address, criminal record
Post-offer
Most Indian IT companies run BGV after offer acceptance, before or shortly after joining
What BGV Actually Checks
| Check | What's Verified | How |
|---|---|---|
| Identity | Aadhaar, PAN, and other government ID details match your application | Direct database/document verification |
| Education | Degrees, diplomas, and certifications were genuinely earned | Direct confirmation with universities/colleges |
| Employment history | Past job titles, tenure dates, salary (sometimes), reason for leaving, rehire eligibility | Contacting HR/reporting manager at previous employers, UAN/EPFO records |
| Address | Current and permanent address proof | Document verification, sometimes physical verification |
| Criminal record | Court record checks in districts you've resided in | District court database searches |
How Employment Gaps Are Actually Treated
Gaps Are Not Automatically a Red Flag
A career break, layoff, or time off for health/family reasons does not fail BGV by itself. BGV firms flag gaps for the employer to ask about — they don't reject candidates for having a gap. What actually matters is that what you disclosed about the gap during interviews matches what BGV finds (i.e., no fabricated "I was working at X" claim to cover the gap). See our career break guide for how to discuss gaps honestly in interviews so there's no mismatch later.
What Actually Counts as a Red Flag
| Issue | Severity |
|---|---|
| Fabricated degree or certification that doesn't exist | Severe — typically results in offer rescission |
| A listed employer that doesn't exist, or forged payslips/offer letters | Severe — typically results in offer rescission |
| Inflated job title (e.g., "Associate" reported as "Manager") | Moderate — depends on company; often flagged for explanation, sometimes disqualifying |
| Stretched employment dates by a few months to cover a gap | Moderate-to-severe — even small date manipulation reads as integrity risk to employers |
| Undisclosed criminal record (especially if relevant to the role) | Severe, especially for finance/regulated-sector roles |
| Genuine unexplained employment gap, disclosed honestly | Not a red flag — routine follow-up question, not disqualifying |
Never Do This
Don't stretch your last employer's end date or fabricate a "freelance" role to hide a gap on your resume. BGV cross-checks dates against UAN/EPFO records and direct employer confirmation — even a 2–3 month discrepancy reads as a deliberate lie, not a rounding error, and is far more damaging than an honestly disclosed gap.
How to Make Your Own BGV Smooth
- Keep your resume dates exactly accurate — to the month, not "approximately"
- Update your UAN/EPFO employment history if you notice discrepancies from a previous employer's HR error — this is common and fixable before it becomes a flag
- Get your relieving and experience letters from every past employer before you need them — chasing these down after BGV starts costs you time
- If you had an unceremonious exit (e.g., a layoff or conflict), be straightforward with HR/BGV about the circumstances rather than letting them discover a "not eligible for rehire" flag without context
- Don't panic about a moderate delay — slow employer response (common with smaller companies or those that have shut down) is the most frequent cause of BGV taking longer, not a flag against you specifically
What Happens If BGV "Fails"
Outcomes vary by company and severity. Minor inconsistencies usually trigger a clarifying call from HR before any decision is made — this is routine, not a rejection signal. Serious discrepancies (fabricated credentials, non-existent employers) typically lead to offer rescission if caught pre-joining, or termination if discovered after joining. Most BGV vendors give candidates a chance to explain discrepancies before escalating — respond promptly and honestly if contacted.