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Time and again, DataFlow has proved to be the most preferred partner for verification solutions and processing applications of professionals to obtain professional licenses. Its alliance with more than 100,000 issuing authorities worldwide verifies the documents directly from the source, that is the authority who issued an education/employment certificate or professional license. The robust support system provided on its online platform allows the applicant to check their case status in real-time. The intuitive platform support the applicant to submit their application with ease and answer all queries related to it.

Checking the status of your Primary Source Verification (PSV) application with DataFlow is simple and easy.

• The design of the PSV domain is exceptional in terms of convenience and PSV processing. Every candidate gets a registration or DataFlow Case Reference Number on the successful submission of a PSV application. This reference number works as the ID of each profile.
• This case reference number or registration ID is sent to your registered email ID for communication while submitting your PSV application to the organisation/company. You will need this reference case ID throughout the process. This information is required and mandatory for checking the application status on our online page.
• Once you enter the information, the screen will display the case details and its progress. You can also seek DataFlow support if needed to get deeper insights into your application status.
• The associated components of your application will also be shown in a structured manner using simple English as the key language. It enables applicants of different origins to understand the status and communicate with the support team.

Get a copy of your PSV report

You will be intimated with the progress report after the completion of the application process. Revisit the same page and check the status to confirm its completion. You can easily seek a copy of the finished report from the same page. You can download this report if the licensing authority you are associated with allows it.

You will need the verification completion report to complete your application process with the authority. For some regulators and ministries, applicants will be required to submit the PSV report directly as part of their application process but for some authorities, the PSV report is obtained from DataFlow or linked to the authority’s portal. The period of completion varies for each regulator and also is dependent on the additional services that the applicant has availed to accelerate the application process. These additional services such as Express or Express Assist service put the application in fastrack mode, but are restricted to only a few regulators. Both Express and Express Assist services close the PSV application in 14 working days.

5 Reasons why you should choose a Verification Partner to screen your candidates:

1. Screening fraudulent professionals to protect your community

It becomes a matter of national security when a foreign professional wants to work in a country. All the documents are mandatory for the application process. There is a need to check employment, education credentials and personal profiles thoroughly to ensure the professionals have the skill and competency to serve the community in order to protect and safeguard people. Most companies and organizations are not adept at verifying profiles at the deepest level when it comes to screening applicants and finding the authentic ones to recruit. A verification partner simplifies the process. From education certificates to professional licenses to good standing certificates,   a reliable Primary Source Verification partner can meet the needs and empower the recruiting process.

2. Verification of employment details and experience

The primary concern of organisations is that a professional applying for a responsible position or practising his current position in a foreign company should be a genuine one. The most significant part of the screening is the verification of experience. A candidate can obtain false certificates from unauthorised bodies to secure his new position.  A company cannot risk its productivity and quality by hiring unchecked professional profiles. It can jeopardize the reputation of the organisation and also quality of services delivered. Hence, verifying the authenticity of experiences mentioned on a resume or application is a must.

3. Reliable verification channels

Another good reason to onboard a Primary Source Verification partner such as DataFlow, is to ensure the authenticity of the credentials is checked directly by the source who issues the documents. However, most screening agencies rely on traditional methods of screening and do not check the authenticity of the document from the Issuing Authority. DataFlow is a global Primary Source Verification partner who verifies the documents directly from the Issuing Authorities with its global network of 100K authorities, leveraging its various solutions such as TrueProfile, DigiFlow, Digital Footprint Verification etc., to its added advantage.

4. Assessing candidates behaviour pre-dispositions

Applicants will display professional information in their CVs. However, it is hard to understand whether the stereotypical thinking or prejudices a candidate is holding against religion, race, gender etc. Combining the verification of credentials with social media screening through solutions like Digital Footprint Verification of DataFlow, can reveal a lot about one’s personality and attitudes.

5. Deep verification leads to safety

Professional verification of the applications at the source level is ideal for screening unwanted profiles. The selection and recruitment process of a company becomes more refined and fruitful. Hence, hiring a verification partner for verification is the best bet for an organisation’s security and protecting communities.

Seeking a job in a foreign company can be challenging, especially if part of the process involves verifying your qualifications and experience to obtain a work permit or health license. This can be a stringent, time-consuming process that requires you to gather all of the correct resources and documents ahead of time so you can complete your verification application in the stipulated time. However, it doesn’t have to be difficult and following these seven easy steps makes it easy and time-efficient.

Most organisations prefer to verify the credentials of applicants via a third-party verification partner. The leading public authorities and ministries in the UAE, the Kingdom of Saudi Arabia, Bahrain, Qatar, Oman, Kuwait, Singapore, Malaysia, and many more from different regions have onboarded DataFlow as their verification partner to streamline the recruiting process and have included the requirement to verify credentials via DataFlow in their standard and mandatory requirements for granting professional practice licenses.

Here are seven easy steps to complete the verification of your credentials with DataFlow, associated with your application to the ministry/authority:

 

 

2- Choose the relevant authority

The next step is to select the relevant authority for which you want to apply for your license. Once selected, you can kickstart your journey with us by applying for your Primary Source Verification.  The Authorities listed on DataFlow’s trust the verification process facilitated by DataFlow and consider the PSV report issued valid for your application.

 

 

3- Check the guidelines of the authority for which you are applying

Once you enter the page of the selected authority, you will see a brief introduction to the authority and the verification process, which will help you to understand the process. There are applicant specific materials available to understand the processes, answer your queries and other useful resources. Once you have familiarised yourself with all the available information,, you can then proceed to the next step of the DataFlow verification process.

For specific information on the guidelines and protocols by individual authorities, please visit  their website.

 

4- Register and enter the application domain

Once you move to the application stage with DataFlow you will be directed to the applicant portal which will ask you to sign in using your username and password.

To obtain your username and password for new users, you will need to complete the registration by clicking ‘New user –  Register here’ (figure 1). An email with an activation link will be sent to your email to activate your account so you can log in with your newly created username and password.

It is important to remember that this step is client-specific, and not all clients require a new registration (to verify new documents). For example,  the DHA, DOH, and CCP portals do not require a new registration and users can log in with previous credentials (in the case of new document verification) and then initiate a new verification application. However, a number of clients, such as SCFHS, require a new registration.

Once you sign in, you will find specific tabs and sections to input information such as your name, date of birth, email ID, and other required fields.

 

5- Upload documents

Follow the protocols and submit your scanned copies and other documents as prompted in the application domain. Submit when you have completed your application and the mandatory, relevant information.

 

6- Case reference ID

After submitting your application, you will receive an official mail of DataFlow Group verification along with a case reference ID to check your application status.

 

 

 

Countries and cities across the globe provide economic opportunities that attract professionals to migrate. While the countries are ready to capitalize on the talent and skills that foregin workers bring, they also ensure they bring the right talent that complies with the guidelines the government bodies have set for the applicants. Therefore, seeking work opportunities in a new country does bring in a need to obtain a comprehensive understanding of the processes and requirements around work permits, visas, professional license, etc. Each country has a regulatory body or ministry that regulates the entry of foreign nationals for practicing their profession. It is imperative to be updated on the guidelines outlined by the regulatory bodies and ministries and above all the critical documents needed for a successful application.

As a global leader and industry pioneer in Primary Source Verification, DataFlow works with numerous government and regulatory bodies across the globe and one of these is the  Ministry of Manpower – Singapore. We provide the Ministry of Manpower’s APPLICANTS, highly reliable and accurate verification of credentials for obtaining the “WORK PASS” – a preferred requirement. Our Verification procedures are aligned with the Ministry of Manpower – Singapore requirements. So, if you are seeking a Singapore “Work Pass” or renewal of an existing “Work Pass” for your employees or yourself, there are ….

5 things that you need to know

 WHO needs to verify Education documents/credentials?

The first step that you need to understand is who needs your credentials or documents? The education documents and certificates needed by the Ministry of Manpower – Singapore who shares the list of requirements and criteria including the education certificates that could be required to be verified. While we have outlined the requirements for you, please do check at the MOM portal for the latest updates.

Qualifications (Origin country)	Additional Documents needed
India	Transcripts or mark sheets for all semesters, indicating the college attended
China	Verification proof for diploma and above qualifications from one of these sources. Diploma: Online Verification Report of Higher Education Qualification Certificate from China Higher Education Student Information and Career Center (CHSI) Degree and above: China Academic Degrees & Graduate Education Information (CDGDC) Diploma and above: Global verification agency, e.g. Dataflow or Risk Management Intelligence (RMI).
Institutions not listed in the application form	Verification proof for a diploma and above qualifications from a global verification agency, e.g. DataFlow or RMI.

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 WHAT is required to be verified? 

You need to verify Education certificates which could be the degree or diploma or any other education certificate. The verification proof confirms that the qualifications are genuine and were awarded by accredited institutions. There are a few things you need to remember:

• Notarized documents: Always remember, documents notarized by a notary public are not accepted as verified documents – it does not establish the accreditation of the institution and course, nor does it establish the authenticity of the document

• Translation of documents: Our experience verification specialists and multilingual capabilities allows us to verify the documents in their original language. As the documents are being checked by your institution, they do not need a translated copy of the document

• Original documents: For us to initiate the process, we only need you to upload a clear scanned copy of the document

• Letter of Authorization: A letter of Authorization is a mandatory requirement that we need from the applicant to start the process, so never skip this one!

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 WHY is Verification required?

When a country is bringing in foreign talent they need to ensure they bring in genuine and authentic professionals who integrate with their culture and system and are in line with the government guidelines. Verified education credentials provide the Ministry the understanding that the institution and the course undertaken by your employee/individual applicant is accredited and the credentials are genuine. This assures the government body that they are hiring high-quality talent and giving them access to the best opportunities.

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 HOW is it done?

As a global leader in Primary Source Verification we verify the documents  from the issuing source. Each authority and document is different, so we reach out to the authorized representative of the institution and ask them to verify the authenticity of the document presented. While we seek verification from the institution we also check the accreditation of the institution and course. Also,

• Our experience of over 14 years and having conducted verifications across 200 countries and territories enable us to verify credentials from anywhere in the world

• Worldwide network of more than 100,000 Issuing Authorities

• Our Verification procedures are aligned with the Ministry of Manpower – Singapore requirements

• We check the accreditation of the institution prior to the verification process

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 HOW long does it take?

While there is an increasing trend towards electronic verifications and digitally hosting the information with our trusted partners, there would be documents and credentials which are not maintained electronically. However, with our robust and rigorous processes and experience of verifying over 2.6 million documents verifications are completed on an average of 30 working days. We also offer some Express services that speed up the process of verification by offering you a step by step assistant, which you could select at the time of payment.

We are hoping the above information will help you get started with putting together all that you need to apply to the Ministry of Manpower for your “WORK PASS”.

As we get more globally connected, leveraging the best of available talent globally, we are presented with a challenge, that is – how to establish the authenticity of the credentials presented by the prospective candidates. There are various reasons that highlight the need for verification more than document alteration with technology, stricter governance from the regulators etc.

There are a plethora of methodologies commonly used to validate the credentials such as visual comparison, personal reference, online research, Primary Source verification. Out of all, Primary Source Verification (PSV) methodology is the most comprehensive and evolved method.

Primary Source Verification

Primary source verification or verifying of the credentials from the source is the most evolved methodology to determine the authenticity of the document and the information contained in the document.The principles are simple and there exist variations in the way they are implemented

 Variations 

While keeping the principles similar there can be variations in the way the actual verification process is performed. Some of the know variations in the processes include:

• Digital Verification – The Issuing Authority could digitize their records and make them available in a form in which verification can be sought electronically.
• Issuing Authority direct response – The Issuing Authority could be asked to send the certified copies directly to decision makers thereby ensuring verification from the source.
• Reach the Issuing Authority – Decision makers could reach out to the authorized individual at the Issuing Authority to review the submitted documents and sign off on the authenticity of the documents

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 Benefits 

• Comprehensive – Through the process of reaching out to the Issuing Authority for checking the authenticity of the document, this is the most comprehensive verification methodology.
• Secure – With closing out the participation of the certificate owner as part of the process, the process significantly reduces the potential of the certificate owner to influence the outcome of the process.
• Site Visits – Instances in which an Issuing Authority has been unresponsive, a site visit may be required to verify an applicant’s credentials. Site visits can sometimes be eye opening and bring out significantly important aspects which may not have been available without a site visit.

DataFlow, as a pioneer in PSV, with its cutting edge technology, access to more than 100K issuing authorities across the globe and qualified research analysts and partners with major regulators, supporting their licensing and recruiting process. With our rigorous verification  methodologies, we attain the confirmation on the authenticity of credentials from the issuing source directly, ensuring that applicants are genuine and qualified, which streamlines and empowers the screening process of professionals from various industries, thereby building confidence in making sound decisions by regulators, corporates and authorities.

To gain deeper insights on the various prevalent methods of verification and their pros and cons, share a few details to download the full read

Scarcity of qualified candidates

Arguably the most urgent of concerns in the healthcare industry today is the scarcity of qualified applicants. Due to an ageing population of healthcare professionals that are more frequently opting for early retirement, competition is fierce to recruit new graduates.

While the advances of modern technology and medicine have given us the positive that people are now able to live healthier and longer lives than ever before it also means the demand for healthcare is increasing. a

Estimates of the shortfall in healthcare professionals varies according to the source. The UK as an example is typically estimated to have between 40-60K nursing vacancies for a population of circa 66 million. 80% of the world’s nurses work in countries holding half of the world’s population.

Competition to recruit healthcare professionals from overseas will become more fierce going forward and many countries are putting measures in place in an attempt to attract more of their own population into the healthcare industry.

Time to Hire

For many applicants looking to find work in the healthcare sector overseas, the time to hire will be in excess of 9 months from the first point of contact to their start date. Each applicant will most likely have to go through a language, practical and theory test which alone will take months to attend and pass. If the applicant does not have pre verified credentials, they will need to submit their documents for verification to gain their health licence with the regulatory authority. Some countries will require tests to be taken in the destination country, adding a large cost and additional time to what is already a lengthy process.

Verifying an applicant’s credentials early in the recruitment process is one way to cut time from the registration with a regulatory authority as well as the pre-employment screening period. As the most time consuming checks that you would expect to be conducted as part of an applicant’s onboarding; verifying and maintaining your credentials can give applicants a competitive edge in the job market.

The onboarding process and helping applicants settle

For most hospitals it is recognised that diversity of workforce is a good thing. In major cities especially, the population has become more varied and as such it takes a diverse workforce to best provide care to these regions. Helping overseas applicants acclimatise to their new environment is a big part of the recruitment process and is vital to ensuring the applicant can begin to work effectively and feels comfortable to stay and work in their new home country.

The onboarding process is vital to the applicant’s development in their new role and employee engagement and training is a focus for employers. Recruitment agencies will not receive their fee if the applicant does not pass their probationary period and the healthcare facility will need to source a replacement so a lot of time and effort can go to waste if the onboarding of an applicant is not successful.

Recruiters and healthcare facilities partnered with the DataFlow group have cited examples ranging from helping applicants with opening bank accounts, providing initial room and board to helping applicants find social settings compatible with their culture. From an applicant’s perspective this first few months is a daunting period of time in their lives and a certain level of external help could make or break the experience and affect their morale and performance going forward.

Get in touch with us today to learn about how our advanced background screening solutions – Primary Source Verification – can speed up the process of hiring  and improve efficiency in healthcare recruitment!

The recruitment process is a vital part of any business, and ensuring you hire the best candidates for the job is essential. In addition, knowing how to identify fake candidates in recruitment will help protect your organization from potential fraud or other risks.

Unfortunately, fake candidates can sometimes slip through the cracks, posing as qualified applicants with impressive credentials. Hiring unqualified candidates can lead to adverse economic and operational consequences for organizations. For instance, poor job performance due to a lack of skills or low-quality education can lead to poor output quality, which is detrimental to business success. In addition, hiring employees with falsified backgrounds can put organizations at risk of legal and financial liabilities.

This blog explores how to identify fake candidates in recruitment, particularly when hiring candidates overseas or those with international qualifications. By understanding these methods, you can ensure that only qualified applicants make it into your company’s workforce.

What Recruiters Should Know About Fake Candidates

One major issue facing recruiters today is the rise of diploma mills, where unaccredited colleges and universities sell fake degrees. Unfortunately, these mills have become harder to detect after they started to form their accrediting bodies and exploit more lenient law enforcement in their home countries.

When recruiting international workers, there are many hurdles to overcome. Language barriers, different regulations, and the sheer volume of applicants can make it challenging to ensure that everything is legitimate. Governments traditionally used notarization and Apostilles – a special seal to certify that documents from migrant workers are legit. But here’s the thing: that system only guarantees that a record is a copy of the real thing. It doesn’t guarantee the authenticity or whether the person attended the school.

While notarization intends to add credibility and authenticity to documents, it’s essential to be aware that people can fake them. The DataFlow Group has discovered numerous counterfeit documents, including official-looking stamps, attestations, and endorsements. Organizations like the Hague Conference on Private International Law – the world organization for cross-border cooperation in civil and commercial matters, are concerned about the potential abuse of notarization. For example, an official certificate can be issued for a fake diploma and given an Apostille without anyone verifying the signature or content.

The rise of diploma mills, notarization, and apostille has created a volatile environment where candidates may falsify credentials to improve their job prospects at home or overseas. Organizations, employers, and societies worldwide are now at risk of falling victim to the consequences of document forgery.

How To Verify Candidates’ Credentials

Regarding identifying fake candidates during recruitment, two techniques stand out: conducting an employment background check and obtaining a Primary Source Verification (PSV) report. Both can help recruiters protect their organization from potential fraud or other risks during the recruitment process.

1. Employment background check

An employment background check thoroughly investigates an applicant’s previous work experience, criminal history, educational qualifications, and other relevant details.

Conducting an employment background check ensures the organization hires candidates with relevant professional experience, educational qualifications, and criminal records that are safe to work with. This process can also identify potential red flags during recruitment. For instance, it can uncover a history of poor job performance, unethical behavior, or a criminal record that would make the candidate unqualified for the position.

For an applicant with overseas qualifications, the background check should include verifying the authenticity of their degree or diploma from the international institution. Recruiters should engage an external third-party specialist to conduct the background check to ensure objectivity.

2. Primary Source Verification 

A DataFlow Primary Source Verification (PSV) is a type of background check that verifies the authenticity of an applicant’s educational and professional credentials. Specifically, it proves the legitimacy of a candidate’s overseas qualifications. This verification compares the candidate’s credentials against a global database to ensure that the capabilities are genuine, recognized, and accredited. This method is typically mandatory for professionals seeking employment in the UAE, Saudi Arabia, Oman, and other countries in the Middle East. The DataFlow report is extensive and includes different details such as university name, degree or diploma, dates of attendance and graduation, and grades, among other information. It validates each candidate’s qualifications and provides valuable insights to recruiters.

There are two techniques that can help recruiters in identifying fake candidates in recruitment. These techniques will also help mitigate the risks of hiring unqualified or potentially fraudulent candidates, and boost your bottom line. Recruiters who fail to check these credentials run the risk of hiring candidates who do not possess the required qualifications. To make things worse, they may also end up hiring someone who has falsified their credentials.

Moreover, these two methods can also help organizations improve their reputation and enhance their brand image. A reputable and established organization will have a workforce of highly skilled and qualified candidates with high ethical and moral standards. A robust recruitment process can help the organization attract the best talent available, which can be a significant competitive advantage.

Identify Candidates Overseas

It is crucial to be vigilant when hiring overseas or candidates with international qualifications. There are potential risks that come with it. For instance, many fraudulent candidates have overseas backgrounds. Additionally, their fraudulent practices can range from falsifying educational and professional qualifications to identity theft. In addition, these candidates can easily evade scrutiny by creating a convincing story about their experience and qualifications.

Furthermore, it is essential to consider the differences in culture and education systems when hiring overseas. Your country may not recognize a candidate’s international qualifications, and their skill and work experience may not be transferable effectively.

Conclusion

In conclusion, recruitment processes should include careful and diligent background checks. The use of employment background-checking services and PSV can help verify candidates’ qualifications, credentials, and professional experience. Conducting a PSV with DataFlow has multiple benefits. It verifies the legitimacy of a candidate’s overseas qualifications through a global database. Also, the database matches the authenticity of the candidate’s qualifications with internationally recognized academic institutions.

These techniques explain how to identify fake candidates in recruitment. They give recruiters confidence that their qualifications are genuine and that they can perform the job duties with the necessary skills and knowledge. It is always better to be safe than sorry in the hiring process. These measures can ensure you only hire the best candidates for the job.