Background verification and pre-employment screening
Confirm that a candidate is who they say they are, worked where they say they did and holds the qualifications they claim, before you hire.
Manpower and HR
Background verification from Colombo
A CV is a claim, not a record. Most applicants are honest, but inflated job titles, invented qualifications and hidden dismissals do turn up, and discovering them after someone has joined is costly and awkward for everyone. Our background verification service checks the facts that matter for the role before you make an offer, with the candidate's written consent at every step.
How we work
We confirm identity against the National Identity Card, verify employment dates and job titles with previous employers, check degrees and professional qualifications with the institutions that issued them, take structured references and confirm the current address. For roles that handle money or sensitive data, we add checks agreed with you, such as a CRIB credit report that the candidate obtains and shares.
Good to know
Every check follows the same written method and every finding is backed by a record of who confirmed it, when and how. We contact employers and universities through details we find independently, not only those the candidate supplies, which makes it much harder for friends to pose as referees. Discrepancies are reported as facts, not judgements, so you can ask the candidate to explain before you decide.
What is included
Identity check
Name, date of birth and NIC number matched across the candidate's documents and application, with any mismatch flagged.
Employment history
Dates, job titles and, where the employer will share them, reason for leaving and rehire eligibility, confirmed with each previous employer's HR team.
Education and qualifications
Degrees, diplomas and professional memberships confirmed with the university, institute or professional body that issued them.
Reference interviews
Structured phone interviews with referees, asking the same questions about performance, reliability and conduct for every candidate.
Address verification
Current and permanent addresses confirmed through documents such as a Grama Niladhari certificate or a recent utility bill.
Role-specific checks
Extra checks for finance, cash-handling or data-sensitive roles, agreed with you in advance, such as a CRIB credit report.
How we set it up
Choose the checks
We agree a check package for each role level, so every candidate for the same job is screened the same way.
Collect consent
The candidate signs a consent form and sends documents and referee details to us securely.
Verify at source
We contact employers, institutions and referees directly and record who confirmed each fact, when and how.
Report and close
You receive a report with a status for each check, and records are kept or deleted on the schedule we agree.
Why Elevracorp for background checks
- 01
Hire on facts
Offers rest on confirmed employment and qualifications, not on how convincing a CV or an interview was.
- 02
Safer trusted roles
People who handle cash, customer data or confidential files are checked before they are given access.
- 03
Fair to candidates
Written consent, the same method for everyone and a chance to explain discrepancies keep the process fair and defensible.
- 04
Clear results
Each check is marked verified, unable to verify or discrepancy, with the evidence behind it.
Related services
Permanent staffing
Permanent hires sourced, screened and tested, from call centre agents to accounts staff.
HR outsourcing
HR administration, records, letters, leave and an employee help desk in three languages.
Contract staffing
Staff employed by us and working for you, for projects, seasonal peaks and fixed terms.
Questions about background checks
Not covered here? Ask the Colombo team.
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What checks are included in your background verification service?
Our standard background verification covers identity, employment history, education and professional qualifications, references and address. For roles that handle money, customer data or confidential information, we can add checks agreed with you, such as a CRIB credit report that the candidate obtains. You choose the package for each role, so junior and senior hires can be screened differently.
Does background verification need the candidate's consent?
Yes, always. Before any check starts, the candidate signs a consent form that explains what will be checked and why, and previous employers and universities are far more willing to answer when they see it. Sri Lanka's Personal Data Protection Act No. 9 of 2022 sets duties for handling personal data, with its core duties applying from 1 January 2027, and our consent and retention steps are designed with them in mind.
How long does background verification take?
Most of the time goes on waiting for previous employers, universities and referees to reply, so timing depends on how quickly they respond. Identity and reference checks usually finish first, while some institutions take longer to confirm qualifications. You see the status of each check as it moves, so you can plan a start date or make a conditional offer.
Can you run background verification on existing employees?
Yes. Some employers rescreen staff before a promotion into a finance or management role, or check a team whose records were never verified when they joined. The same rules apply as for new hires: the employee is told what will be checked, gives written consent and can explain any discrepancy before you act on the report.
Get a quote for background checks
Tell us the roles, how many people and when you need them.
What happens next
- We replywith a few questions about the work.
- A short callto agree scope, volumes and timings.
- A written planwith timeline and price.
Thank you. Your quote request is with our team.
- We reply with a few questions about the work.
- A short call to agree scope, volumes and timings.
- A written plan with timeline and price.
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