Identity checks
Confirming a candidate is exactly who they claim to be.
Identity checks confirm that a candidate's identity, address and right to work are genuine. VERIS validates documents against government databases and public records before you make a hiring decision.
Discuss your requirements- Document
- Address
- National ID (KTP / NRIC)
- Verified
- Residential address
- Confirmed
- Right to work
- Eligible
Confirming the person is who the CV says
Hiring someone who is not who they claim to be exposes your organisation to fraud, financial loss and compliance risk. Identity is the foundation every other check rests on: if the identity is wrong, the degree and employment checks are verifying someone else.
Our identity checks go beyond a document review. We verify authenticity across trusted sources, uncover inconsistencies and confirm that the personal details genuinely belong to the candidate. In Indonesia that includes checks against Dukcapil population records; in Singapore, against the documents and registers that apply to the candidate's status.
This matters most for roles you fill without meeting the candidate in person, where impersonation is easiest.
Sixteen years of screening, on the record
Source: VERIS screening case records, 2010–2026.
Three checks, one verified identity
Most clients run all three together. Each can also be added to any pre-employment screening package.
Identity verification
Official documents such as a national ID, passport or driving licence, validated against government databases and public records.
Address verification
Confirms the candidate's residential address to support identity validation and compliance.
Right-to-work check
Confirms the candidate is legally eligible to work in the country where the role is based.
Three steps from submission to sign-off
Identity submission
The candidate provides official identity documents for secure verification, with signed consent.
Multi-layer validation
Documents are validated against government databases and public records to confirm authenticity.
Final risk assessment
Our team reviews inconsistencies, red flags and mismatches before confirming the identity.
When clients bring us in
- HR and talent teams verifying every hire before onboarding
- Financial institutions and regulated roles that need strict identity control
- Roles with access to sensitive data, systems or assets
- Remote and hybrid hires you never meet in person
- Contractors and outsourced staff given system access
- Candidates with name variations across documents
What screening turns up
Falsified qualifications
Degrees and transcripts the issuing university could not confirm, or that did not match its records.
Degree-mill certificates
Qualifications from institutions with no legitimate academic standing, presented as genuine degrees.
Inflated or invented roles
Inconsistent dates, titles or responsibilities, and terminations the candidate did not disclose.
Lapsed licences shown as current
Licences that had expired, or were never valid, presented as current.
Finding types from VERIS screening case records, 2010–2026. Identity is the first check: everything else is verified against it.
Every finding is sourced and dated, and anything we could not verify is shown as unverified, never left out.
Results appear in VERISChecks as green, amber or red, with the source behind each check, so HR can decide quickly and defend the decision later. Every report passes internal quality control before release. VERIS reports facts; the hiring decision stays with you.
Often part of a bigger picture
Identity checks are the first of three areas in the VERIS screening framework, usually combined with credential and integrity checks.
What clients ask before engaging
What does an identity check include?
Identity verification, address verification and a right-to-work check, validated against official documents, government databases and public records.
How is this different from a credential or integrity check?
Identity checks confirm who a candidate is. Credential checks verify what they've done (education, employment, licences). Integrity checks screen for legal, financial and reputational risk. Most engagements combine all three, scoped to the role.
Is candidate consent required?
Always. Every VERIS screening engagement runs on the candidate's signed consent, in line with GDPR, the PDPA in Singapore and the PDP Law in Indonesia.
Can you verify identity for remote candidates?
Yes. Remote and hybrid hiring is where identity checks matter most, because you may never meet the candidate in person before they get access to your systems.
How long does an identity check take?
Usually a few working days, and it runs alongside the other checks in a screening package. Progress is visible in real time in VERISChecks.
Which countries do you cover?
Singapore and Indonesia directly, with checks across Southeast Asia and other jurisdictions where your candidates come from.
Ready to verify who you're hiring?
Tell us about the role and where your candidates are based, and we'll scope identity checks that run on the candidate's consent.
Discuss your requirements