Employee Background Checks in Indonesia & Singapore

What a background check is

A background check confirms the person you are hiring is who they say they are

An employee background check verifies a candidate’s identity, education, employment history and professional licences, and looks for integrity concerns such as criminal records, litigation, sanctions or adverse media. It goes beyond the CV and the interview, and it happens before the offer is made.

VERIS has screened candidates for banks, insurers, corporates, NGOs, law firms, mining and technology companies since 2010, from offices in Singapore and Jakarta. Every check runs on the candidate’s written consent, in line with Singapore’s PDPA and Indonesia’s Personal Data Protection Law.

Scope follows the risk of the role, not a flat checklist: a junior hire needs a different depth of check than a finance director or someone with access to sensitive data.

Why it matters

Across VERIS screening cases since 2010, about 28% surfaced a discrepancy or concern. The most common: falsified qualifications, degree-mill certificates, inflated employment history and expired licences presented as current.

What we check

Four building blocks, combined for each role

Most background checks combine the first three; the packages bundle them by seniority and risk.

Identity

Identity verification

Confirms the candidate’s identity, address and right to work, validated against official documents, government databases and public records. See identity checks.

Credentials

Education & employment verification

Degrees confirmed directly with the institution, employment with HR or the last direct supervisor, and licences with the issuing body. See credential checks.

Integrity

Integrity checks

Criminal record, civil litigation, credit, bankruptcy, directorships, sanctions and watchlists, regulatory history, adverse media and conflicts of interest. See integrity checks.

Packages

Pre-employment screening

Standard, Enhanced and Executive packages, or a role-based scope built around your own policies. See pre-employment screening.

Background checks in Indonesia

Checked in-country, in-language, at the source

Degrees verified directly with Indonesian universities, with Ministry of Education records as a fallback where a campus cannot help.
Employment confirmed with HR or, where there is none, the candidate’s last direct supervisor.
Local-language research for integrity and adverse-media checks.
Consent collected in line with Indonesia’s Personal Data Protection Law (Law No. 27 of 2022).
Handled by the VERIS team in Jakarta.
Progress tracked in real time through VERISChecks.

More on hiring in Indonesia: Background screening in Indonesia.

Background checks in Singapore

PDPA-compliant screening for Singapore employers

Written candidate consent and a clear purpose for every check, handled in line with the PDPA.
Overseas qualifications of foreign candidates verified in the country where they were earned.
Integrity checks for regulated and senior roles in financial services and insurance.
Handled by the VERIS team in Singapore.

More on hiring in Singapore: Background screening in Singapore.

Industries we serve

Screening calibrated to your sector

Financial services: fraud prevention and compliance for banks and financial institutions.
Insurance: fast, accurate verification for insurers and their intermediaries.
ICT & technology: checks for people with access to systems and data.
Manufacturing & industrial: workforce reliability across factories and supply chains.
NGOs & development: safe hiring that protects vulnerable communities.
Professional services: consultancies, law firms and corporate service providers hiring securely.

How it works

From scope to signed-off report

Scope

We agree the checks with you, based on the role’s seniority, sensitivity and jurisdiction.

Consent

The candidate signs a consent form and supplies documents; nothing starts without it.

Verify at the source

We contact universities, employers, licensing bodies and registries directly, in-country and in-language.

Report

Findings pass internal quality control and are delivered through VERISChecks, with any limits stated plainly.

Related services

Part of the VERIS screening practice

Frequently asked questions

What clients ask before engaging

What does a background check include?+

A role-calibrated mix of identity verification, education and employment verification, licence checks and integrity checks such as criminal records, litigation, sanctions and adverse media.

Is candidate consent required for a background check?+

Yes. Every VERIS background check runs on the candidate’s signed consent, in line with Singapore’s PDPA and Indonesia’s Personal Data Protection Law.

How long does a background check take?+

Most cases complete within days to a few weeks, depending on the checks and the countries involved. You can follow progress in real time in VERISChecks.

Can you check candidates who studied or worked in another country?+

Yes. Checks are extended to the countries where each qualification or job was held, typically covering the last five to seven years, and reported country by country.

What do background checks usually find?+

In about 28% of VERIS screening cases since 2010 there was a discrepancy or concern, most often falsified or degree-mill qualifications and inflated employment history.

Do you run background checks outside Singapore and Indonesia?+

Yes. Singapore and Indonesia are covered directly, with coordinated cross-border checks across Southeast Asia using the same process and reporting standards.

Hire with the facts in front of you

Tell us about the role and the countries involved, and we’ll scope a consent-based background check that fits the risk.

Discuss your requirements

Background checks in Indonesia & Singapore

Verified people, before the offer letter.