The compliance detail, one topic at a time
GVS doesn't publish downloadable guides yet. Every card below links to a page that already covers the topic in full.
Where the detail already lives
What consent GVS collects, why, and how withdrawal works.
Trust Centre Candidate rights and disputesWhat a candidate can ask for, and the route to dispute a finding.
For candidates Choosing a check package by roleWhich checks apply to which kind of hire, and how packages are usually scoped.
All checks Customer due diligence for lendersHow an RCU screens, samples and verifies a loan file before sanction.
RCU services Dual employment and UANChecking whether a candidate already holds another job, using UAN history as evidence.
Moonlighting checkWhat the DPDP Act expects from you as an employer
A short summary for anyone running background checks on candidates in India.
Notice
Tell the candidate what you are checking and why, in plain language, before you start.
Purpose limitation
Use what you collect only for the hiring decision it was collected for. Do not repurpose a background check for something else later without asking again.
Consent before processing
Get the candidate's consent before a check begins, not after. Consent should name the checks being run, not sit as a blanket sign-off buried in an offer letter.
The right to withdraw
A candidate can withdraw consent at any point. When they do, processing stops, and they should be told it has stopped.
Grievance route
Have a real contact a candidate can write to if something about their data is wrong or unclear, and answer them within a reasonable time.
This is a general summary, not legal advice. Confirm your own obligations with counsel.
This page explains where to find GVS's own compliance detail. For how GVS handles consent and candidate data specifically, see the Trust Centre.
Want this walked through against your own checks?
Talk to sales about how these obligations apply to the package you are running.
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