GVS - Genuine Verification Services
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Reference check

A structured conversation with someone who actually worked with the candidate, on the record.

Documents received
Report ready

Live verification

Referee identity Confirmed
Referee employment Confirmed
Interview completed On record
Rehire response Captured
Case GVS-251624 of 4 complete
Reference detailsVerification active
Reference check, India
Sangeeta Jain

Referee vetted before the call
Six questions, same order

Referee
Reporting manager
Known since
Jun 2019
Employer
Doodle Logistics Pvt Ltd
Would rehire
Yes
Specimen record. No real candidate data.
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The six questions, asked every time

A reference check is the only part of a background file that is not a record lookup. It is a conversation, and its value rests on two things: that the referee is who they claim to be, and that every candidate is asked the same questions. GVS confirms the referee first, then works through a fixed set so answers can be compared across a shortlist instead of read as anecdotes.

Relationship

How the referee knows the candidate, and in what capacity they worked together.

Period known

How long, checked against the dates the candidate declared.

Role and responsibility

What the candidate actually did, described in the referee's words rather than the CV's.

Conduct

How the referee describes the candidate's conduct, and any disciplinary issue they raise.

Reason for leaving

The referee's account, set against the candidate's.

Would they rehire

Asked of every referee, every time. The answer people hesitate over is the answer.

Sources. A telephone interview with the named referee, held after that referee's own identity and employment have been confirmed. A referee we cannot place at the employer the candidate named is reported as unverified, not as a clean reference.

How it works

Four steps. The vetting step is the one most reference checks skip, and it is the one that makes the rest worth reading.

Referee details collected

The candidate supplies referees, with their employer, designation and contact details.

Referee vetted

We confirm the referee exists, works where the candidate says, and held a position senior enough to comment on the work.

Structured interview

The same six questions, in the same order, for every candidate. Answers recorded as given.

Report published

Answers in the referee's words, with their name and designation on the record.

Checks that run alongside it

Questions we get asked

How many referees do you need?
Two is the usual ask, from different employers or different managers. One reference is a data point. Two that agree is a pattern, and two that disagree is worth knowing about before you sign.
What if the referee will not speak to you?
The report says so, and names who declined. A referee who will not comment is information. We do not substitute a friendlier contact the candidate offers instead.
Is the conversation recorded?
The answers are recorded in the referee's own words against each question, with the referee's name and designation on the report. The referee is told what the conversation is for before it begins.
How is this different from employment verification?
Employment verification confirms facts an employer can put in writing: dates, title, exit status. A reference check asks a person who worked with the candidate what they were like to work with. Run both. Neither answers the other's question.
Can the candidate see what the referee said?
Candidates have access rights over their own data under the DPDP Act. How to exercise them is set out on the candidate page and in the Trust Centre.
Do you vet the referee first?
Always. We confirm the referee exists, works where the candidate says, and held a role senior enough to comment. A referee we cannot place at that employer is reported as unverified, not as a clean reference.

Verify your next hire

Send us a pilot batch and judge us on the first report.

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