Ever hired someone who seemed perfect in the interview but turned out to be a completely different person on the job? Or maybe you’ve wondered why some companies suddenly want to verify your credentials even after you’ve been working there for months? You’re not alone in this confusion.
The Timing Puzzle: When to Check?
In Indonesia’s job market, background checking isn’t always straightforward. Let’s look at when these checks typically happen and why timing matters more than you might think.
Pre-employment Checks: Looking Before You Leap
Pre employment checks happen before you sign that contract. Think of them as the company’s way of making sure you’re really who your CV says you are.
What typically gets checked before hiring:
- Basic identity verification (your KTP matches who you say you are)
- SKCK for criminal record screening
- Education certificates (yes, they call your university!)
- Previous employment (those reference calls actually happen)
Why do companies do this early?
- To avoid the headache of firing someone later
- To protect themselves from potential liability issues
- To make sure they’re getting what they’re paying for
In real life, this might look like that nerve-wracking week between your final interview and the job offer, when the HR team is busy calling your old bosses and checking your documents.
Post-Employment Checks: The Ongoing Verification
Post-employment checks happen after you’ve already started working. Surprised? Many people are! But this practice is growing in Indonesia, especially in larger companies.
What gets checked after hiring:
- Periodic SKCK renewals (common in security, banking, or childcare jobs)
- Professional license verifications
- Credit checks (especially in financial positions)
- Social media monitoring (more common than most realize)
Here’s the fix for employers worried about when to conduct these checks: Don’t think of background screening as a one-time event but as an ongoing safety measure.
Why Some Companies Wait Until After Hiring
Let’s be honest – not all Indonesian companies have the resources or time to do thorough checks before hiring. This is especially true for:
- Small businesses need to fill positions quickly
- Startups are growing faster than their HR processes
- Companies in remote areas where verification is challenging
The Real Risks of Checking Too Late
Waiting until after someone is hired to verify their background comes with serious risks:
Legal complications: Terminating someone after discovering false information can be much harder than simply not hiring them in the first place. Indonesian labor laws often favor employees in dismissal cases.
Wasted resources: You’ve already invested in training and onboarding someone who might not be qualified.
Reputation damage: Imagine discovering your new finance manager has a fraud history—after they’ve already met with your top clients!
Team morale issues: Nothing disrupts a workplace like hiring and then quickly firing a new team member.
When You Should Definitely Do Both
Some situations call for both pre-employment AND ongoing checks:
Positions with access to sensitive information: Financial data, customer records, or company secrets need additional protection through regular verification.
Roles working with vulnerable people: Teachers, healthcare workers, or caregivers should undergo periodic screening to ensure continued safety.
High-security industries: Banking, defense contractors, and government-related work typically require both initial and ongoing verification.
Making It Work in the Indonesian Context
In Indonesia’s business landscape, here’s how to make this dual approach practical:
Be transparent from the start: Tell candidates during the interview that verification happens both before and periodically after hiring. Most honest candidates won’t mind.
Keep it relevant: A sales position might need different checks than an accounting role. Focus on what actually matters for the job.
Consider cultural factors: In some parts of Indonesia, asking for too many personal documents can seem intrusive. Explain why you need each information.
Budget accordingly: Background checks cost money. Plan both pre-employment screening and periodic rechecks in your HR budget.
Finding the Right Balance
The ideal approach combines both timing strategies:
Before hiring, verify the essentials—identity, critical qualifications, and basic background checks.
During probation, complete more extensive verification while assessing actual job performance.
Periodically, after confirmation, Schedule regular rechecks for sensitive positions, timed appropriately for your industry.
A Jakarta tech company I spoke with uses this “layered verification” approach. Their HR manager explained: “We check ID and education before hiring, conduct deeper verification during the three-month probation, then do annual updates for certain roles. It’s not about trust issues—it’s about protection for everyone.”
What This Means for You
If you’re an employer: Think of background checks as an ongoing safety net, not just a hiring hurdle. Budget for initial and periodic verification.
If you’re an employee: Understand that post-employment checks are becoming more common and aren’t necessarily a sign your employer doubts you. Keep your records updated and be prepared for periodic verification requests.
The Bottom Line
In Indonesia’s evolving workplace, the question isn’t really whether to do pre-employment OR post-employment checks—it’s how to implement BOTH effectively.
The safest approach combines thorough initial screening with strategic ongoing verification. This balanced approach helps build workplaces where trust is based on verification rather than just hope.
After all, as we say in Indonesia, “Trust is good, but checking is better.” With the right approach to timing your background checks, you can create a safer workplace without creating a culture of suspicion.
