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What You Need to Know about Employment Verification

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employment verification

When you have a job to fill, you need to determine how to find someone with the right experience, skills, and knowledge to do the job. Unfortunately, resumes aren’t always going to be the best representation of someone’s past employment history. In order to make sure that a candidate truly does have the experience listed on the resume, one of the best things you can do is an employment verification.

Employment verification is the process of confirming someone’s past work history. When you do this, it ensures that a candidate has the experience necessary to perform the job. Verification can also reveal if there are gaps in employment, false employment claims, or the fabrication of job titles. This is an important step in the pre-employment screening process to make sure candidates are the right fit for the job and if they are trustworthy.

How Is Employment Verification Done?

You can do your part to ensure that you are hiring a qualified candidate if you do employment verification. In order to verify employment from an applicant, you need to contact each workplace listed on the resume to see if the applicant was actually employed there, how long he or she was employed, and the job title held. When you do this process on your own, there are quite a few steps. Some employers will let you know there is a third-party verification company to give you the information you want or won’t respond to your inquiry. Some employers want you to fax the request to them and once you do that then you need to wait for the response. The process can be time-consuming and expensive, especially if the candidate you are interested in has a long work history or had multiple jobs within a prior company. Waiting for callbacks or making several attempts at reaching a company makes the hiring process longer and harder than necessary. The process can be complicated further by the fact that some companies get acquired by other larger companies or don’t exist anymore. A more streamlined approach involves using a third-party company to do employment verification for you, as well as often doing a background check. When you partner with an experienced and knowledgeable company, you still get the information you need to make the right hiring decisions, but you don’t have to worry about all the time you are wasting on the process.

What Information Is Released for Employment Verification?

There aren’t any federal rules when it comes to restricting information that can be released, but states do have their own laws about what could be shared. Some examples of what can be included in employment verification include reasons for leaving, job performance, pay level, skills, qualifications and knowledge, length of employment, professional conduct, and disciplinary action. You need to make sure that you are only requesting information that you are authorized to use based on your state’s laws.

How Long Does the Process Take?

The length of the employment verification process will vary depending on who is doing the check. If you are using internal team members then it can vary on how many applications need screening, how many jobs, and how easy it is for you to get the information. It can sometimes take weeks to do, and you may not have this long before needing to fill the position. This is why it makes sense to work with a third-party company that can make the process go faster.

How Far Can a Check Go?

Employment verifications are neutral since information is not either negative or positive so there aren’t any restrictions on how far back you can verify employment, unlike a background check. Any job held at any time can be reviewed and reported.

Should You Do Employment Verification at Your Company?

Not every company is going to do this crucial step, but many companies do in fact complete this step during the pre-employment phase. Since a number of applicants do have false information on their resume, it is best practice to confirm this information. This can help protect your company from potential harm, such as money or time lost by having high employee turnover.

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