When you apply for a job, your employer will probably conduct an employment history verification. The goal is to verify that the information on your resume or job application is accurate. Part of this process includes talking to any references you have included.
Taking the time to verify a job candidate’s employment history is a key aspect of the job hiring process. It is how the employer can guarantee that the candidate has the job experience needed for the position they are applying for. Resume padding and including inaccurate work history are common.
The verification process includes the employer or HR team contacting each workplace listed on the applicant’s resume. The goal is to verify that the applicant was employed there. During the employment validation, they will also be interested in learning how long the employee was employed and the job titles they held during their employment.
The verification process can be long and time-consuming. This depends on how extensive the candidate’s work history was. Therefore, most employers partner with a knowledgeable company that has experience in performing background checks.
Background check companies take the information the employer was provided by the candidate and then perform a background check for past employers and verify their education. During the calls, the background check company will talk with someone in the HR department and verify important details about the candidate.
They will ask about the positions the candidate held, responsibilities they had, and their dates of employment. Depending on the parameters of the inquiry, employment verification services may also ask about why the employee left and if the company would rehire the individual if the situation arose.
Finally, a report is prepared based on the verification background check information provided. Reports will typically have a side-by-side comparison of the information provided by the candidate and what was learned directly from the employer. Discrepancies are easy to identify. Employers can use this information when deciding whether to hire someone.
Employment verification looks for inconsistencies in the information provided by the applicant and their actual work history. As with other types of background checks, there are laws that limit the information that can be used during the hiring process. However, employment verification typically reveals:
Background checks can take as little as two days and as much as 30 days. If a candidate fails their background check, the employer needs to follow the guidelines laid out by the EEOC and the FCRA.
Review your employment policy to make sure that you are adhering to the terms laid out in the policy and that you treat each candidate equally. You will need to send out a pre-adverse action notice, giving the candidate a chance to review and respond to any discrepancies found.
You should give the candidate between five to 10 business days to respond to any inquiries. After receiving a response, the employer needs to make a decision about the hire based on the guidelines laid out in the EEOC. Finally, an adverse action notice can be sent informing the individual of the reason for the rejection.
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