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What Is Employment Verification? What You Need To Know
One of the nearly challenging and time-consuming tasks involved in vetting prospective employees is confirming details of each bidder'south chore history. Checking with every by employer of every candidate — especially when hiring senior managers with long work histories, or simply when adding many workers at once, tin can get a full-time task for HR staffers trying to residue many other duties.
Introduction
This article volition address best practices for conducting employment verification — what employers should and should not do to confirm job histories accurately, efficiently and legally. It also will bear upon reasons employers may wish to outsource employment verification to dedicated background cheque providers.
Why Are Employment History Groundwork Checks Important?
Employment history background checks can aid reveal if a task bidder has the skills needed for the position they're seeking. Confirming a candidate's employment history can corroborate (or disprove) claims of relevant experience and task responsibilities in industries that matter to the hiring company.
It's unpleasant to even remember about hiring someone who would fabricate or exaggerate their work history, merely the consequences of doing so go across concerns over individual character. Exposure of executives with phony resumes has damaged the reputations of major corporations and regime agencies and hiring an unqualified worker on the basis of simulated credentials at any level of an organization may create a threat of legal liability.
How Do Employers Verify Employment History?
Employment history verification involves contacting each workplace listed in a candidate'due south resume to confirm that the applicant was in fact employed there, to check what the applicant'southward job title(s) were during their work tenure, and the dates of the applicant'southward employment there.
Employment history verification is often a component of a more complete background bank check that may include identity verification, any record of criminal history, driving record checks, professional person license verification, and education history, among other screenings.
Professional background check providers are considered consumer reporting agencies (CRAs) under the federal Fair Credit Reporting Act (FCRA), and anytime an employer contracts with a CRA to practice background checks, including employment verifications, on a job applicant, FCRA requires the employer to formally notify the candidate beforehand and get their written consent. GoodHire helps employers maintain compliance past including the notification and consent steps into the secure digital portal information technology provides every screening candidate.
At GoodHire, each employment verification confirms one past employer listed on the bidder's resume. While the bidder may provide a telephone number for a previous employer, GoodHire conducts its own enquiry to identify a verified phone number. This helps reduce the unlikely, but not unheard-of, ploy of furnishing a friend'due south phone number in place of a past employer's. GoodHire phones the employer up to five times over v business organisation days to confirm the applicant's tenure and job championship.
While the process of employment verification is well within the abilities of most hiring managers and HR teams, the time and effort required for placing numerous calls and the need to be available for callbacks can make "DIY" employment verification a burden for hiring companies. Delegating the task to a dedicated background check provider such as GoodHire, with the resources needed to conduct thorough background checks quickly and efficiently, can save time and frustration and is frequently highly price-effective.
What Information Tin Previous Employers Share About A Candidate?
Federal laws don't limit what past employers can or cannot reveal most sometime employees, only most states take laws restricting the information employers can share, and to whom they tin can disclose it. In add-on, a growing number of states prohibit employers from asking most a prospective employee's salary history. If an employer is unfamiliar with those laws, its employment verification efforts could inadvertently violate the law.
And while non necessarily compelled to past law, many employers make it policy to restrict the type of information they volition disembalm, such as the past employees' chore titles, the get-go and end dates of their employment and, where permitted, their salaries.
Working with a background bank check provider that's a consumer reporting agency (CRA) is an option many hiring companies choose to avoid inadvertently running upward against state laws. CRAs such as GoodHire are versed in compliance with FCRA and the many state and local off-white hiring laws and tin can help you steer clear of compliance concerns.
EMPLOYMENT VERIFICATION VS REFERENCE Bank check
Employment verification differs from reference checking. Each employment verification ascertains that an bidder worked for one employer listed on their resume and verifies their job title(s) and dates of that employment. On the other hand, when conducting a reference check, a prospective employer or manager may attempt to learn additional data about the candidate from his or her previous employer, such as:
- Terms on which the person'due south employment ended
- Whether the by employer would consider re-hiring the person
- If the employee has job skills required for the open position
- Whether the private showed piece of work improvement in their job, earned promotions, or made other advancements during their tenure
- How much the applicant earned while employed there
Concern about potential libel litigation and the growing popularity of laws forbidding disclosure of past earnings have made many Hour professionals reluctant to provide references.
What Is the Best Way To Verify Candidates' Employment History?
Verifying employment history is an important pace in evaluating a job candidate. It can aid confirm the private's experience and level of previous job responsibility. Information technology too helps root out "resume padding" and other efforts to falsify work history — signs of poor character and potential pitfalls for an employer who hires an unqualified applicant.
The best approach to verifying candidates' employment histories is easy to state, but harder to execute efficiently:
- Check with every workplace listed on each applicant'south resume
- Utilize independently obtained phone numbers whenever possible
- Confirm if and when the candidate worked at that place and what job championship(s) they held
- Comply with the federal Fair Credit Reporting Deed, and applicable federal and state off-white hiring laws
Employment history verification takes a dedicated, focused effort that conflicts with the piece of work demands of many busy hiring managers and HR pros, and that'southward i reason so many of them rely on background bank check experts like GoodHire to practice the task thoroughly and efficiently.
GoodHire's background check platform is flexible and easy to utilise. Nosotros offering employment verifications, criminal background checks, and much more.
Disclaimer
The resource provided here are for educational purposes merely and practise not institute legal advice. We advise yous to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws.
Source: https://www.goodhire.com/screening/employment-verification/