Employment verification should remain an essential part of each firm’s background screening procedure because, even in job seeker’s economies, applicants continue to be lying on the resumes. A survey of 2014 by CareerBuilder shows nearly 60% of employers have managed to catch a lie on an applicant’s resume.

Additionally to imprecision on the application or resume, verifying the applicant’s previous employment may explain gaps in the work history and unfavourable behaviour that may have influenced their work. Finally, on an assertive note, a background check for employment can also ensure things the applicant has told about their respective work history, including their individual experience and the reasons behind leaving the previous job.

Know Who You’re Hiring

Not being aware of who you are hiring and the skill set and experience possessed by the candidate could end in not just the bad hire also, it’d result in the firm being held accountable for a careless hiring lawsuit. Therefore, employment verification is indeed an essential step in a pre-employment screening procedure that’ll ensure you’re making the most reliable & qualified hire for the company. With that said, let’s take a look at the four simple steps which can be used for Employment Verification.

The Steps-

1. First thing first, obtain permission from the applicant to contact the previous employer. Gathering a minimum of 5 yrs of work history info is standard today; however, if the applicant is currently hired with a firm you would like to reach, you do not wish to unintentionally expose their prevailing work circumstance if that’s a solicitude for them.
2. Up next, reach out to the job applicant’s previous employer. The phone is a pretty common mode to contact. If there’s another alternative available to you and you’re unable to promptly connect with a previous employer, you may even consider trying the other method.

Beware of phone no. that does not match the firm’s published contact info. While it’s not perpetually the case, likely the applicant could be using the “set up” family or friend member to give the professional reference.

1. Next, you will like to ask a few version of the below-mentioned questions:

• The start and the end dates of the employment
• The beginning and the end job title (or titles)
• The performed duties
• Compensation info
• Reasons for leaving
• The Eligibility for rehire

Identify consistency is key, as one must comply with the FCRA, i.e., Fair Credit Reporting Act. If one uses a background screening firm, they even need to make sure they’re compliant and consistent.

1. Finally, numerous firms have the regulated form for this procedure; however, whether or not that’s the case, ensure to record the employment verification process was performed in some way and then file it with the applicant’s application info. 

Though undoubtedly crucial, the process of employment verification may take time. So, it would help if you were smart and simultaneously quick to ensure that you get done with the process in time without getting late. So yeah, there you have it. Hopefully, this guide will assist you in conducting an Employment verification smoothly. To know further, look over the web.