Employment verification is a crucial part of hiring new employees. The reason behind this search is to ensure that everything the candidate is claiming on their resume or within the interview is true. Hiring someone with a falsified history can hurt the current team as well as the organization.
An employment verification search is especially important when hiring senior managers with exceedingly long work histories. It is also just as crucial to perform a verification check when hiring a large number of candidates at once. This type of mass hiring can create a backup for Human Resources. By outsourcing employment verification checks, you are freeing up HR’s time while ensuring the validity of your candidates.
Employment verification checks determine if a candidate has the history required for the position. This is also an important step because if you have a candidate lying on a job application, it could spell big problems going forward. While it is unsavory to consider hiring someone with a fabricated past, it could haunt the organization long after the hire is made, especially if it were to ever come out that the candidate lied on their resume. It can hurt the organization's reputation.
In order to complete an employment verification check, each workplace listed on the resume will be contacted to confirm previous employment. Job title, start and end dates, and job description will all be verified.
A complete background check may be added to the employment verification search to ensure identity, criminal history, driving record, professional license holdings, and education are all in line.
Anyone who performs a professional background check is considered a consumer reporting agency (CRA). Because of this, any time an employer is in touch with a CRA regarding a candidate, the candidate will be notified of the check by the employer to give written approval of the search.
CIAPI is able to perform employment verification searches on any new hires for your organization.
Disclaimer: Every effort has been made to ensure the accuracy of this publication at the time it was written. It is not intended to provide legal advice or suggest a guaranteed outcome. Individual situations will differ and the law may have changed since publication. Readers considering legal action should consult with an attorney to understand current laws and how they may affect a case.