When a company is hiring, they want to make sure the person they’re considering for a job is who they say they are. That’s where employment verification checks come in. These are checks employers do to confirm the work history of potential employees. It’s like doing homework on someone to ensure they have the experience and skills they claim to have on their resume.

Employment Verification Checks are a crucial step in the recruitment process, serving as a tool for employers to validate the claims made by job candidates on their resumes or during interviews. This verification process involves contacting previous employers to confirm a candidate’s job titles, dates of employment, and sometimes even more detailed information like job performance and responsibilities. The main aim here is not just to verify past employment details but also to gauge the authenticity of the skills and experiences claimed by the applicant. It’s a method for employers to ensure that the person they’re considering bringing into their team has genuinely acquired the skills and experiences they claim to possess, thereby safeguarding the company from potential mismatches or fraudulent claims.

What is an Employment Verification Check also called?

Sometimes, you might hear employment verification checks referred to as “employment history verification,” “background checks,” or simply “work history checks.”. Each of these terms points to the same goal: ensuring the veracity of the job applicant’s employment history. Though the terminology can vary, the intent remains constant—to dig deeper into the applicant’s past work experiences. Whether it’s confirming employment dates or scrutinizing job responsibilities, these checks serve as a pivotal step in authenticating an applicant’s background.

What is the purpose of Employment Verification Checks?

The main reason employers run these checks is to make sure they’re making informed hiring decisions. By verifying an applicant’s work history, employers can:

  1. Verification of Employment Claims: At the most basic level, these checks confirm that the candidate actually held the positions they claim to have held. This step ensures that the foundational details of their resume are accurate.
  2. Insight into Job Performance and Responsibilities: By reaching out to previous employers, a company can glean insights into the applicant’s job performance and the responsibilities they managed. This information is invaluable in understanding not just the roles the candidate has held but also how they have performed in those roles.
  3. Assessment of Experience Relevance: Through these checks, employers can ascertain if the applicant’s past experiences align with the requirements of the new role. It’s a way to ensure that the candidate’s background genuinely fits the job they’re applying for, thereby increasing the likelihood of a successful hire.
  4. Mitigation of Hiring Risks: Ultimately, Employment Verification Checks help reduce the risk of hiring someone who may not be a good fit for the role or the company culture. By verifying the accuracy of the applicant’s claims, employers can make more informed decisions, avoiding potential missteps that can arise from dishonesty or embellished resumes.

In summary, Employment Verification Checks serve as a critical tool in the hiring process, allowing employers to make well-informed decisions. By thoroughly verifying an applicant’s employment history, companies can ensure that they’re bringing on board individuals who are not only honest about their past experiences but also genuinely qualified for the roles they seek.

What is included in an Employment Verification Check?

An employment verification check can include a range of information, such as:

  • Dates of employment: When the applicant started and ended work with previous employers.
  • Positions held: The titles and roles the applicant had.
  • Duties performed: The specific tasks and responsibilities the applicant was charged with.
  • Performance: Some checks might include details about the applicant’s job performance, though this can vary depending on privacy laws and company policy.
  • Reasons for leaving: Why the applicant left their previous job, if this information is available and can be legally shared.

How to run Employment Verification Checks?

Running an employment verification check involves a few steps, and it’s important to do it right to respect privacy laws and ensure fairness. We have a full post on How to do Employment Verification Checks that you can read. Here’s a quicker simplified guide:

  1. Get consent: Before you start, make sure you have written consent from the applicant to conduct the check. This is crucial for privacy and legal reasons.
  2. Gather information: Collect the necessary details from the applicant, like their full name, previous employers, job titles, and dates of employment.
  3. Reach out to previous employers: Contact the HR departments or supervisors at the applicant’s former places of work. Use the information provided by the applicant to verify their employment history.
  4. Use a third-party service: If you want to save time or ensure accuracy, consider hiring a third-party service that specializes in employment verification checks. They know exactly what to do and how to do it efficiently.

Employment verification checks are a key step in the hiring process, helping ensure that candidates are truthful and qualified for the positions they’re applying for. By understanding and properly conducting these checks, employers can make better hiring decisions, contributing to a more trustworthy and effective workforce.

Leave a Comment