One of the services employers retain us to provide is employment verification. This service is conducted to verify the accuracy of information that an applicant provided on a job application and/or resume submitted to an employer to ensure the applicant is trustworthy and has the experience needed for the specific position being sought. Applicants sometimes exaggerate or falsify employment information and salary history on applications or resumes to fool potential employers into thinking they are more than qualified for the job. We have specific processes and various types of methods that will verify dates of employment, position held, and salary (where available) directly from the applicant’s previous employers, including reasons for leaving, and eligibility for re-hire.
What if the job candidate is currently employed and they do not want the new employer to verify their current status until the new position is secured? This can be a predicament for both the employer and new hire, the latter wants to make sure they pass the background check, and have a job secured before notifying their current employer. While the new employer wants to verify current employment details to ensure the candidate is truthful and has the experience required to fill the new position. Consumer reporting agencies (CRA) should have a policy in place when verifying current employment for their clients. Best practice states that the candidate gives consent to the employer either on the employment application (by checking a box that states “yes” to contact or “no” to contact) or directly to the CRA (if they are completing an online disclosure and authorization).
An employer should never put a potential new hire in a compromising situation with their current employer. What can be done to verify current employment without having to contact the current employer? The employer can request pay stubs from the employee that will show what wage they are currently earning, their current position, and employment dates. Additionally, larger employers may utilize a third party verification system that automatically verifies current employment without contacting the current employer.
There are a number of best practices to keep in mind when conducting current employment verification. Here are some of the most important ones:
Get Written Permission: Always sure to obtain written consent from the employee for the verification of their employment.
Use Trusted Sources: Verify the employment information from the employee’s current employer directly. Use official HR contact information or company websites to find the right person to speak with.
Confirm Identity: Before verifying any information, confirm the identity of the person you are speaking with. This helps to prevent fraud and ensure that you have the correct information.
Keep it Confidential: Make sure to maintain the confidentiality of the employee’s employment information and limit the information that you gather and share.
Stay Neutral: When conducting the verification, try to remain neutral and professional. Avoid asking questions that may be considered intrusive or discriminatory.
Document the Process: Document the process of conducting the employment verification, including the date and time of the verification, the name and position of the person you spoke with, and the information that was verified.
Comply with Laws: Ensure that you are in compliance with all applicable laws, such as the Fair Credit Reporting Act (FCRA) and the Americans with Disabilities Act (ADA), when conducting the verification.
By following these best practices, you can help ensure that your current employment verification process is accurate, reliable, and in compliance with all relevant laws and regulations.
One out of every six crimes occurs in the workplace and homicide is the second leading cause of workplace death in the U.S.
National Credit Verification Service reports that 25% of the MBA degrees it verifies on resumes are false.
72% of shrinkage is due to employee theft.
34% of all job applications contain lies.
30% of small business failure is caused by employee theft.