Do you know who you are hiring? Skipping the employment verification process might seem like a convenient choice in the moment, but it can have serious consequences for you and your business. Unfortunately, many candidates falsify information on their resumes and employment applications. Employment verification uncovers this information and allows you to avoid hiring someone who has been dishonest or who has had serious offenses with previous employers.
What is employment verification?
Employment verification is a kind of employment screening that searches for inconsistencies between the true employment history of a candidate and the information they provided.
Employment verification can reveal:
- Whether or not the applicant did work at their previous listed employer.
- Accurate dates of employment.
- Some applicants are dishonest about employment gaps in their work history.
- Titles previously held.
- Applicants often embellish their titles, roles, and duties.
- Some states allow employment verification to reveal previous salary information, why the candidate no longer works with previous employers, and if the candidate is eligible for rehire.
How is employment verification done?
Before you start the screening process, the applicant must agree to and sign for the background check.
The process involves contacting workplaces listed in a candidate’s resume to confirm the information provided by the applicant. A company like APTOS Screening verifies information such as, the applicant’s job title(s) during their work tenure and the dates of their employment.
Why does employment verification matter?
Performing employment verification before you hire a candidate ensures the candidate has the experience you are looking for, which means you avoid hiring someone who has exaggerated their qualifications. Employment verification also sheds light on serious offenses which may have caused conflicts with past employers. The process also reveals accurate employment dates. If an applicant exaggerated dates to hide periods of unemployment, you will have this information to use in your decision-making process.
Taking the time to properly screen applicants improves your retention rate and gives you the confidence of knowing you are hiring qualified, competent candidates.
Who makes the final hiring decision?
The final hiring decision is made by the potential employer. APTOS Screening and other third-party screening services have no involvement in that decision-making process. Their only responsibility is to provide the background check report. The important part is that you, the employer, are equipped with the information you need to make an informed decision which is best for your business.
How do I find a company that does employment verification?
Picking the right company to run employment verification and other employment screening services can be challenging. With so many background check companies out there, you want to make sure you pick a company that is FCRA compliant. Finding a local company can also ensure they know the laws specific to employment in your state and county.
Make sure you’re working with a company you can connect with. Companies like APTOS Screening walk you through each step in the process. They make the screening process personal, so you know what to expect. The APTOS team has over seven years of industry experience and a commitment to exceptional customer service. Talk to an expert today
APTOS Screening empowers businesses to make data-driven decisions. Ensure your applicants are who they say they are for a safe work environment.
Important Laws Regarding Employment Verification
- Fair Credit Reporting Act (FCRA)
The Fair Credit Reporting Act (FCRA) protects consumer privacy when information is collected by third-party consumer reporting agencies and sent to employers conducting background checks.
The FCRA mandates that applicants must give permission in writing prior to a potential employer initiating their background check. You can only move forward in the screening process if you have signed authorization from your applicant.
The FCRA also requires that if the information is revealed on employment verification that you use to deny employment, you must complete the adverse action before you make the final decision.
- Health Insurance Portability Act of 1996 (HIPAA)
HIPPA law protects health privacy, meaning employers cannot share health or disability information in the process of employment verification.
- Title VII of the Civil Rights Act of 1962 (Title VII)
Title VII prohibits discrimination based on an applicant’s protected characteristics and is enforced by the Equal Employment Opportunity Commission (EEOC). Employers can use information obtained in background checks as long as it does not deny the applicant equal employment opportunity.
- Immigration Law
Employers must verify employment eligibility by verifying any new employee’s identification documents and I-9 forms.
Still have questions about the employment verification process?
Talk to a background check specialist today. Work with a trusted screening company that can help you navigate laws regarding employment verification and other background check services. Make sure you have all the facts before hiring, so you can make the most informed decision for you and your business.