Trust & Safety
The Importance Of Employment History Verification
Employers verify employment history to confirm the information provided by a candidate is true; the work experience is sufficient to meet the position’s requirements; and past titles, achievements, or responsibilities are valid.
- Hire qualified candidates more quickly
- Ensure your candidate’s employment history is accurate
- Confirm your candidate has the skills and experience required
- Mitigate risk of hiring a candidate with false credentials
What You’ll Learn From Employment Verification
Using Employment Verifications as part of a comprehensive pre-employment screening process helps you make informed decisions and instills confidence that you’re hiring the most trustworthy, qualified candidates for the positions you need to fill. For the most reliable results, Employment Verification checks will contact current or previous employers directly to confirm the accuracy of your candidate’s employment details, including dates of employment (start and end dates) and job title(s).
Types Of Employment Verifications Offered By GoodHire
With Employment Verifications, GoodHire’s team of experts helps reduce your workload by validating your candidate’s employment history. Each Employment Verification check confirms employment details by contacting the employer specified up to five times over five business days. Although the employer’s phone number is requested from the candidate, it’s used only if one cannot be independently identified.
US Employment Verification
Each verification contacts a single employer.
BEST USED FOR
Verify employment history is accurate and experience is valid.
Dates employed & job title(s).
International Employment Verification
Any employer specified in one of 223 countries.
BEST USED FOR
US residents who have worked outside of the US.
Dates employed & job title(s).
Employment Verification – Canada
Any employer worldwide.
BEST USED FOR
Dates employed & job title(s).
What You Need To Know When
Running Employment Verifications
Employers using a Consumer Reporting Agency (CRA), like GoodHire, to run background checks to assess candidates during the hiring process have important responsibilities to ensure a fair and respectful process for the candidate, and to comply with various laws and regulations that govern employment screening.
Disclosure & Authorization
The FCRA requires employers to inform the candidate that they intend to run a background check, and obtain the candidate’s permission to do so.
If the results of a background check prompts a decision to deny employment, the FCRA requires employers to follow specific adverse action steps.
What Is Employment Verification? What You Need To Know
Employment verification can be a challenging and time-consuming part of the hiring process for human resources teams–especially during busy hiring times or when interviewing candidates with an extensive work history. Keep reading to get a closer look at how employment verification works, including important information about the employment verification background check process, turnaround times, and legal compliance at the federal, state, and local level.
What Is Employment Verification?
Employment verification can help employers confirm information provided on a candidate or volunteer’s resume related to their job history, which may include past employers, job titles, and employment dates. Confirming employment history can help provide insight into a candidate’s skills and experience in relation to the role and mitigate risk of false credentials.
An employment verification background check is often conducted as part of a comprehensive pre-employment background check that may also include criminal record search, education verification, driving record (MVR) check, credit history, and more.
Employment Verification vs. Reference Checks
Employment verification differs from reference checks. When conducting a professional reference check, a hiring manager may seek to learn additional information about the candidate from a previous employer, such as:
- Terms on which the person’s employment ended
- Whether the past employer would consider re-hiring the person
- If the employee has job skills required for the open position
- Whether the individual showed work improvement in their job, earned promotions, or made other advancements during their tenure
How To Verify Employment History
Verifying a candidate’s employment history typically involves contacting each workplace provided by the candidate to confirm their employment, job titles, and work tenure. Although employers can perform employment verifications on their own, the time and effort required for placing numerous calls and the need to be available for callbacks can make the process a burden on valuable resources and budget.
Employers can also perform employment checks by using The Work Number®, a fee-based service from Equifax. While The Work Number® can provide information from more than 1.2 million employer contributors, the service may only be available to employers that have completed an in-depth verification process.
Many employers choose to partner with a qualified background check provider, like GoodHire, to conduct screenings including employment verification. Partnering with a consumer reporting agency (CRA) not only speeds the process and is often highly cost-effective, it can help you maintain compliance with applicable federal, state, and local laws.
How Does Employment Verification Work?
When working with GoodHire, you can include up to five employment verifications in a single background report. The process typically involves verifying the past employer’s phone number for accuracy through independent research to avoid potentially false information provided by the candidate; calling the employer up to five times over five business days; and confirming the candidate’s employment dates and job title(s).
Employers that use a professional background check provider to conduct employment verifications are legally required to follow certain steps under the Fair Credit Reporting Act (FRCA). Regulations set forth by the FCRA include:
- Disclosing your intent to conduct a background check to the candidate
- Receiving written permission from the candidate prior to conducting any screenings
- Following the adverse action process should the results of the background check impact your decision to hire a candidate
What Information Can Be Released For Employment Verification?
A typical employment history report typically confirms that the applicant worked for an employer, their job title, and dates of employment.
While federal laws do not limit what past employers can or cannot reveal about former employees, many states have laws restricting the information employers can share, and to whom they can disclose it.
In addition, a growing number of states prohibit employers from asking about a prospective employee’s salary history. If an employer is unfamiliar with those laws, its employment verification efforts could inadvertently violate legal regulations.
And while not necessarily required by law, many employers make it their policy to restrict the type of information they will disclose. Working with a CRA like GoodHire can help employers remain compliant with federal, state, and local screening laws during the employment verification process.
Turnaround times for employment verification may vary depending on who is conducting the employment verification background check, how many past jobs need to be verified, and how many candidates need to be screened.
When an employer is working with a trusted background screener, like GoodHire, the process tends to be much faster and can sometimes be completed in a day, or within a few days. Partnering with a CRA can help hiring managers save time and valuable resources – especially if your organization is hiring many employees at once or you have multiple candidates to screen for a role.
At the federal level, there are no laws that limit what past employers can or cannot reveal about former employees. However, employers still must comply with other federal background check regulations, such as the FCRA and those enforced by the Equal Employment Opportunity Commission (EEOC).
Employers using a CRA for employment verification services must also be sure to also follow FCRA regulations. These include notifying the candidate of the employment verification beforehand and getting their consent in writing. If the employer decides not to hire a candidate based on information that was discovered during a background check, including an employment verification, they must also follow the adverse action process.
GoodHire makes it easy to conduct employment verifications on one or many candidates. Employment verification is included with our Premium package, but can also be purchased as an add-on. Employers can easily view the status of the check, which information was verified, and what information was used to verify the candidate’s employment. You can also compare the information the candidate provided on their application or resume with the verification results.
The resources provided here are for educational purposes only and do not constitute legal advice. We advise you to consult your own counsel if you have legal questions related to your specific practices and compliance with applicable laws.