Employment history verification

Employment history verification

An employment history check is one of the major components employers look for in the background verification process while hiring new employees. The verification can be performed with the details enclosed in the resume.

The employers hire third-party employment verification companies like IDA to verify the employment history of candidates, which includes the Date of Joining, job titles/designation, Previous Employers, Salary drawn and Reason for leaving, etc.

Employers will have an internal team or may have an agreement with a third-party Background verification firm like IDA to verify the credentials shared by the candidate in the resume/supporting documents provided. The BGV activity is done with employee consent with a signed authorization to do so. The BGV companies will conduct employee screening as per the client’s requirements/ Scope of Work (SOW).

Few clients perform candidate BGV for the last 5 years, while few consider 2 years as sufficient, however, it is according to the company’s policy.

The employer/verifying authority shall ask to list one reference for each previous employment enclosed, and as part of the procedure, references will be contacted. In addition to the candidate’s referred references, companies do check other references too.

Generally, job seekers check for companies and openings there, but most fail in considering the employee reference choice.

How does one select the best reference? The candidate should select the reference choice by considering the person who knows them very well, like who knows his/her achievements, innovations, strengths, and abilities.

The employers may check the previous employment verification before offering or after accepted the job too. At large companies, the human resources department verifies Employment history, but few companies hire third-party companies like IDA for executing the specialized background verification/screening process.

If a discrepancy/difference is found against the credentials provided by the candidate and the information obtained during the verification process, the candidate will have a chance to explain if the claim is true or false, or if any miss communication has happened. If the candidate has a convincing/accurate answer, the candidate will be given an opportunity, or it will be a straight reject.

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