To be aware of Are familiar with Paying out your workers A A job Verifications

Do employment verifications and background checks consume an important amount of your HR department’s time? Outsourcing these functions is a great way to improve the efficiency of HR personnel through the elimination of these time-consuming tasks. But it’s never as easy as just calling up an employment verification company and passing the baton – there’s still a great deal you’ll need to know.

1. Provide the maximum amount of information as you possibly can

When submitting a request for background screening services, it is important that the buyer reporting agency (CRA) is provided with the maximum amount of information from the applicant as possible. There might be instances where an applicant has changed his/her last name or may make use of a nickname which they failed to add on their paperwork. This omission may cause a discrepancy when trying to verify information.

When an applicant provides his/her employment history, it’s important a full name and address for the employer is provided. In many cases, an applicant may list the name of the employer however not add a complete address (ex: street name, city, state and zip code). 먹튀검증  Small businesses may be difficult to find with no complete address. It can also be important to provide a contact number for employers. Applicants may provide a phone number for a pal they have caused to use and verify their employment, however a CRA must contact the company directly to use and verify information through the HR department or previous supervisor.

To ensure that a CRA to execute a background investigation, an applicant must sign an authorization and release form plus a disclosure statement giving their consent and knowledge an investigation will be processed. Being an employer, you may wish to continue file the signed disclosure statement. The authorization and release form is submitted to the CRA combined with the applicant’s information to be verified.

For companies who submit their investigations via electronic format, it’s always recommended to have authorization and release form with a “wet” signature on file. Difficulties may arise, especially with schools, in accepting electronic signatures. It is the policy of some schools to only accept a “wet” signature on an authorization and release form and therefore won’t verify any information when provided with a digital signature.

3. Request only the correct searches

Being an employer, you need to only request the necessary background searches required for the position you’re seeking to fill. Don’t request additional searches that don’t pertain to the position for that your applicant is applying. As an example, you wouldn’t process a motor vehicle check into an applicant who would not be driving for the company. This unnecessary search wouldn’t only raise your costs but may possibly also delay receiving case results. It’s always good to really have a company policy in place for the searches you’ll need to execute for various positions within the company.

4. Show patience

CRA’s work diligently to acquire verifications as quickly as possible. There are several situations that are out from the CRA’s control where information can’t be obtained in a reasonable manner, if at all. When trying to verify education, it’s important to note when a CRA is trying to verify an older issuance it is a strong possibility that records have been archived to storage, where case it might take the institution quite a while to find records.

Schools in addition to employers may never return an answer to a verification request. Sources at these locations have primary duties to attend to and verifications might not be their top priority. There are several sources that return information in a expedient manner and are extremely cooperative, whereas other sources may never return an answer to multiple requests.

When contacting an employer for verification, the CRA is looking to confirm dates of employment, the position held by the applicant, reasons for leaving the company and if the applicant is eligible for rehire. There are numerous companies that maintain policies that prevent them from divulging certain information such as for example salary, reason for leaving and eligibility of rehire. Some employers may ask the CRA to provide them with the data listed by the applicant and they’ll either confirm or deny the validity of the information, but won’t correct any discrepancies.

Many companies will verify employment information over the device while others demand a verification request to be faxed or mailed plus a signed authorization and release form. A growing trend for employers is to outsource their verifications to a third-party source, where case you will find additional fees incurred to acquire employment verifications.

Education Verifications

When verifying education, (GED, senior high school diploma, adult senior high school diploma or degree) a CRA will attempt to confirm the date and issuance indicated by the applicant. Schools will confirm this information either verbally, through fax or by mail. There are several institutions (mostly colleges and universities) which have outsourced their verifications to a third-party source, where case, you will find additional fees incurred. When a school states which they cannot locate an archive for the applicant, it is useful if the applicant is able to give a copy of the issuance to the CRA.  Once a copy is received, the CRA will then contact the institution and provide them with the copy to find out the validity of the document.


You can find two types of reference verifications that could be requested. An employer may opt to really have a CRA develop references for an applicant. This sort of verification does not require the CRA to contact references listed by the applicant, but rather to contact a previous supervisor or manager and try to develop a reference through them. This sort of reference verification may be difficult as many supervisors are not always willing to provide a reference for an applicant and it could be company policy not to hand out personal or professional references.

Employers might also request a CRA to contact references which have been listed by the applicant.  References are often contacted via telephone however many may request that the questions be sent via fax or e-mail along with a signed release. A CRA will make every try to verify references, however a lot of people may never return phone calls. Sometimes it helps if an applicant provides both a day and evening phone number where a reference may by reached.

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