5 Ways to Confirm A Job Candidate’s Employment History

Employment verification is a time-consuming and cumbersome process. To be certain you are hiring the best candidate for the job, you must ensure your potential hire is who they say they are.

Employers verify every applicant’s identity, duties, and history. Hiring the wrong person is a costly mistake for your company. For example, you may be liable for negligent hiring if you hire someone with a history of theft.

Employers must ensure that candidates have the work experience they claim to have on their resumes. An employment verification process protects employers by establishing an applicant’s identity, verifying their employment history, confirming compensation received, and verifying employees’ legal right to work in the country. Here are ways of confirming a candidate’s employment history.

1. Contacting The Candidate’s Previous Employer

Is the candidate’s employment history friendly to you? Contact the last employer and inquire about the candidate. Ask for details about how long the employee worked at the company and their position. If there were any areas of concern or issues with production, call to ask them about it. You can contact them either in writing or over the phone.

The former employer can provide you with general information about the candidate, but they may not be able to answer all of your concerns. However, their information will help you decide on the job candidate.

2. Contacting References

A candidate can provide you with five to seven references for employment verification purposes. Ask them if they were employed in their previous position for the years stated and where they worked. The reference can tell you if the applicant was financially responsible, displayed good judgment, and performed their duties promptly. Call each reference to corroborate the information provided and gather additional details that could affect your decision-making. The referees will answer your questions honestly. Be cautious during hiring if the information doesn’t match what you’ve been told.

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3. Third-Party Services

The hiring company may be required to use third-party employment verification services such as a background check service. You can hire an independent party to verify the candidate’s credentials and work history.

The most common type of employment verification service is an employment background check. Background checks can help companies gauge the truthfulness of applicants, including their qualifications and work history. A service can verify whether an applicant meets the minimum qualifications for the position, including having required degrees and certifications.

Employment background checks often include verifying candidates’ identities, employment histories, and education degrees. A company will also look into a candidate’s criminal background to ensure they are not a risk to the company. In addition, the company will confirm if they have aroused any suspicion through employee monitoring software.

4. Paystubs

Hiring managers may be required to show the employment history of an applicant. You can do this through pay stubs, an employment history document showing a worker’s daily pay in employees’ financial accounts.

Hiring managers can verify if a candidate has worked for the company’s specific location during any time frame by checking the paystubs. Using this method, hiring managers can investigate if a candidate has worked for other employers or companies in the same area as their current job. However, it is important to note that this method is not a perfect measure for confirming a candidate’s employment history.

5. Former Contracts and Agreements

Checking if a candidate’s employment agreement has been terminated is important. Some companies may require a termination letter, which will show a termination date and the official reason for termination. You can do the same with former contracts. If it has been terminated in writing, you would be assured that the candidate has an employment history before hiring.

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A former contract or agreement is an important document to investigate. It proves that the applicant has worked for a long time in the same location. You can also see whether an employment verification service is willing to work with you, as some employers may require this. A company may provide a copy of a former contract if it hasn’t been terminated in writing.

Conclusion

The process of confirming an applicant’s employment history is crucial when it comes to hiring employees. A dishonest employee that can’t provide proof of employment may lose their position with the company.

The company wants to know if the applicant has worked for years so that you are hiring the best person for the job. Ask questions about their duties, responsibilities, and performance to ensure you’re getting a great candidate for your position. This can help identify any areas of concern in their previous jobs. An employment verification process will help you confirm your employee’s identity.