Some of the more common types are discussed below. Some people include false employment history on their resumes. Employers frequently discover lies embellishing job responsibilities. Other frequent falsehoods involve skill set, dates of employment, previous employers, and job titles and roles.
HR professionals should contact previous employers to verify:. Listing academic degrees never obtained or educational institutions never attended are also common resume falsehoods.
One high-profile case involved the admissions dean for the Massachusetts Institute of Technology, who resigned after it came to light that she had claimed to possess three degrees she had not actually earned. Similarly, a former CEO of RadioShack resigned after executives discovered he had falsely claimed to have two degrees from a college in California. See Why should an employer verify an applicant's education? Increased use of criminal background checks by employers to prescreen job applicants stems from the growth of claims alleging that an employer was negligent in hiring or retaining an employee who subsequently engaged in workplace violence or some other act that resulted in harm to a person e.
Many organizations also perform criminal background checks on current employees, either as a matter of course or prior to a promotion, transfer, or other change in the terms and conditions of employment. Companies that use criminal background checks should examine and understand the Equal Employment Opportunity Commission's EEOC's related guidance; an evaluation of current practices considering this guidance will help HR professionals assist managers in an individualized assessment of each record.
Generally, it is not practical for employers to perform criminal background checks in-house. The result has been the emergence of third-party service providers whose business is to conduct background screening for employers. These providers, as a rule, are better equipped to conduct thorough and accurate background screening, assuming they adhere to certain guidelines and practices. Workers with Criminal Records.
Credit reports are frequently sought for candidates applying for positions that involve financial responsibility.
Such a report helps an employer ascertain whether the applicant's financial status might pose a risk in a position involving handling money or exercising financial discretion.
Credit reports should be used with discretion because many EEOC and state laws prohibit their use when an employer cannot present a compelling business rationale for such reports. Quite simply, they should be reserved for positions meriting credit scrutiny.
See Credit Check Policy. Employers should always check the driving record of any individual who will operate an organization vehicle at any time or who will drive personal or rental vehicles on company business. A motor vehicle record typically lists license status, license class, expiration date, traffic violations, arrests and convictions for driving under the influence, and license suspensions or cancellations.
For some jobs, federal or state law may require a background investigation. These include jobs in health care, child care, education and public transportation, among others. Employers will want to check with legal counsel for compliance requirements in the states in which they have employees. While employers are not required to check the federal listing of Specially Designated Nationals, they would be required to report any match they do find to the Office of Foreign Assets Control.
Employers should work with legal counsel to determine their individual obligations. See Must all employers check applicants against a terrorist list before hiring? The HR. Using information gleaned from the Internet is a controversial approach. On the one hand, it would be hard to defend an organization that did not avail itself of free and publicly available information that might have prevented a hiring disaster. You may be sensing a theme here. Just be up front about it.
If you worked someplace a decade ago and accidentally listed the duration of employment as a year and it was really six months, explain the honest mistake to your recruiter. These things happen. It may not adversely impact your offer. If there are things on your resume that are out-right fiction, as painful as it may be, consider telling the truth.
The employer will find out anyway. Belated honesty may cost you this particular opportunity. This could be a good time to adjust your resume accordingly to avoid running into inaccuracies in the future. You can request a copy of your background report. The FCRA is federal legislation that sets the standards for screening for employment.
The FCRA defines a background check as a consumer report. Government firms or PSUs run an extensive verification before offering the job. Further, either of those authorities asks police stations to run the check and finally, the record that police find is passed on the chain. After ordering an employment background check report, turnaround time is a major factor since it's critical not only to how quickly an employer can fill seats but also to how quickly a promising candidate can be locked down.
All vendors claim fast turnaround times, but in reality, these are estimates because every report is heavily affected by how quickly outside data resources respond to requests. Federal databases are fairly quick, but scans across county databases or municipal court records can take much longer.
I found some of the vendors mapped completion to these dates, while others gave a short turnaround estimate and then sent status updates notifying me of delays. If you're applying for a non-federal job, the background check will take about a week. If you're applying to a federal position, the background check can take a couple of months.
Of course, these timeframes are for the background check itself. This process can be long, expensive and time-consuming, especially if a candidate has an extensive work history or has held multiple positions within a company.
Waiting for callbacks from their past employers and making multiple attempts at reaching a company can make the hiring process more difficult and take longer than necessary. A background check can range from a simple verification of your social security number to a much more thorough check into your history. Information that an employer might check can include your work history, credit, driving records, criminal records, vehicle registration, court records, compensation, bankruptcy, medical records, references, property ownership, drug test results, military records, and sex offender information.
Employers can also conduct a character check, which might involve speaking with your personal acquaintances, including friends and neighbours. Employee Background Verification includes:.
Public records: These can easily be accessed from the court records, criminal history, Global database, and adverse media by any law enforcement agency. Identity check: This can be accessed online in a span of typically 2 days through the Government database or online repositories, including Passport, Aadhaar, PAN, etc.
Credit check: A credit check may also take 24 to 48 hours to complete. One can reach out to previous employers or managers over e-mail or telephone as the preferred means. It typically takes business days.
Professional qualifications verification: Professional qualifications may include trade organization memberships, as well as certifications and licensure. It usually takes an average of two business days to complete this kind of work. Sectors that majorly run a professional license background check include:. Education records: Companies will reach out to your universities to match your credentials to avoid forging degrees, fake certificates, bogus grades- the most common types of corporate frauds.
It typically takes business days to generate the report. Most institutions will confirm when the candidate was a student and what degrees were earned, though some will require a release form before sharing that kind of information. Big private companies hire third-party agencies to do everything mentioned above. While smaller firms usually depend on their internal team of HRs for background verification of employees recruited.
In the United States, criminal searches are generally completed one to two business days, barring holidays, or Court staffing issues. Candidates with histories outside of the United States could have a criminal records search that takes anywhere from three to 30 business days, depending on the authorities involved and the process that they follow conducting the check before returning the results.
These processes may include manual record checking, liaising with authorities across the country or in-depth research when multiple matches are identified. Generally speaking though, a criminal records check outside the United States takes between ten and 20 days. This notification must include the contact information of the company that will be conducting the screening. When you partner with a knowledgeable and experienced company, they will take care of the rest.
At iprospectcheck, we help you stay compliant throughout the employment verification process and get you the information quickly and accurately. Although there are no federal laws that restrict what information a past employer can release to a potential employer, many states have their own laws as to what can be shared.
You can avoid overstepping state laws by partnering with effective legal counsel that is familiar with the information that you should use when considering suitability for employment.
You should request only the information you are able to use to make your hiring decision. For these reasons, doing employment verifications on your own can take weeks to complete. This is detrimental for companies, as waiting weeks can cause issues in the job hiring process and may even cause your applicant to look elsewhere for a job. However, if you go through a background check company such as iprospectcheck, employment verifications for each applicant can be completed as quickly as one to three days , enabling you to hire new, qualified employees more quickly.
Whereas background checks can generally only report the past seven years when it comes to criminal history, employment verification does not have the same guidelines.
Due to this, there are no restrictions on how far back employment verifications can go on a background check. Due to the number of applicants who choose to claim falsified information on their resumes, as an employer, it is best practice to confirm the information stated for yourself. This will help protect you and your company from potential harm, such as time and money lost from having to train multiple employees who were not prepared for the job.
If you decide to conduct a pre-employment background check on your applicant to gain a complete picture of who they are, their qualifications, and their criminal history if they have one , employment verifications are often included. At iprospectcheck, we have different options so you only pay for the information you need, whether that includes background checks alone or a more complete background check that includes employment verifications.
If you cannot verify employment history for a candidate, there are additional steps that can be taken to ensure this information is obtained promptly. First, if you utilize a background check company to conduct your screenings, the company may request that the job applicant to provide copies of W-2s or paystubs for each year they were employed at various companies.
These documents should undergo scrutiny for authenticity. In most cases, a background check company will be able to obtain and verify the information you need in a timely manner. Past employers can legally verify employment. However, most states have laws about the types of information past employers can share about employees, so it is important to understand the laws that apply in your state. Employers frequently receive employment verification requests from prospective employers, government agencies, collection agencies, and mortgage lenders.
However, receiving a verification request does not mean that an employer will necessarily have to respond to it. Companies that receive verification of employment requests should only provide truthful information that can be supported. When an employer receives a verification of employment request, it should review the law in the state where it is located to determine which types of information it can report and avoid stating anything untruthful about a former employee to prevent potential liability in a defamation lawsuit.
Employers that receive verification of employment requests from state or federal government agencies are generally required to respond to them. They do not have to respond to requests from collection agencies and others, however.
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