employment verification
Employment Verification: Why
Contact Past Employers before you hire
Employment verification with past employers can provide valuable
insight into the performance history of your applicant. So, most employers
do verify past employment. The problem is that it is time-consuming to call
past employers. Phone tag. Wrong numbers. Unresponsive contacts. You can
relate. The Human Resources departments can be understaffed. Answering the
phones…returning calls to verify employment…just isn’t their first priority.
It makes sense to outsource employment verifications. It will free up your
HR staff to do the things you hired them to do.
The Quality Aspect of
Employment Checks
What are you looking for in an applicant’s employment history? You’d
like to know whether the applicant is eligible for rehire. And about the
level of performance. Were they cooperative? A team player? How about their
overall track record? It’s true that some employers provide date and title
only, or that others “sell” employment verifications through (900) numbers.
But, we’ve got to give it the very best effort. It’s vital to the health of
your company to hire the right people.That’s why we’re here. Let Information
Resources assist you with employment checks.
Using Consumer Reports:
What Employers Need to Know
The text included in this section is Public Domain material authored by an
agency of the United States Government and not copyrighted by this website.
To locate the original material, which may include ongoing updates) click
here
As an employer, you may use consumer reports when you hire new employees and
when you evaluate employees for promotion, reassignment, and retention — as
long as you comply with the Fair Credit Reporting Act (FCRA). Sections 604,
606, and 615 of the FCRA spell out your responsibilities when using consumer
reports for employment purposes.
The FCRA is designed primarily to protect the privacy of consumer report
information and to guarantee that the information supplied by consumer
reporting agencies is as accurate as possible. Amendments to the FCRA —
which went into effect September 30, 1997 — significantly increase the legal
obligations of employers who use consumer reports. Congress expanded
employer responsibilities because of concern that inaccurate or incomplete
consumer reports could cause applicants to be denied jobs or cause employees
to be denied promotions unjustly. The amendments ensure (1) that individuals
are aware that consumer reports may be used for employment purposes and
agree to such use, and (2) that individuals are notified promptly if
information in a consumer report may result in a negative employment
decision.
How to request Employment
History (for employment purposes only):
1. First, become a client
2. Collect and submit the following applicant information, much of which can
be found on most employment applications : Full name, social security
number, company names, locations, employment dates, titles, supervisor
names.
3. Obtain a signed release form and submit along with applicant information.
4. Past employment records cannot be verified if the company is out of
business or there is a lack of precise information as to the location of the
business.
5. Allow 2-3 business days for the results.