The Evolving Landscape of Employment Verification

Employers continue to be concerned about resume deception, with one of the most common forms being manipulating employment dates. Candidates may use this tactic to gloss over gaps in their work history, omit problematic past employers, or inflate their experience. Such dishonesty can have far-reaching consequences for organizations, potentially leading to bad hires that affect team dynamics, productivity, and overall company performance.

Because of this, employment verification has become a necessary step in the hiring process. At its core, this practice protects workplace culture, prevents skill shortages, and reduces financial risks associated with unsuitable hires. It’s not just about catching discrepancies; it’s about ensuring that the candidate under consideration truly possesses the experience and skills they claim to have.

However, effective employment verification requires a delicate balance between thoroughness and respect for candidate privacy. Employers must navigate this landscape carefully, adhering to legal requirements while gathering the necessary information to make informed hiring decisions.

A Better Way to Run Employment Verification

In recent years, many organizations have moved away from conducting in-house verifications, recognizing the significant time and resource investment required from HR staff. Instead, there’s a growing trend toward using specialized third-party services for background screening, including employment verification. These services often have access to extensive databases and can provide results more quickly and accurately than in-house teams.

However, the rise of such services has sparked important debates about privacy and data protection. Privacy advocates emphasize the need for caution regarding the extent of information collected and how it’s stored. This concern has led to more transparent verification processes, where candidates have greater visibility into what’s being checked and why.

How to Conduct Employment Verification

Emerging technologies are also reshaping the landscape of employment verification. Blockchain-based systems, for instance, promise to create tamper-proof records of employment history. Meanwhile, AI-powered tools are being developed to more efficiently flag potential discrepancies in resumes. These technological advancements could potentially streamline the verification process while enhancing its accuracy.

Yet, as we embrace these new technologies, it’s crucial to remember the human element in the hiring process. Employment history often contains nuances that a purely data-driven approach may not capture. Gaps in employment or short tenures can have valid explanations that merit consideration within the broader context of a candidate’s career.

Employment verification presents additional challenges for global companies. Cultural differences, labor laws, and disparate record-keeping systems across countries can complicate the process. Human resources professionals dealing with international hiring often need to develop flexible verification processes that adapt to different countries’ norms while maintaining consistent standards.

Legal Considerations

Employment verifications are also subject to various legal considerations to protect employers and job applicants. As such, employers must understand and adhere to the following when conducting employment verification: 

Consent

Under the FCRA, you cannot conduct any type of background check, including employment verification, without first notifying the applicant in writing that you intend to do so and obtaining their signed authorization. The applicant should know the information the employer plans to collect and its potential impact on their job application. If the information uncovered during employment verification makes you want to take them out of the running, you must complete an adverse action process to deliver the final decision legally. 

Privacy

Under laws like HIPAA, which protects people’s privacy regarding their health information, employers can’t share information about an employee’s health or disability when verifying employment.

Fairness

Both federal and state laws mandate that employment verifications be conducted uniformly for all applicants to avoid discrimination based on race, gender, age, religion, or any other protected characteristic.

As employers strive for accuracy in their hiring processes, it’s equally important to consider the candidate’s perspective. Excessive or intrusive verification processes can potentially deter top talent, but finding the right balance is key. Some progressive companies opt for a more transparent approach, clearly communicating their verification process to candidates and explaining its importance in building a trust-based work environment.

Employment Verification In the Hiring Toolkit

Looking ahead, the future of employment verification likely lies in a more integrated, candidate-friendly approach. There’s potential for a system where individuals maintain their secure, verified employment records, which they can easily share with potential employers. This could streamline the hiring process while giving candidates more control over their data.

While employment verification remains vital in the hiring toolkit, its application requires nuance and adaptability. The goal should be to create a thorough yet respectful hiring process, one that verifies key information without creating unnecessary barriers. By embracing new technologies, respecting privacy concerns, and maintaining a human-centric approach, employers can navigate the complex landscape of employment verification. In doing so, they protect their organizations and contribute to building a more transparent and trust-based job market for all.

Click here to learn more about employment verification and its role in a larger, comprehensive background screening program.