Do employment verifications and background checks consume an important amount of one’s HR department’s time? Outsourcing these functions is a good way to boost the efficiency of HR personnel through the elimination of the time-consuming tasks. But it’s not as easy as just calling up an employment verification company and passing the baton – there’s still a great deal you will need to know.

1. Provide just as much information as you are able to

When submitting a request for background screening services, it is very important that the consumer reporting agency (CRA) is provided with just as much information from the applicant as possible. There may be instances where an applicant has changed his/her last name or may work with a nickname that they failed to add on the paperwork. This omission may create a discrepancy when trying to verify information.

When an applicant offers his/her employment history, it’s important that a complete name and address for the employer is provided. Oftentimes, an applicant may list the name of the employer although not add a complete address (ex: street name, city, state and zip code). 먹튀검증업체  Small businesses might be difficult to discover with out a complete address. It can also be important to provide a contact number for employers. Applicants may provide a telephone number for a buddy they have caused to try and verify their employment, however a CRA must contact the organization directly to try and verify information through the HR department or previous supervisor.

For a CRA to do a background investigation, an applicant must sign an authorization and release form along with a disclosure statement giving their consent and knowledge an investigation will be processed. Being an employer, you will want to carry on file the signed disclosure statement. The authorization and release form is submitted to the CRA combined with applicant’s information to be verified.

For companies who submit their investigations via electronic format, it’s always a good idea to have authorization and release form with a “wet” signature on file. Difficulties may arise, especially with schools, in accepting electronic signatures. It’s 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 appropriate searches

Being an employer, you need to only request the required background searches necessary for the positioning you’re seeking to fill. Don’t request additional searches that don’t pertain to the positioning for that the applicant is applying. For instance, 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 can also delay receiving case results. It’s always good to really have a company policy in area for the searches you will need to do for various positions within the company.

4. Show patience

CRA’s work diligently to obtain verifications as quickly as possible. There are a few situations which are out of the CRA’s control where information can not be obtained in an appropriate manner, if at all. When trying to verify education, it’s important to notice that when a CRA is attempting to verify an older issuance it is just a strong possibility that records have been archived to storage, where case it may take the institution quite a while to discover records.

Schools as well as employers may never return an answer to a verification request. Sources at these locations have primary duties to attend to and verifications may not be their top priority. There are a few sources that return information within an expedient manner and are very cooperative, whereas other sources may never return a response to multiple requests.

When contacting an employer for verification, the CRA is looking to verify dates of employment, the positioning held by the applicant, grounds for leaving the organization and if the applicant is qualified to receive rehire. There are lots of companies that maintain policies that prevent them from divulging certain information such as salary, reason behind leaving and eligibility of rehire. Some employers may ask the CRA to provide them with the data listed by the applicant and they will either confirm or deny the validity of the information, but won’t correct any discrepancies.

Many companies will verify employment information over the telephone while others require a verification request to be faxed or mailed along with a signed authorization and release form. A growing trend for employers would be to outsource their verifications to a third-party source, where case you can find additional fees incurred to obtain employment verifications.

Education Verifications

When verifying education, (GED, senior high school diploma, adult senior high school diploma or degree) a CRA will try to verify the date and issuance indicated by the applicant. Schools will confirm these details either verbally, through fax or by mail. There are a few institutions (mostly colleges and universities) which have outsourced their verifications to a third-party source, where case, you can find additional fees incurred. When a school states that they cannot locate a record for the applicant, it is effective if the applicant has the capacity to provide a copy of their issuance to the CRA.  Once a copy is received, the CRA may then contact the institution and provide them with the copy to determine the validity of the document.


There are two types of reference verifications that may 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 get hold of references listed by the applicant, but rather to get hold of a previous supervisor or manager and try to produce a guide through them. This sort of reference verification could be difficult as numerous supervisors aren’t always willing to provide a guide for an applicant and it might be company policy not to hand out personal or professional references.

Employers can also request a CRA to get hold of references which were listed by the applicant.  References are often contacted via telephone however, many may request that the questions be sent via fax or e-mail accompanied by a signed release. A CRA can make every try to verify references, however some people may never return phone calls. Sometimes it helps if an applicant provides both a daytime and evening telephone number in which a reference may by reached.

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