Employment Verification vs. Reference Checks

Employment verification differs from reference checks. When conducting a professional reference check, a hiring manager may seek to learn additional information about the candidate from a previous employer, such as

1. Terms on which the person’s employment ended
2. Whether the past employer would consider re-hiring the person
3. If the employee has job skills required for the open position
4. Whether the individual showed work improvement in their job, earned promotions, or made other advancements during their tenure 

How To Verify Employment History

Verifying a candidate’s employment history typically involves contacting each workplace provided by the candidate to confirm their employment, job titles, and work tenure. Although employers can perform employment verifications on their own, the time and effort required for placing numerous calls and the need to be available for callbacks can make the process a burden on valuable resources and budget.

Employers can also perform employment checks by using The work number a fee-based service from Equifax. While The Work Number® can provide information from more than 1.2 million employer contributors, the service may only be available to employers that have completed an in-depth verification process.

Many employers choose to partner with a qualified background check provider, like HirWe, to conduct screenings including employment verification. Partnering with a consumer reporting agency (CRA) not only speeds the process and is often highly cost-effective, it can help you maintain compliance with applicable federal, state, and local laws.

How Does Employment Verification Work?

When working with HirWe, you can include up to five employment verifications in a single background report. The process typically involves verifying the past employer’s phone number for accuracy through independent research to avoid potentially false information provided by the candidate; calling the employer up to five times over five business days; and confirming the candidate’s employment dates and job title(s). 

Employers that use a professional background check provider to conduct employment verifications are legally required to follow certain steps under the Fair Credit Reporting Act Regulations set forth by the FCRA include:

1. Disclosing your intent to conduct a background check to the candidate 
2. Receiving written permission from the candidate prior to conducting any screenings
3. Following the adverse action process should the results of the background check impact your decision to hire a candidate

• Criminal Background Checks: These checks verify a candidate’s criminal history, including any convictions, arrests, or outstanding warrants. Employers use this information to assess the potential risk associated with a candidate.
• Employment Verification: Employment background check services confirm a candidate’s work history, including dates of employment, job titles, responsibilities, and reasons for leaving previous positions.
• Education Verification: These services verify a candidate’s educational qualifications, such as degrees, certifications, and diplomas, to ensure they meet the requirements for the position.
• Reference Checks: Background check companies may contact the candidate’s provided references to gather information about their character, work ethic, and qualifications.
• Credit Checks: For certain positions, particularly those involving financial responsibility, employers may request credit checks to assess a candidate’s financial stability.
• Social Media Screening: Some background check services offer social media screening to assess a candidate’s online presence and activity, which can provide insights into their character and behavior.
• Drug Testing: Employers may require drug testing as part of the background check process, especially for positions where safety and security are paramount.
• Identity Verification: This includes confirming a candidate’s identity by checking documents such as passports, driver’s licenses, and social security numbers.
• Professional License Verification: For jobs that require specific licenses or certifications (e.g., nursing, law, or real estate), background check services can verify the candidate’s licensing status.
• International Background Checks: These checks are used for candidates who have lived or worked in other countries. They can include criminal, employment, and education verification in those foreign locations.
• Ongoing Monitoring: Some companies offer continuous monitoring services, which can help employers stay informed about any significant changes in an employee’s background, such as new criminal charges.