It can be not easy to ensure that your company only works with and employs the best people. Despite the fact that many applicants are sincere, there are a few who are untrustworthy. As the competition for jobs, loans, and other opportunities grows, the information many people provide on their resumes has become increasingly inaccurate. 85 percent of employers have encountered resumes with fictitious information, and current trends indicate that number will rise in the future. Fortunately, employers and other organizations that need to verify a person’s previous employment history have a variety of tools at their disposal, including Verification of Employment (VOE). To learn more about this employment fact-checking process and how it can be of benefit, please continue reading.
In most cases, employers are not obligated to respond to requests for information about their former or current employees unless they are made by government agencies. Prior to responding to non-governmental requests, an employer may wish to obtain the employee’s consent in writing. Governing bodies may require such information due to legal obligations, and previous employers may also be legally obligated to respond. As a result, the specific laws governing VOE vary from state to state and territory.
Information is Requested from Previous Employers
Increasingly, this step is being automated to save time and effort for the parties involved; however, some may still prefer to conduct this part of the employment verification process manually. A resume’s previous employers are contacted and asked for information about an individual’s alleged employment and experience at their company. When asked, former employers are often happy to provide the requested information even though they are not required to do so by federal law unless the government makes the inquiry themselves. With the help of CallMiner, companies can ensure that their call center agents are following all applicable laws and regulations when they are verifying the employment statuses of potential hires.
Information Gathered
A variety of details from previous employers can be requested to verify the authenticity of an individual’s submission to an employment verification agency.
The most frequently requested choices are:
- A candidate’s title or role within a company can provide insight into the supplementary skills they’ve acquired over the course of their employment. Businesses can use this information to determine whether their employees are capable of taking on senior positions and managerial responsibilities.
- Job Flow Charts – You can get a better sense of a potential hire’s commitment to a company and their role by finding out how long they’ve worked for previous employers and companies. An organization’s initial investment in onboarding and related training processes can be determined with this information. When it comes to the stability of an individual’s income and how much they can expect to earn over time, this information may be useful.
- The Compensation Structure and Job Duties An applicant’s expectations for the positions for which they are applying can be better understood by taking into account their previous earnings and general workplace responsibilities. In order to be considered for a position in the company, a candidate must have previous experience working in a position with a similar pay grade and responsibilities as those required in the new position. Financial institutions can make better decisions about mortgages and other loans if they have more information about a borrower’s salary.
- Termination – There are numerous reasons why a person’s previous employment with another company came to an end. In most cases, the reasons for quitting are understandable and not harmful to either themselves or their employers. A candidate’s risk to a new employer may be too great if they were fired for being disruptive or uncooperative.
An effective recruitment process and a higher retention rate can both be greatly enhanced by using Verification of Employment to help ensure that all new hires are ideal. You can start your growing team off on the right foot by verifying the veracity of each applicant’s claims by looking into their recent history. The VOE process can also be extremely useful to organizations outside of the recruiting arena in determining the level of risk a potential business partner, loan recipient, etc. represents for them. Contact AO Services to conduct your employment verifications.