Conducting background checks on employees is a crucial stage of the hiring process that can save a lot of time, hassle and heartbreak further down the line.
An investigation conducted by TrustID in 2020, found 52 different nationalities across a range of fake documentation, with 44% being passports. Statistics like these prove the ongoing requirement for such checks, to give employers a detailed check of somebody’s employment history and verify that they have been truthful in their application.
Why Employment History Checks are Important
These history employment checks are vital for employers to obtain a detailed record of an applicant’s working history.
An employment history check verifies specific elements of a candidate’s work history, including employment dates, job titles, job responsibilities, salary history, and gaps in employment or inconsistencies in a candidate’s application.
Steps to Implement a Robust Employment History Check Process
Ensuring that the process for undertaking these checks is streamlined ensures that there are no gaps for discrepancies. Below are eight top tips to implement into your employment history-checking process for a successful protocol.
1. Obtain Consent from the Candidate
First and foremost, it is a legal requirement to obtain written consent from any candidate before submitting an employment history check request.
To make this process even easier, the request for consent should be included in the job application as a separate part of the documentation, which allows an applicant to sign as permission.
2. Verify Employment Dates and Job Titles
3. Verify Job Responsibilities and Salary History
As well as verifying a candidate's employment dates and job titles, it is vital to establish their previous responsibilities and duties as well as their previous salaries.
Doing so can help ensure that the skills and experience noted on the job application match that of their previous employment roles and prevent inexperienced applicants.
4. Check for Red Flags
When hiring a potential applicant, looking for any potential red flags is vital. Search their previous employment records for any terminations or disciplinary actions that have been taken against them or legal issues that may have arisen.
5. Document the Process
It is wise to document the entire hiring process to record it for future dealings. This documentation should include the consent form that had been signed by the applicant, the information collected throughout the process and any red flags found.
6. Use a Third-Party Verification Service
Using third-party verification helps to keep the employment service completely unbiased from start to finish. These services can provide a detailed report on the candidate's work history, including employment dates, job titles, job responsibilities, and salary history.
7. Train HR Personnel
All HR personnel should undertake training on how to conduct an employment history check correctly, taking into account all of the above steps, including identifying red flags and verifying employment dates.
8. Review and Update Policies Regularly
You should aim to regularly update policies to ensure that they are compliant with current laws and regulations in your industry.